 Good evening everybody Ross here at teacher toolkit. Thank you for joining me You'll have signed up through the event by page You're here to learn more about what you can see on the screen Improving well-being without guessing something. I'm very passionate about and Now I've been doing a bit of work with well-being for a number of months now And just to be clear this session is exclusively for school college and math leaders, but you're all welcome So it'd be nice to see People taking part and people that have the event bright link have already been sent a pre-survey link Just to remind you this is being streamed live to my YouTube Twitter and Facebook page and to take part and Have your comments Posed and I'll pose them on your behalf. You need to be logged in I can already see a few people saying hello. So let me know where you're watching from in the chat box You know, what's the weather like etc. And I'll give your town a shout out And then I'll display your comment on the screen and we'll post some questions to mark Solomon From well be and I guess just to kind of set set the scene You know, if you ask any school leader if they care about staff well being you'll hear a resounding yes Of course, they do go one step further and ask them what they're doing and it's either anonymous survey It's you know sausage rolls for a staff well-being party or whatever and that's Pretty much it there'll be one or two other things They may have a well-being policy that may have a well-being leader and they may at a push have a dedicated Well-being budget for their staff, but I'd argue it's not enough and I suppose about 10 years or you would struggle to find Much research about teacher well being and its links to outcomes and staff retention but now it's in abundance and I think you know 10 years for us all into kind of algorithms and analytics and A social media world where we've got technology all around us There's no excuse for us to start to use software Together data about the workforce in our schools and colleges so that if I make a decision In terms of a policy procedure, what impact does it have later on? In terms of staff well being recruitment retention and so on and so forth So I'm going to bring mark in the moment I'm going to just take these slides off just a reminder grand stream yard Brits Streaming live and I can see a few comments. So I'll just put one or two on just as a little demo So I thank you David for taking parts David. It's sunny with thunderstorms. I believe it was a bit of hailstorm Today in parts of the south So we're not quite in the summer, but thank you David for joining me We've got Ruth here from Cumbria. So beautiful part of the world. So welcome Ruth. Thank you for joining us and over in Bristol rainy sunshine Uh, so thank you for joining. So that's how it's going to work I'm going to bring mark in just to say hello What we're going to do is just briefly talk about what well be is and then there's a good number of you that have taken a survey just before so in fact just before I bring mark in let me Um, just put this in front of you. So we've got 130 People signed up which is pretty good considering this time of the academic year We know teaching is always exhausting. We also know that we're conscious We're doing a well-being event in the evening, but we know this is when we can grab you At a suitable time as well as other times in the working day. So this is when we decided So not ideal, but we hope we've got you at the right time And people from countries all over the world, obviously we're streaming this in England. So if we just zoom in Here you can just see where people are based There is a qr code there. So if you grab your phone, if you've got a double device to hand You scan this qr code and I will circulate this if you can't do it now But that will take you to a whole stack Of comments anonymous comments from you or people that took part in the survey And we're going to go work through some of these and you can get a sense So we've kind of created a pretend teacher talk at school And mark when he comes in is going to talk about well-being and then talk through the data that you've submitted And how we can use this data to really nail down on the specifics Of staff well-being So, um, if I just pause on this slide, I'm going to bring mark in here to say hello good evening mark Evening Ross everybody. Thanks very much for joining us as Ross says I mean, we certainly don't do any of our marketing or any of our things outside normal working hours For the exact reason we want to give people the Time to do things for themselves although we know how many people actually carry on working Into those areas, but you know, we've discussed with Ross. We felt we wanted to actually get out and help more people So, thank you so much for joining us. You know, we know how precious your time is and i'm looking forward to spending the next 55 minutes with you Mark, so let's start off with the first question um What is well be and You know, what you know gives a synopsis? What are the benefits and why should why should teacher schools and colleges? Use the tool It's a well-being an online platform That came out of actually working with 17 schools in around belfast in northern ireland with one of them using a Survey and I kind of volunteered so it was a kind of accidental creation of a business I wasn't looking to necessarily do this having spent the last seven or eight years Working with the hundreds of schools and thousands of leaders on culture and leadership development But it became clear one school had been tracking their staff well-being since 2010 and the other schools Thought that was quite exciting and so when I started doing this and getting into it I realized one of the big challenges for schools apart from having little time and expertise Is how to systemize things rather than kind of being a bit ad hoc? And we all know in life as well So not just in schools, but if we ever want to achieve anything then having clear goals But also knowing where you're starting from is absolutely key We do it for our students. You know, we wouldn't dream of them sitting exams without knowing where they are We track progress robust robustly and so kind of thinking well Why wouldn't we do the same sort of thing for staff well-being and I'm in my second career So just to show you I spent 23 years in retail banking through to 2000 It's nine It's not long ago forgotten And then I've kind of since then come into a second career Originally on character education and working with the vice chair of the Olympic Association on 2012 Bid where we brought Olympians into schools, which was hence my connection Though I've always had a passion because my mum was a teacher What drives you to do all this so you will all know that teachers work hard And there's one or two myths out there that we're lazy and we have loads of holidays and all those types of things but what what motivates you to Help teachers and schools with their well-being Well clearly part of it is about young people and giving them the the start that I've been looking enough to have and Not everybody gets and supporting that but I guess growing up with a mum We're getting used to books on a dining table and actually considering the teaching profession But I guess either not deliberately but either Sensibly, I guess my people look might look back now. I went a different direction But then kind of started supporting as a parent governor In both the primary secondary sectors where my children went but then stayed on well after Because actually it wasn't about being a parent governing. I kind of got the bug and really now being Someone who really focuses in on thinking well I did a lot of research over the last 12 years and really started with that focus everybody does on young