How to Cultivate a Culture of Creativity and Innovation in Your Team

As leaders, we all aspire to build environments where creativity thrives and innovative thinking flourishes. But true innovation doesn’t just happen by chance. It requires intention, structure, and a willingness to step back and let others step up. Here are three key strategies that have made a significant difference in my leadership journey:

A lightbulb launches with dynamic energy, symbolizing the power of a brainstrust in action against a vibrant yellow backdrop.

1. Implement a Brain Trust for Unfiltered Feedback

Early in my leadership journey, I stumbled upon a concept that completely transformed how I approached team building—the braintrust. Originally developed by Ed Catmull, co-founder of Pixar, this feedback system became a cornerstone of some of the most successful animated films ever made, including Toy Story and Finding Nemo.

The genius of the brain trust lies in its structure: it creates a space where team members can share honest, unfiltered feedback without fear of judgment. The goal is not to critique the individual but to challenge the work itself, leading to breakthroughs that might otherwise be stifled by politeness or fear of conflict.

Here’s how I’ve brought this approach to my own teams:

• Create a Judgment-Free Zone: Make it clear that the purpose of the braintrust is to critique the work, not the person. This small but crucial distinction removes the fear of personal attack and opens the door to bold, unfiltered feedback.

• Encourage Diverse Perspectives: Invite a wide range of voices into these sessions, including those who might not typically be involved in the project. Different perspectives push teams to challenge assumptions and explore uncharted territory.

• Focus on Solutions, Not Just Problems: While it’s important to surface issues, the real power of a braintrust lies in collectively finding solutions. Encourage your team to not just identify what’s broken but also to offer ideas for fixing it.

  
  

When I implemented this approach, I saw my team push boundaries, challenge assumptions, and deliver results that exceeded expectations. It’s a powerful reminder that great ideas don’t just come from brilliant individuals but from diverse teams willing to critique each other’s work in pursuit of excellence.

2. Embrace Constructive Dissent

True leaders don’t just surround themselves with people who always agree with them. They create cultures where disagreement isn’t just tolerated – it’s encouraged. Constructive dissent is the secret sauce that keeps teams from stagnating. It’s what ensures ideas are rigorously tested and refined before they reach the light of day.

That’s why, in my monthly meetings with principals, I strive to create a safe space where every voice is valued. I encourage my team to challenge assumptions, push back on ideas (including mine), and share their perspectives without fear of judgment. It’s in these moments of open, honest dialogue that the best ideas emerge – the ones that truly move our schools forward.

Here’s how I’ve fostered this mindset in my teams:

• Normalize Healthy Conflict: Make it clear that disagreement is not a sign of disloyalty but a critical part of the creative process. When people know their ideas will be heard, they are more likely to share bold, innovative solutions.

• Model It Yourself: Be willing to challenge your own ideas in front of your team. This sets the tone that no one, not even the leader, is above questioning.

• Create Space for Deliberate Debate: Dedicate time in meetings for constructive dissent. Use this time to pressure-test ideas, identify blind spots, and refine strategies before they’re put into action.

  
  

Yes, this approach might slow down decision-making in the short term, but it ultimately leads to more thoughtful, strategic choices. It keeps your team sharp, avoids groupthink, and ensures that the best ideas rise to the top.

3. Provide Autonomy and Freedom

Throughout my career, the projects that have given me the most pride—like partnering with Apple Education to upskill my staff, developing comprehensive leadership programs, and launching innovative professional development initiatives—were only possible because my supervisors granted me the autonomy to experiment and innovate.

Here’s why autonomy is a game-changer for creative teams:

• Empowers Decision-Making: When you trust your team to take ownership of their work, you unleash a powerful force: self-motivation. This kind of trust doesn’t just yield better results; it also builds leaders within your ranks, creating a culture of growth and continuous improvement.

• Builds Confidence and Resilience: People who are given the freedom to make decisions and take risks develop the confidence to tackle bigger challenges. They learn from their mistakes and come back stronger.

