"Trust is the essence of leadership. You know you have trust when people follow you if only out of
curiosity." - General Colin Powell
In every school I serve, leaders, teachers, and students are exhausted, overwhelmed by constant distractions and a flood of demands. Student learning goals are repeatedly derailed by behavior challenges, community drama, unfunded mandates, and countless urgent issues. Even those with a clear sense of focus are left wondering, “Why am I doing this?” Tackling these distractions isn’t something they can do alone; the challenge lies in closing the gap between what they deeply value—trust—and the chaos around them. Prioritizing amidst the noise feels daunting, yet it’s essential. Rebuilding trust takes time, but it’s the bridge from disarray to clarity. Recognizing the need to pause, even in the middle of the chaos, can itself be a relief.
Finding Control Amidst Overwhelm
Naming the overwhelm together is the first step. Next, identifying our circles of control, then finding common ground within them. As I guide teams here, there’s often a collective sigh of relief: “We can do that. That doesn’t feel overwhelming!” This shared focus—a single doable goal—opens a tunnel of hope. It’s where intentional trust-building, visible team learning, and gradual, meaningful actions take root. Despite distractions, teams start to move forward, finding that even small, aligned steps feel invigorating.
Trust Takes Time and Intentionality
Trust is cultivated by creating safe spaces to question and grow. School improvement work often fades when old cultural obstacles arise; it’s normal, not a failure. Some team members need reflection to challenge limiting beliefs, while others need to feel heard and recognized for their expertise. When the team learns to release old assumptions, trust begins to grow. This requires patience, but each member’s growth strengthens the team. It may feel like you have no time to do this work, but you often have few ways forward unless you do.
Honest Goals, Real Progress
Change is hard, especially for a group. Setting realistic goals and giving each other permission to admit when things aren’t feasible makes a difference. When teams can say, “I can’t manage that now,” coaching becomes more effective. This gradual approach ensures all voices are respected, and progress feels achievable.
Trust as the Catalyst for Systemic Growth
We’re so rushed that deep team discussions on values and goals feel impossible. Ironically, without these conversations, we stay stuck, torn between values and reality. Slowing down to focus on trust, aligned goals, and visible growth allows us to make lasting strides. When teams experience change in one area, excitement spreads, sparking an organic shift throughout the system. It’s like new branches sprouting on a tree—the right conditions for growth for some branches inspires others. Soon, school improvement becomes a shared journey, where we see both the forest and the trees thriving together.
Chris Briggs-Hale is the CEO of Waterfall Learning, LLC, and a Certified Professional Coach. He served public schools for 30 years, 15 of which were as a principal. Chris served as a Senior Consultant for McRel and Marzano and Associates, a site visitor for the National Schools of Character Award (Character.org), and was a Board Member with Eunice Kennedy Shriver for the Community of Caring in Washington, DC. Chris has consulted for schools extensively across the United States. He is the recipient of the 2013 Red Cross Community Hero Award, the 2004 Sally K. Lenhardt Professional Leadership Award from Lesley University, the 2004 Community of Caring National Administrator of the Year, and the 2013 Community Service Hero, American Red Cross, Colorado Springs.
For more information about onsite, job-embedded coaching with Waterfall Learning, go to https://waterfalllearning.com/
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