people and slowly began to realize that actually if we want to Get the the real benefits then there's only one place that any school should focus first If they want the best for the young people and that's on helping their staff because if your staff aren't able to do their best work Then really you're never going to do the best for young people and that comes from the senior leaders all the way down You know, they need to have the capacity and the health And the motivation to be able to do their best work every day And sadly I think at the moment, you know, if we're going to wait for government to sort things out or as we've got on one way So how can we help schools help themselves? You know, it's where we are. So although we don't do it for you I guess what we've tried to build is something that more quickly Enables you to focus on those right areas Build well-being into the culture. So it isn't the sausage rolls that you talked about or the well-being day Or the cake because the big challenge of that is once you've eaten that When you go to work the next Monday, it's kind of nothing's changed. So really okay I guess for the the kind of context of people watching so reminder Please leave comments on youtube facebook or twitter and i'll display your comments like this So here's an example. Hello, abby. Nice to hear that. It's sunny in south wales And so that kind of thing will pose your comments, but we're going to start off by showing you the best bits So for context for one or two people that might be watching live who weren't through the event bright ticket list What we've done before is we shared a pre survey a kind of methodology inside well-being To gather data, which is what a school or college leader would do beforehand So in this context, we've gathered the views of Mark will go into the specific numbers but a number of people that have participated in the survey And we've created a pretend teacher talk at school And we're going to go through some of the comments and show you what the software can do In terms of the things that marks talked about I guess once you've done the show and tell we're going to go deeper into the kind of mechanics and how you can get started And if you hang on to the very end My partnership with mark in terms of you know teacher toolkit If your school's interested and I work with lots of companies like this in in my kind of life as a blogger And marks resources are very good value for money So we've managed to secure you a nice little discount for your school leader if you're interested and there's Spits of software you can try for free And just as an ad hoc idea before we get started mark and I have thought about Maybe taking this conversation a little bit further after today in terms of the people already connected Maybe we could conduct a small scale research project or something like that where we can look at the data Ask you to fill in some comments And then show you what you can do with the software a bit like a kind of a continuation of this So that you can learn the software a bit more and then maybe take it back into your school But we'll come back to that as we go through so mark let I I'll put your screen up and I'll just interject with the old question But if you just start with you know what we can see what the information is telling us And and just give the kind of context of the survey for people watching that'll be helpful No, I will so I'll start by just talking about Obviously the people have taken it so we only launched it. I think yesterday morning. So quite quite short and sharp 52 people took it of which nearly 30 were senior leaders 20 were teachers Nearly 10 million leaders and a couple of support staff and that has given a slightly unbalanced approach compared to a typical school And that's because often support staff score more highly and as a result When you start looking at this and you can see the scores and I'll come on to them you can see that the scores generally are low and We can see this because what we've got on screen is We're going to look at the six scores rather than the additional questions at moment I can't count the seven scores Rather than additional questions And these are scores against the management standards. So they're health and safety executives management standards So the survey that you all took today Is an evidence-built Survey from a government body. It's independently evaluated for its psychometric qualities And it is recognized in the new dfv staff well-being Charter as a tool that can be used Go that way a bit for meeting commitment 11 of the charter in terms of Not just measuring but tracking progress, which will come on to a bit later For those of you not familiar with the management standards just to give you a very quick Brief there are six of them although the seven scores that's because managers support and peer support are split out So just running through those it's around demands that you can see here, which is really things that are placing Those demands on you so workload deadlines Can be behavior of children in schools anything that's really causing those pressure and stress points We've got a control up here, which is the amount of Autonomy you've got the degree to which you feel you can Shape your work Have influence over what and how you do things and flexible working You've got support, which is really the support you feel yet for managers peers colleagues There's relationships. So this isn't just about how People get on because obviously inevitably in any large organization or even small organization for smaller schools People don't always get on perfectly all the time people will fall out But it's when this becomes unhealthy. So whether there's a bullying harassment, you know things that I talked about in the Off-stead framework around understanding the pressures our staff were under and particularly making sure bullying and harassment doesn't take place We've got role, which is the degree to which people feel they understand What's expected of them and how their role fits with their department or phase or function and also with the vision of the school Or Matt or college kind of moving forward and then finally we've got change And that's how well changes manage big and small the degree to which people feel consulted And whether they get the opportunity to question leaders And so the survey you took today Various questions go into these standards and it allows us to bring out these scores out of five With five being better and as you move down being worse But the challenge with doing a survey that's just score-based just with like our scale is that all Answers or scores are not equal So what you've also got here, you can just just about probably see them at the bottom They're quite big on my big screen, but here You've got a school decile, which basically Compares the score of the school so app teacher toolkit school to other schools that have taken the survey with us And this is saying in terms of control we're in the fifth decile Which effectively puts us in the top 50 percent so between 40 just over 40 and 50 percent And then as you can see we drop immediately in this one into the ninth decile. So we're in the bottom nine 20 percent and then for the rest of the scores we're in the bottom 10 percent That means we're all feeling the stress the pressure more than staff on average are Significantly more than staff on average are in other schools out there Part of that though is the makeup of the of the data because as I said In many schools will probably get a much greater split with 30 40 percent of people being support staff And they will give higher scores and that would have brought the balance up a little bit It doesn't matter if we can still kind of look at these and look at the actions And it gives us actually a lot a