• Fosters a Sense of Purpose: When team members feel trusted and valued, their work takes on greater meaning. They’re not just completing tasks—they’re making meaningful contributions to a shared vision.

  
  

Creating this kind of culture requires leaders to let go of the urge to control every detail. It’s about setting clear goals, then stepping back and letting your team find their own path forward.

Creating a culture where creativity and innovation can thrive isn’t easy, but it’s one of the most rewarding aspects of leadership. It requires vulnerability, a willingness to let go of control, and a deep trust in your team. But when you get it right, the results speak for themselves. Your team becomes a powerhouse of fresh ideas, capable of achieving breakthroughs you never imagined.

So, take a step back, foster unfiltered feedback, welcome dissent, and watch your team rise to the challenge. Because when you empower others, you unlock their full potential—and your own.

If you want guidance in building this kind of innovative, high-impact culture, join The Principal’s Collective. It’s a community where school leaders come together to share ideas, tackle challenges, and grow their leadership skills – all while inspiring each other to think bigger and lead with confidence.

How to Lead Crucial Conversations Without Losing Yourself in the Process

Every school leader will face a moment when their heart pounds just before a tough meeting. You know the one—the stakes are high, emotions are charged, and all eyes are on you to lead it well. Whether it’s with a frustrated parent, a struggling teacher, or a colleague in conflict, these moments can make or break relationships, momentum, and school culture.

Two individuals engage in a thoughtful discussion.

In this post, I’ll walk you through the exact strategies I’ve used throughout my leadership career—especially in high-tension meetings with families and staff. These steps are not theoretical; they’re real-world-tested. And while you won’t need every single one for every conversation, they form a powerful toolkit to help you lead with clarity, compassion, and confidence.

Preparation Is Everything for Crucial Conversations

Crucial conversations begin before you sit down. If you’ve determined that an email or phone call won’t suffice, that’s already a sign that the stakes are high. Emotions may surface. Conflict may arise. That’s why preparation is key.

When I was an assistant principal, I often had to meet with parents of students with significant behavioral challenges. These parents weren’t difficult—they were worried, often defensive, and fiercely protective. And that’s human. My job was to show up prepared—with facts, support documents, and a calm, clear mind—but also with an open heart.

Before any big conversation:

• Gather all relevant documentation

• Anticipate possible reactions (including emotional ones)

• Reflect on what you bring into the room—your own emotions, assumptions, and intentions

This level of readiness boosted my confidence and set the tone for a more grounded, effective meeting.

Create a Welcoming and Safe Environment

Environment matters more than we give it credit for. You’re not hosting a dinner party, but you are inviting someone into a vulnerable conversation. The goal is to reduce power dynamics and signal openness.

Here’s how I “set the stage”:

• Offer water – It may seem small, but it helps both sides take a breath and collect themselves.

• Place a candy bowl nearby – My go-to was Jolly Ranchers. A small sensory distraction can help break tension.

• Keep tissues on hand – Emotions surface often. Be ready.

• Ditch the desk – Sit side-by-side or at an angle. A physical barrier between you sends the wrong message.

• Use open body language – Avoid crossing arms or legs. Maintain eye contact. Nod to show you’re listening.

If you’re curious about how your body language affects your presence, I highly recommend Amy Cuddy’s Presence. Her research shifted how I approached every single high-stakes interaction.

Make It a Two-Way Conversation

Don’t walk in to talk at someone—go in to listen with curiosity. That simple shift can change the energy in the room.

When emotions rise, it’s tempting to prepare your rebuttal while the other person is speaking. Resist that urge. Instead:

• Stay present

• Listen for what’s not being said

• Ask clarifying questions

• Let the other person feel seen and heard

And yet—stay in the driver’s seat. If the conversation drifts or becomes a history lesson in past grievances, gently redirect it back. You’re the guide. Your goal is not to win, but to move forward together.

Disengage When Necessary

Sometimes, even with all the best prep, a conversation can go sideways. Emotions boil over. Voices rise. Logic disappears.

In those moments, you have every right—and responsibility—to pause.

