A foundational element of the Montessori education process is observing and reflecting, but this practice should not be limited to a child’s education. As adult Montessorians, we can and should be applying this practice to our own work environments.
As a Montessori school administrator for many years, I developed Noorana, a Montessori school management software designed to help Montessori Guides and Montessori Administrators work less and connect more with those who are important to them. Our mission is to reduce redundant tasks that waste time and focus on simplicity.
With that as our mission, we had to ask ourselves – are there tasks or processes that are wasting our time and overcomplicating other areas of our work? It was time to observe and reflect on my own situation.
Applying Montessori Philosophy to Adult Work
My team is busy. Nothing special or ground-breaking there. Everyone’s team is busy.
Our team has been working hard and fast to achieve our goals. Deep inside, I knew that we could be doing better. If you are an Administrator, I am guessing that you can relate – you know your team is working hard, but are they working efficiently, cohesively, and harmoniously? There is always that thought of can we be doing things better?
So, being Montessorians, we have to ask ourselves, what would Maria do? Yes – this is actually a common thought I have. In Montessori pedagogy, reflection is key to supporting a child’s growth. So, if we as individuals or organizations want to continuously grow, why would we not do the same?
Pausing to Reflect and Grow
Our team decided to have a two-day off-site session to reflect on accomplishments of the past year, current state, and upcoming goals for the year. While that may sound fairly simple and clear-cut, there were several key takeaways beyond objective goals.
Note that we did have an outside facilitator guiding our meeting and I highly suggest doing that. It is important to have an unbiased observer sharing their insight into how the group operates and provide gentle guidance when needed.
What did we learn?
Perceptions = reality
People can have vastly different perceptions of the same situation, and those perceptions are held as beliefs. This is not a right or wrong situation, but an opportunity to understand where the other person is coming from. What is shaping their view and how is that affecting the team, both positively and negatively? This was an excellent exercise in communication as we worked to understand how everyone was viewing the same situations.
(Unintentional) biases are alive and thriving
Having a diverse team is important. However, we need to be reminded that everyone brings a unique perspective to the table and that is a good thing. However, we do need to work to understand each other’s thought processes. We tend to see the world around us through our very own special lens and we act accordingly. The more we can understand about our own lens and the lenses of those around us, the better we can understand and support one another.
Creating rules of engagement
While this may seem simple, this is an important step. Based on the first two bullets, it is important to identify rules of engagement for the team. Much like establishing behavioral expectations in a classroom, we discussed what behaviors are considered acceptable and not acceptable when working together. As adults, many of the same classroom guidelines apply but they can also reflect the culture of the organization. For example, in some environments, risk-taking is a necessity, whereas in others, it can be detrimental. Being on the same page regarding how the team will work together is the first step in building a trusting environment.
Everyone has a voice
In Montessori education, a child’s journey is self-directed, meaning they have a say in how they learn. As schools or organizations, our teams are made up of a collective group of people with a common goal, which means everyone should have a voice in the goal setting and the process on how to achieve those goals. The beauty of having a diverse team is that people see different angles of the same situation and collectively, the group can identify more strengths and opportunities than an individual. Team members may not always agree and that can be a good thing as long as members of the team can articulate their perspectives knowing that they are being heard.
Clear goal setting & accountability
The objective of our session was to identify goals for our organization for the near and long term. In addition to collectively identifying and establishing our goals, it was important to distill the big goals down to individual contributions. As Montessorians, we understand the importance of community and responsibility in a child’s education process. As adults, sometimes we need to be reminded that schools, companies, and organizations are all essentially communities that we belong to. As children or adults, we need to be cognizant of how our contributions affect and support our community.
The Results
I am happy to say that after our session, our team grew stronger. We have a deeper understanding and respect for all functional areas of our group. Was it a smooth and harmonious process? Mostly yes, but there were some difficult conversations that needed to happen. However, the outcome was understanding, respect, and a common goal. Ultimately, we all left with renewed energy about accomplishing our group’s mission and I am excited and optimistic as we move forward in our organization’s growth.
As you work with your organization, you may want to consider pausing to reflect on how well you are practicing Montessori philosophies. It just may help you take the next step in your growth journey.
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