lot of things that we can look and talk about And the second decile you can see is the health and safety exactly his own decile That's more cross sector. So it gives you an idea But what you can see here is that In all of these areas really we're in the eighth ninth or tenth decile when we compare performance to other sectors And obviously that says I'm really underpins some of the comments that we've seen in the survey And some of the research out there about this being a very high stress Environment that we're working in The workload issues and pressures and lack of kind of appreciation support Mark, can I just interject with my first thought and again remind people watching Pose your question. I'll see it on the chat box. I'll put it on the screen for mark to respond So we've got 52 people that responded. So about half of the audience that signed up for the event Yes context. It's a pretend teacher's toolkit school. So how much of the data You know context is key. I guess it's a sample rather than anything reliable or robust that we can use but you know Uh, could you explain? Um, how much of this is useful or because it's a pretend school? Is it just something we can't No, it's not used because we only could recommend it actions. It will still generate actions for those schools So we'll go into them and you know pulled out three or four Actions we can just talk about so hopefully people can go away with some practical things as well as seeing how The report helps. I mean one of the things in terms of our build and I guess why we get such good good feedback and also why just giving a little a bit of bragging rights and a bit of Why we just won the education resources award 2022 for best well-being solution is I guess because not only did it come out of schools but we built most of this with feedback and a guidance panel of schools and No, as well as being very reasonably priced No, not into sales or anything there, but we offer a full money back guarantee Which nobody's ever claimed on as well. So we do genuinely get really good feedback but I think that's because we've tried to build something that schools want rather than what we think they want and hard for you Mark So you're an award winning organization and you give people their money back if they don't like it, which is a win Here's a comment in the the survey. Um, staff well-being is taken more seriously by our mats or multi academy trust Than our school. However, I don't think the school leaders see the links between well-being and staff retention Um, I well, I think I think um, that's probably common I think probably at an intuitive level many people probably do but at a practical level or Being able to find time to do anything about it. Um, I think it's probably true I think the evidence now is pretty compelling and I can share we've got a document with all the evidence People want to see the evidence to help convince people if they're not convinced already There was a teacher development trust paper last year that looked at 30 different Reports that have gone out there that actually is now starting to prove a causal link Or it's still tentative in in education a causal link between teacher self-reported well-being and student outcomes There's other reports though, particularly some in education, but particularly in the health sector So as business that not only look at attainment or outcomes in terms of performance But also in terms of financial performance As well in terms of staff retention instead in terms of reduction in supply cover And absences. So I think anybody that now is not kind of realizing this causal link between Um, you know helping staff and what impact it's going to have particularly for those of you I don't know if like me. I'm a fan of laura mack Is what you're trying to say they get left behind the way sin Yeah, get get us back But I'm a fan of laura mack annerney and she's been did a long tweet last week saying How actually if we think we've had it bad now with the changes in birth rates and what's coming over the next few years It's only gonna get worse. So Hanging on to your staff and recruiting good staff is absolutely key Um, and just intuitively, you know, I said to you earlier, you know, my vision and why I do this is I've got this little head picture of all staff and Support staff teachers leaders all skipping into school every morning, you know Feeling great about doing the job that they all generally love to do if only the other things didn't get in the way And you know, um, I'm trying to play a part in how can we help systematically create Can we get to the data mark and So let's explain display what why are we in the fifth school dessa for control for example? So basically what that does is so those questions are in control Which for memory are six questions. Um, the average of those scores for all staff In this particular organization are measured against the benchmarks that have been created by other organizations that have taken it and basically This this the particular score for this school is between the 40th and 50th Desire and therefore It's it's in the fifth desire. Um, which means top 50 percent if you like So there are still there are still 50 percent of schools that have scored Staffing 50 percent of schools have scored lower than this school in control So as a group we're about average in terms of how we feel Um, and the other thing that's important We'll come into this with filters, but we've made a deliberate stance not to we've got by Loads of data enough data to have different benchmarks for teachers and senior leaders and middle leaders You can challenge particularly for middle and And teachers who tend to be our lowest scorers if we actually benchmark those we'd start as a profession saying Oh, I'm okay because my teachers aren't as bad as somebody else's teachers But the simple fact is when you compare teachers and middle leads in particularly to other Staff they are generally much lower scoring and we actually so we don't want to create an environment where Teachers have kind of said well, you know worse than anyone else in terms of the teaching But actually there's a real opportunity to get you up In terms of senior leaders it's one interesting observation because we did a massive Survey of 8,000 people last year outside schools And in that survey across all sectors and phases senior leaders actually gave them lower scores And i'm quite i'm quite encouraged to see again quite low senior leaders scores One of the really interesting things when we do the survey with schools Senior leaders tend to have higher scores, and I don't know if that's sometimes they're Feeling well, this is about me and therefore I am giving a slightly increased score because it's my school Um, or I haven't got any evidence for that But actually when we've done surveys away from the school senior leaders tend to score Low and they do in their own kind of school All right, so what else can you tell us? So the other thing to note is as I said earlier you'll notice the difference is the score of 279 Is higher than this score of 358 or this score of 371 in terms of its comparative performance So again, um, sorry wrong this score of 3.8. I should say is higher than than here And this score 305 Is higher than this 254. So that's just an example of trying to show that All scores aren't equal because actually what's really interesting is it's the comparative score Because you might score lower in some areas, but still be higher performing in that area than one other So without those benchmarks, you can end up wasting energy and effort in areas Where you think you're a higher a lower scorer, but actually you aren't or you might ignore areas where there's real headroom for growth But actually your your score Feels like it's better I'm gonna interrupt