Here are four ways I disengage while preserving the relationship:

1. Empathize – Remind yourself that they’re bringing their full life story into the room.

2. Set a boundary – “I want to keep this constructive. If that’s not possible right now, we’ll need to take a break.”

3. Go within – Ask yourself, Is what they’re saying true? If yes, reflect. If no, release.

4. Defuse – “Let’s take a pause and come back when things feel calmer.”

You’re not abandoning the conversation. You’re giving it space to breathe.

End with an Action Plan (and Follow Up!)

Crucial conversations that don’t lead to clarity of action create frustration. That’s why I never leave a meeting without defining:

• Who is responsible for what?

• What are the next steps?

• When will we follow up?

This isn’t just about accountability—it’s about partnership. Whether you’re working with a teacher, a parent, or another leader, co-creating a plan affirms that progress is possible.

One small follow-up—an email, a check-in call, a scheduled revisit—sends a big message: You matter, and I’m here for the long game.

Not every crucial conversation will require every strategy—but having this toolkit at the ready means you’ll be prepared for whatever unfolds.

These aren’t just techniques. They’re leadership practices rooted in respect, self-awareness, and service. They allow us to stay connected to our values—even when the conversation gets tough.

This is how I learned to lead with clarity, not ego.

Want more tools like this? Grab your copy of Beyond The First-Year Principal, where I go deeper into the emotional and strategic realities of leading through challenge.

When Leadership Gets Personal: How Conscious Leaders Transform Triggers Into Growth

True leadership isn’t just about managing projects or people — it’s about managing ourselves, especially in moments of pressure.

A resilient purple flower emerges through a crack in the cement, symbolizing strength and perseverance against the odds.

One of the greatest lessons I’ve learned as a superintendent is this: the person standing before you isn’t just reacting to the current situation.

They’re bringing their entire life experience — their hopes, fears, conditioning, and past wounds — into that moment.

And so are you.

When we recognize this, we gain the power to transform triggers into growth — turning moments of emotional reaction into opportunities for deeper understanding, healing, and stronger leadership.

That’s why conscious leadership begins with presence. It’s easy to say “be compassionate,” but real compassion demands that we set aside our fragile egos, drop our need to control the narrative, and truly witness the other person’s experience without letting it threaten our own sense of identity.

During a particularly difficult meeting early in my leadership career, I felt this lesson firsthand. A colleague openly criticized an initiative I had poured my heart into. As she spoke, I could feel my body going into fight-or-flight: pounding heart, tight breath, the urge to lash out. But because of the inner work I had committed to, I recognized what was happening. I wasn’t just reacting to her words—I was reliving an old emotional wound about not being heard or having my agency taken away.

Instead of reacting from that wounded place, I chose to stay centered. I summoned my positive masculine energy—clear, firm, but respectful—and articulated my vision with strength and clarity. In doing so, I honored both myself and the team, without falling into defensiveness or anger.

This moment taught me that our triggers aren’t random. They are powerful indicators pointing us toward unresolved inner patterns. When we meet them with curiosity instead of judgment, they become catalysts for transformation, both for ourselves and for those we lead.

True leadership happens when we master the delicate dance between presence and action, compassion and strength, masculine and feminine energies. It’s not about suppressing emotion—it’s about embracing it with consciousness and using it as a portal for deeper self-understanding.

This is how we evolve from reactive leadership to conscious leadership — and how we create workplaces where everyone feels seen, valued, and empowered to thrive.

These are the kinds of conscious leadership strategies I teach inside The Principal’s Collective — a membership community built exclusively for new and aspiring principals who want to lead with clarity, confidence, and compassion. 

Inside The Principal’s Collective, you’ll get:

✔️ Monthly live workshops (with replays available)

✔️ Access to a growing leadership resource vault (PDFs, videos, toolkits)

✔️ Private office hours for direct coaching

✔️ A vibrant Facebook community to connect with other principals who are committed to conscious, courageous leadership.

You can learn more about the Principal's Collective here.