you. I'm conscious. I'm seeing some comments through the chat box I'm gonna put one or two questions on screen in a moment, but I know what this can do So can you just work through some of the tabs on the left and just give people? Yeah, so once you've looked at the at the dashboard the main thing to really start with is the report and This came as I said because most people don't want to just have data Although for those that want data, there's plenty of it. So what we've tried to do is summarize I'm sorry. That's my So we've summarized in a report and I'll come on to filters in a minute What we're trying to do this standard. So this is demands We're looking at the comparative strengths and areas for possible review Against the school and and the organizational Benchmarks and you can see in this there is no strength court compared to the HEC benchmark But the most important thing is we then recommend actions and also we recommend who those actions are aimed at because the most important thing Happens after the survey So I'll come back to these actions in a minute because I think that's what people might be interested in So and we'll have a look at the demands and we'll have a look at the actions for support and also for Change when we come back through it's up to 21 actions can be generated Uh from there and obviously that's about saving people time And because we target who that's with and we do that through heat maps And so what heat maps do is allow you to see the actual score So you can see here a sweeping sweeping red But they don't always look like that in schools, but we can see the old staff score but we can also see the difference between teaching staff and Middle and senior leaders and you can see here I'm probably in order if I was saying this It's probably middle leaders generally on the lowest score as followed by teaching staff Especially give me a kind of traffic light Kind of signpost where to focus energy Yeah, it would obviously the challenge in this one is because we have got so many low scores, which isn't as typical as this Traffic light and more of a fly a fight and exercise at the moment Because the most important thing is you know one of the challenges we have because we do an hour We do a results of you cool We score them so one of my challenges also to say look you share the results with the school And there might be some actions for senior leaders But actually the main thing is to share with staff and to make them part of the solution Because otherwise All that happens that we put more pressure on ourselves as senior leaders to come up with all the answers Whereas actually what we want to do is say look, this is your feedback This is an area clear of focus. What should we do about it? What are one or two things and really encouraging schools to prioritize? And and basically go and think about what's the things that are going to have the highest impact for the lowest effort And or are the most important and kind of build over time And also don't forget to remind people of things you have implemented because that's again A mistake I've seen lots of leaders admitting to me when I taught to make they kind of implement things and then forget about them And then and staff have got very short memories because there's more pressure coming So if you do a feedback exercise If you do You know and implement things make sure you remind staff and not in a ungracious way But just saying look you said we did now it's time again and kind of make it part of that cycle so as well as as well as Time at school we can see there's very little difference between full and part time People which actually is something generally we we see there are some differences And you can see in this group with the exception of control From those people that are filmed in And we know there's at least five people in every group because for anonymity it would not display filters And that's why you haven't got all the filters here. So you haven't got support staff or anything But it's quite interesting here doesn't seem to matter for you that are filled in the survey What period of your career in clearly there are challenges whether or not There is anything there Would this work for a very small school with no slt So just a teacher and teaching and support staff So yes, and I'm just saying that so we are probably small school ever was part of a mat with nine staff We've done a few with 12 and 14 Clearly the filters wouldn't be deployed, but you've been looking at the total Generally the filters may not be fine. You might get one for teachers if you've got five and they all take it But generally It would still give you a report and it would still give staff the opportunity to give feedback and particularly to give those comments Clearly i'm being open. Obviously one of the fears of small schools obviously is around anonymity The fact that in a smaller group But there is no way In you know, unless this school is like three people in which case it becomes very difficult But you know if you that eight nine ten or more level Then there's no way that scores or comments can be identified unless in the comments people identify themselves Sure, anonymity is really important and I think it shocks people actually The power of the comments sometimes because although you've given some in this some quite um I guess um Feedback that you know cuts through to it and actually it's quite difficult to read sometimes about the challenges that some people are facing Everybody's been quite polite in their comments and feedback generally. I think you know without exception sometimes even in good schools You will read some quite um So one of the things we always say and they're not used to it sometimes because they've done their google forms one. They've done their Survey monkey one but because the school had been running it. They don't realize that people actually have been holding back So from that point of view, um, you have to be prepared to have thick skin if you're going to run a survey like this Um, I'll put your slide back up in a second mark So we're halfway through the session folks and comments in the chat box We have got a few slides that will show right at the end And some qr codes and a discount code a little trial and we also want to briefly talk Probably towards eight o'clock so in about 30 minutes time potentially how we can take this further with Group that have taken part and show you what we can do with this a bit more And potentially just conduct our own little well-being Research project, but let's see mark shows a few more key features Let's spend another 10 minutes or so on that and then we shall move forward So although as I said although just come back to report the idea of the report And we're actually just adding some things that will make it even easier So for those that don't want to move from the report They're able to see what to do and who to do it with and make choices and prioritise But if you do love data, you can jump back into the dashboard and if I look at demands for instance You can have a look at Heatmaps for every question that's in the survey You can look at who's taking the survey the numbers you can look at the scores as you can see For each question how they're benchmarked So it kind of meets those people really want to get in but also for those people don't want to do any analysis It's largely done for you The other thing then is you've got staff comments and What you can see here is staff comments. What I'm just going to do quickly is I'm going to jump Because we ran this survey slightly different to you would do in a school And the only the only setup thing for school is to upload your staff records Because we then do all the survey management and invitations for you Rather than just sending out a link as we did and each staff member will get their own link It also means we can follow up. So you're probably I've done surveys where people get annoyed because you keep asking them and they've done it and So what you can do here, you'll see just the difference here as well as doing all the keywords When you run your own school survey, the other thing you can do is actually respond to staff So this is quite interesting and important So while the survey is open, you can engage with people and thank them for taking part You can obviously when people give some Feedback perhaps it's nice helpful like all communication from NSLT is not very good You can ask them why and if you do get some more challenging feedback on say bullying harassment inclusivity that kind of thing You've now got a methodology to go back I should say People will see who's who's responding from the dashboard. So your name the account holder's name or anybody else because it's a multi-account access Will be seen but you will not know who you're writing to and if they choose to respond You will not know who that is either. So it allows you to keep going and actually support people through an anonymous way going forward While i'm on on here as well because you won't get this so you'll just see a little difference of the dashboard So obviously when you run a year two survey and this is a real this is a real primary school So you can see the scores are a little bit higher and more balanced clearly with tracking progress up to five Surveys and there's also things like analytics which will allow you to track as well And you know since he's teaching staff in the classroom and support staff So you'll be able to see So in terms of tracking impact of things you're doing in terms of seeing what's happening as a result of your actions We're trying to make it as easy as we can In terms of you being able to see that um, so let me just go back to This one, um, as it's a teacher toolkit school The other thing that you've got is a presentation Because the one mistake that sometimes people make is if you do a survey you have to feed back to staff A particularly at least at headline level and ideally you want to engage them in those solutions so that they buy into them And the suggestions come from them to reduce it So, uh, and not just you might want to do it to stakeholders like your governors trustees others as well So by having a downloading, uh, downloadable PowerPoint, uh, where you can see the scores and you can quickly edit and bear the things you want We're loading well being marked. This this is a click of a button type feature That's easy to do and it gives you the headlines. Yeah, so all it's a basically once you've uploaded your staff records Everything really so opening the survey is a click. We manage all the survey Automatically if after all three automated sends you want to do more because participation is not Running then you would There is a place in the survey where you can send additional invitations to one staff member or more But again, all click of a button when you shut the survey all disappears. So you don't have to do anything It's all um, Ruth. Here's a question from Ruth mark. Um, how many times do you recommend running a survey? Well, um, because this is such a deep dive and it gives you such recommendations Most of our schools and our schools range from small primaries to schools like wellington, millfield, uh, tombridge, some of the big ones too Uh, um I'm trying to think of its name ashfield, which is the biggest single site secondary school in the country. Um to, uh, you know, um We've got a quite a number of special schools send schools. So we've got a real range We've obviously got matt because there's a matt dashboard with this. So what's the average of those schools mark? Um, so I was gonna say yeah, so most of them will run it once or twice a year And I know people want to do it more often So we have this second thing called wellby voice which allows you to have conversations throughout the year Which is a bit more like a an email A normal email with groups of eight staff follow-up survey actions Built at the feedback of our schools when covid came along to say we don't do these big surveys Can we have an informal kind of way of doing it now? Clearly probably the most popular type of survey out there is punk surveys and um Nothing wrong with punk surveys. Um grateful leaders wanting to check the temperature I think one of the challenges for schools and indeed some corporates where I came from with punk surveys Though is you have to be able to act on them because once it's nice for leaders to keep asking the same questions And I know it's every two weeks sometimes or more if they don't see you doing anything that enthusiasm for giving feedback can quickly Discipitate so for us We're trying to do a piece that allows schools to actually take some significant action And then follow up six months and in some cases Um a year later, but to move it so it's not You know with that point if you Did take action and you had a proactive leadership and staff you could run a survey once every half term if Yeah, well, I think I think you could and particularly our premium product. That's got um You know, you can run as many as you want But I think you will find just from my experience now in 300 and nearly 350 Basically I think most schools, um, I'll give an example show Wellington. Well mind me talking they came on saying we're going to do this every term Um, and I was saying well, you might not they've got 700 odd staff It took them a while to get all their filters wind up because we also have mobility And I think they've now settled back to say it's probably a couple times Yeah, because they get such detailed feedback then you've got to show it with staff and action it Um, I think the key point is is not it, you know, if you want to tick in the box, this is not it This is about taking proactive action to do where we're helping you To more quickly figure out What to do and who to do it with so if I go back to If I just quickly go back to here, um, because this one's got, um What am I looking at so he maps so this is an example of additional filters And you can add whatever you want it is so I've noticed so these these are fairly recent developments But as an example it's too early to say but I've noticed in a quite a number Well a small number of surveys for instance where in secondary schools where they've done it by department I've noticed pretty much in all of them so far People teaching maths are significantly scoring more highly than people teaching English as an example Now I can't report that as a national trend yet because it is like a handful of schools Highly in what mark to be specific so I say again Highly in what regard not just the scores are much higher across the board right so This will allow you we've only got three examples here, but you can get down to Jobs to departments even line manager. We've got people doing it if it's done well And the whole purpose of this is to target action to reduce your workload So even though I've just made the sweeping comment that teachers generally tend to have lower scores Actually, we've seen we feel it's not all teachers some departments in schools actually Highly performing so you can find out well. What are they doing? But also make sure you focus in on those areas that will bring the Biggest impact as I said as well as that celebration because sometimes we don't talk about I'm going to interject again apologies. So I'm keeping an eye on the time Is though just reminder for people watching Pose your comments on your platform. I'll get a comment on my side. I'll put it on the screen on your behalf We've got one or two slides. Maybe mark just want to reference the DfE charter. We can come back to the survey In the next or the screen if you want to in the next 10 minutes or so Um, yeah, I think unless people got questions on this clearly people want to demo We can kind of go into detail and look at things But I think I've kind of given a under the hood look at what's there As I said, the the aim is really to help people more quickly move to action after the survey We pop over to the Y a little bit mark and maybe come to this bit and maybe explain Yeah, so it was interesting because you talked about sausage rolls and I saw in the comments there were some comments about some of these more. Um, I guess tokenistic people often use the word or or things which I can understand why people do them because actually they're easy It's much easier to just put on an activity day or to book some yoga and I or To put cakes on now don't get me wrong. There is nothing wrong with doing some of those things. Sometimes having a treat is nice However, if they're not as well as and particularly after Things that you've done What you'll see is it's a bit like building a house, you know, if you don't get those foundations first So if you just move if you click to move on your foundations will move. I don't know if that builds yet So, you know, it's really about building Whoops, it's really about building those leadership behaviors and systems to support Because actually people want to feel supported. They want to feel appreciated when they come in and But where people tend to focus is more on that value added and personal support because it's much easier So a lot of max are doing brilliantly in building out some fantastic perks insurances Travel perks all sorts of things and that's great and I'm don't want to stop those But if people still are coming in not feeling, you know, like actually they listen to they've got too much to do Then actually those other things will not generally stop them either burning out or leaving the profession or protect for retention So they need to be as well as so We can't really start in the roof and work down we really need to start in the the bottom and work up and that's so all our focus is on on that and If I come back to the actions just just here just just share one. I won't share it on the screen. It's fine You know one action for For leaders, you'll see one of the questions in the survey is my line manager encourages me at work Almost without exception every school that we've ever done Including those that have scored in the top 10 percent when compared to the hse hse desire in the 10th desire and What this is I think from our research and talking and most school leaders Go, yeah, you're right Is that shout-outs and praise in schools tend to be much more staged defense their emails their thanks their shout-outs their staff member of the week their Kind of bits whereas in a lots of organizations where I came from in the back In fact when I was 23 graduate training with a high fact I went on this wonderful course with a snappy tat when I'm going back 35 years I've just shown my age and it was called managing by walking about So I was actually taught how to go and find people and authentically praise them and not to go on the same route And how to be visible and always and that's been invaluable my whole life And yet things like that aren't taught So the biggest probably win for well-being is that is for senior leaders to really catch people doing things right in the moment In the same way as they did when they were a teacher for their students But the problem is years of not being able to do that and there are really good reasons for that everybody's in classrooms They are not an open plan office everybody's in I can't hear that. I like that. You've got on your slides You know getting teachers to go to school and obviously we might want to just quickly reference the the DFE work Well-being charter, but yeah, that's a great bit of tpd that walking around And Right Well, it's hard if you haven't been taught how to give all that You know, I've made me I still run a number of workshops because I enjoy it And the number of people come up to me or talk to me on results with you You know as Davey has just said very little management. Some of it is because Um, they don't understand how to do it and they also don't understand how to plan it because it doesn't have to Take up as much time as people think if you plan your visibility as well as not being visible You probably only need to do it a few minutes Each day and be in different places for people to see you and to be visible But it does take effort and time And I meet a lot of people are just saying that actually when you talk about praise, they don't know what to say Or I still meet people go. Well, we paid them to come to work Why should they need me to kind of praise them? They should just do their job And yet there's so much evidence of the benefits Um, you know in fact one japanese study suggested it was better than the pay rise and given We haven't had many of those over the last few years. I take every win I can get And we have had schools focus just on that And uh, and uh, I'm billed up And you're right david it is highly individualized as you say But I think to make it part of the culture it's something that leadership teams can build into their Approach not to get people to come every three weeks Say as part of a standing agenda item to say which people did you praise in the last weeks? But to have a psychologically safe environment where people go. I'm really struggling to do this. I keep forgetting You know, I guess it goes back to that, you know, like you said you had that training You know school leaders do need training in specific leadership type things. It's often the great teacher And the time to be able to do it. Yes, you know clearly So mark, I'm conscious to mark one of there's a few people watching from other countries They may be have a british curriculum. They may not but just for context This is the Department for Education in england's what staff well being chartered so teaching and support staff It was published last academic year And you highlight these three so tell us why you choose these three as as you think Welcome for every around the world and I did see spots someone from the us and if you're interested in getting touch We're about to pine out there. So just to get that in as well. Um, so Um, I picked out these three because really I guess number eleven you go well mark Of course, you're going to say that because you run a A measurement and improvement company and I'm going yes But actually if you think about it and not just in the charter if you want to know where you are now So you can make the best decisions. Surely, you know, you do it for your children You you do internal tests you do with the bits to know their starting position. You have teacher assessments, etc And clearly you can do your own assessments on well being in terms of the retention stats the staff absent stats the grievance stats Do exit and stay interviews and things like that and pull that information in and then and then add something like this And also to be able to track it so that not only do you know where you're going and how well you're doing in getting there But also you can look back on well Which are the things that I did seems to have an impact because although we're talking about This as you said earlier Any decisions taken in school will be captured in such a report that covers culture that covers these kind of Management standards. So really anything you're doing and then the second two I've done is and somebody said it earlier. I think I think you do around protect. I think it's in it might be in the comments I'm reading you know about this importance of protecting leader well being and I'm quite extraordinarily called a sub strategy Where it should probably be called the top strategy But ultimately, you know, it's that all cliched piece around the Airline isn't it and the oxygen mass and the fact that they don't announce You know put on everybody else's math until you pass out But often school leaders do that their number of schools I've come across where Many of the senior team are covering duties just so other people can have a break and they don't take one Well, things like that. I understand the necessity, but eventually they're not sustainable So it's really thinking of what are some of these? long-term solutions and I know there's no silver bullet and it's hard When omicron has been going on highlighted number 11 So number 11 is the one I started with which is the measuring. So the starting And then ten and three about leaders and then I would move on to two But a lot of people start on two But the challenge is you're then always firefighting because if the leaders aren't in the position to have them themselves I don't have the skills to support others You're constantly coming back to it. So whilst I'm not saying things like number two aren't important Clearly getting three and ten right first is and other things like prior to in staff mental health and talking about it And if establishing a clear communication policy Will all come out of I think in my view Number three if you give staff the right tools, they will communicate effectively. They will give staff a voice So you've got this nice slide if I just um rewind it back to the start and We kind of it only animates Oh, does it okay? So there you go. So that strategy talk us through, you know That's exactly what we've just been talking about, you know, the starting point is measure So whether you use us and if you do your own survey better than nothing And if anybody's still not convinced of the ease but he's doing their own Hey still getting touch because we have a checklist for running your own survey the 14 steps needed Because we want to genuinely want to make a difference in schools not not just with us but with everybody But you have to measure and understand where you are now ideally benchmarking it You've then got to set some goals, which is often what people miss you people often go straight to plan without going Well, what does good look like and how do I get there? They then obviously once they've got the plan and put it in the school development plan Need to actually implement but also embed it, you know One of the challenges often in schools is we do so many things that we move on from something before it's embedded And we're on to the next thing So it's actually saying well, how do I embed that? And that's how you can use well and be voiced to really follow up as well as You know one to ones and and meetings and things like that And then obviously once you're confident there saying well now we have to just keep repeating and each six months or each 12 months We've got to keep you wonder as you're talking about, you know, how far away are we from I say cautiously league tables and things like that But if we look at pupil outcomes in comparison to pupil well-being and teacher and support staff well-being and connect all those three dots That would be quite a powerful piece of data, wouldn't it in terms of reporting across the country that Whether Else leads to better outcomes and what have you that'd be quite a radical overhaul of what we currently report Yeah, and I think you know the day we have league tables for well-being is probably the day we all need to give up but As it defeats the whole And so the bit you talked about earlier If schools are interested in this and and they come in under the teacher toolkit Quote and banner one of the things I'd be really interesting Is seeing if you'd want to hook up with each other because we can also offer an internal benchmark outside hours where schools Schools together can actually see how they compare with each other and we could also connect so we could have an ongoing conversation about We posed at the start of the session everyone watching all people joining Later that um, so just for context a quick recap of where we've been so I sent this survey out to all ticket holders So 130 of you half of you thankfully went through the 30 plus questions We've gathered this pretend bit of data although it's real in your context But we're going to pretend teacher talk at school And mark's gone through the dashboard here and kind of given you a snapshot of what the data tells us and the recommendations I guess the proposal is What could we do together as a little community to kind of maybe take this a little bit further for you to kind of Trial it a little bit deeper See either comments in the chat box or you can reply to me through the event bright link or leave a comment on the youtube video Once I end the broadcast But just let us know what you think really because there's a lot of potential for this and and as you As mark mark and just probably just give us a quick reminder. There's a large number of schools already doing well being Kind of bits of data mark. How many schools are using your product now? No, we're just about to 350, but if you think we only really launched here Covid We got 100 in the first three months and then kovid kind of got in the way, but We're really pleased We've seen the pick up now You'll survive on yourself. So that's that's credit to you. So Is there anything else we can show if I just pop back to the slides mark? We've got We can give the offering a minute, but as I said the bit you just talked about in terms of um So that's just showing some of the things I've shown you but if you Some of the things we said if people were interested Capturing some of the other data you just said from them and I'm sharing that as well And but also sharing what's working in some schools with others and connecting people Up into a kind of teacher at teacher talk at well-being community That staff well-being community because the other thing is um, we are generally as a as a as a country Focus more on student well-being and even when I have conversations with people They often start and end up on students Things you see behind the scenes you get the snapshot of all the schools But you know you're blogging and sharing resources and all the insights from all the school well-being data You can see on our learning centre, but what we what schools don't do because they haven't got the time It's necessary. We haven't got a channel where we can create that community of talking to each other So ross and I was just saying well, maybe we can start something as a as we're working together on this that would kind of help people See things so if you put that if you just put that one on Yeah, so We're already not a particularly All right, so I did a new slide ross, so don't worry. I'll I'll describe it I didn't send it I was thinking I would share it Yeah, no, no, but the top bit's fine But actually the offer for premiums even better because what we what I've we've decided is um You can have the premium for the pro price So the premium will still be two four seven to six four seven so if you want to take the The the bigger one Which gives you the filters and your ability to add your own questions Which we haven't looked at without without compromising it and we'll do that at the same low price So the most you'll pay six four seven and that's if you're a school Of up to between 1500 and 2500 pupils and then two four seven is for 200 and less So we want to get more people on board. We deliberately priced it Some of the bigger schools tell us they can't believe we're so cheap and I know but We build us, you know, I can't say on be your um You know, I see a lot of ed tech software in my life as a teacher blogger and you are Brilliant value for money in the the the bottom of the hype the screen folks there Is a kind of web link there You want to have a look? I'll look I will circulate this through all the alerts and ticket links and things with the video and the slides and the qr codes you can read all the The feedback from all of us and then we'll probably be in touch with you with a potential Refined idea of how we might take this a little further without adding too much to your work though but just maybe as a And I've given you a bit more of an insight into what the data can tell us As a kind of a case study group and see where it goes from there Mark, you've got lots of bullet points there for people to have a look through if I put you in the corner And you tell me your your number one benefit. What would it be? That we that we make it easier for schools to improve staff well-being because it's what happens after this important by recommending actions based on their scores and by showing them who They should be using those actions with I think that's our number one benefit I think some of the other fix are just hygiene and comfort benefits like it's a recognized standard It's independently evaluated is dfe chart to recognize and it's a really good fit with offset leadership management judgment Now for some senior leaders things like that might be more Important and I you know it is a benefit But for me Actually, the real thing is we help more schools improve their well-being Um, I haven't redone it last time we did it which was a couple months back 85 percent of schools have got higher scores in their second survey than their third one And we have a very high Renewal rate. So from our point of view, we know we do a lot of things right and our challenge like everybody's at the moment is How do we help people find out and get on board with us and kind of tries out? Which is why we have the money back guarantee it's very difficult to try all this because the only way you get the real benefits to run a survey and So doing a free trial with three people or a tiny bit You really need the whole school and you and you've got to go all in because I need to engage them We've had a good sample here, haven't we so um Let me just put this on the screen one last time folks So here is a qr code. So if you've got a phone to hand and hopefully watching this on my Desktop you can grab your phone qr this if not, I'll circulate it anyway. So don't worry, but you'll get Um, the people that participated in our survey all their anonymized well-being Comments, uh, there's some interesting things in here And as what mark has done behind the scenes to prepare us for this He's put it all into a pretend teacher talk at school And we've kind of showed you the kind of insights from this data Uh in some of the tabs on the left hand side Um, I guess I'll start to wrap things up But I'll conclude with what I said at the start and what I'll keep saying I was very nervous about tracking teacher well-being A decade ago, but I would not hesitate today and this is something I would highly advocate To all schools particularly in challenging Teachings challenging full stop different contexts different circumstances, but if you're here in england watching you'll know Just as much as I do that we're working in a very high stakes accountability system And with reduced budgets and increasing teacher mental health and workload It's in everybody's interest to take teacher well-being and support staff well-being a lot more seriously particularly if we want to keep Our staff in our schools Mark any concluding comments? I'm going to just go through the comments from everyone else, but um if you I mean just just just to say for those small number of people, but you're not unimportant that are here from other 16 countries sadly, um particularly english-speaking ones, but also some of those teachers over there the u.s Australia other places are Suffering very similarly to here. You know, it's it's not good to say that To say look we're not we're not an exceptional It's a kind of global challenge And you know, I think I think to come back to your bit at the beginning where you talked about You know people are seen as it's a short day and a and a honger days You know the biggest challenge I think having having done some You know I do a lot of adult training and having done some work on character education It's that sheer intensity on depthy that you know That I think most people have never taught and don't really understand So having regular being able to have regular breaks to be able to switch tasks to be able to switch off Things we need to build in and of course exactly the opposite has been happening even before on micron. We were reducing break times We were having more in and clearly that's made it the last two years even worse So really how we can help leaders understand those foundational things And how we can help them and and even things like efficient working You know, there are loads of things that people can do to work. Yeah, partly And sometimes we also just have to realize that You won't get everything done. So quick trying, you know, so we have to just say look, we're not going to get all done And we've got to be comfortable with that And I said, you know go back to that training you had when you were a young Young man, you can start to see the certain things that have to be taught in your leadership life And I'll just finish with I guess What I said on the ticket link, you know You cannot improve teacher well-being if you're guessing in the dark you can't you can't rest on your laurels or go on a hunch I think having this hard data And if you choose to do x in terms of a school leadership policy decision and it impacts on everyone else Those well-being surveys and bits of data can allow you to see the impact And uh, I'm confident what mark shared tonight shows you how you can do that So yes, and you've heard from mark himself. You can do your google surveys yourself But I think with well-being is a quite a good valuable tool and as a new company it's time to Get in touch with mark, I think so i'm still working with mark over the next couple of months digging into software trying to critique it trying to see how we can Develop it a little bit further, but we'll probably do a couple more of these Um in the next month or so and we'll also be in touch with this current group in this session and talk to you about how we might Do a small little case study If you're interested but um mark, thank you very much No, and thank you And if you didn't register, but you're on those live things, you know Do reach out to to the various things and just a huge thank you for spending an hour of your valuable Time and in fact a little bit more than air of your valuable time Because we know spending time is not trivial, particularly after the day you'll probably had today So i'm humbled that you took time out and I hope we've given some Value on our learning centre. There are other things, but again, whether you buy or not We're always open to give advice Always happy to have conversations with people who've got well-being Challenges and just to share things that have worked in the hundreds of schools. We've worked with so Feel free to get in touch even if it's just to have a chat You've probably got over today the one thing that iam is passionate. So i'll never turn down the opportunity to talk about um Well-being with anybody whether they're customers or not. So, uh, so please So there you go. All the thank yous are coming in mark already. I've just put a few David so we're going to disappear Thank you for joining us. I'll say i'll circulate the video the slides with you all through Event bright and you can already grab this video on youtube anyway as for mark and I thank you For joining us and we shall be in touch. Bye for now. Thank you mark. Yeah, thanks. Thanks ross. Thanks everybody Bye