George Couros

Add another year to the tradition! Kallea and I started this in 2018 and it has been wonderful to see this video over the years! May you have an incredible 2026 ahead!

"Identifying where we need to grow and what we are already good at will lead to something better in the future." 3 Questions That Can Shape a Better Next Year georgecouros.substack.com/p/3-questions-…

"Real growth doesn’t come from mandates—it comes from intentionally designing environments where curiosity, trust, and learning can thrive." That line from Adam Lister's review of "Forward, Together," captures exactly what I hoped this book would inspire. How do we move beyond "buy-in" and toward ownership? It starts by creating the conditions where people feel heard, valued, and part of the process. The solutions may not look exactly as we first imagined, but when they're built together, they're far more likely to succeed. Thank you, Adam, for the thoughtful review. You can check out #ForwardTogether here on Amazon: a.co/d/00120T01

"I believe that lifting others up will never lessen your impact. In fact, it often elevates your work, as what you put out into the world is often returned in abundance." Advice to My Younger Self, Shared with the Next Generation georgecouros.com/advice-for-the…

“If people feel you are trying to 'fix' them, they will fight you tooth and nail. But if people know they are valued, they are more likely to be on your side.” #ForwardTogether The best boss taught me, through her actions, that when you take care of people and focus more on them as individuals than on someone who simply works a job, they tend to do better. Take care of the person, and they often will accelerate in their role.

"Great classrooms, teams, and organizations are built by creating cultures where everyone knows they matter, everyone knows they are capable of growth, and everyone is held to standards rooted in respect." The Danger of Inconsistent Expectations georgecouros.com/inconsistent-e…

"You don’t have to do a job you love, but definitely, do not stick with a job you hate." 3 Signs It's Time To Leave Your Current Job georgecouros.substack.com/p/3-signs-its-…

"Partnership—not defensiveness—is what moves schools forward." Maggie Espinola 3 Ways "Forward, Together" Could Shift Your Mindset as a Teacher georgecouros.substack.com/p/3-ways-forwa…

I am incredibly grateful when someone not only takes the time to read my work but also shares their reflection on what mattered. This review from Michelle Krell on #ForwardTogether means a lot because I have not only valued her mentorship and subtle challenges over the year, but she also epitomizes the idea that if you want to push someone, they have to know they have your back! She has had a tremendous influence on the importance of not only sharing the wins, but also the mistakes made along the way to help others through your own hindsight. Leading with humility and sharing doesn't mean you lack confidence; quite the opposite. As I share in the book, "When you share your past mistakes, your growth process, and a willingness to learn, it can inspire confidence in others to do the same." Thank you, Michelle, for the wonderful review! It means a lot! Feel free to check out "Forward, Together: Moving Schools from Conflict to Community in Contentious Times" here on Amazon: a.co/d/06inXclT

Some great advice on proving your support system right!

"If you provide professional learning opportunities during staff days and nothing changes, there is something wrong with the process and implementation, not any individual staff member or group." Who is in the room for your professional learning days? georgecouros.com/who-is-in-the-…

@HeatherLarson38 Thank you so much!!!

I love this book not only because I am a school trustee but I have been able to apply what I have learned to other areas of my life. I have highlighted and written on the pages. That’s how you know I love it. Thank you so much.

Someone approached me and asked me if my book, #ForwardTogether is only for schools dealing with conflict or division. Of course, that is addressed, but honestly, the book is really about something much broader. How do we introduce new ideas focused less on "buy-in" and more on ownership? How can we genuinely push people and organizations, while ensuring they know we have their back? How do we challenge ideas while honoring people in the process? One of the ideas I share in the book is this: “You can’t change anyone. The only thing you can do is create the conditions where people are more likely to change themselves.” That idea applies whether a school is thriving, struggling, innovative, stagnant, divided, or somewhere in between. A great idea introduced poorly can still fail. But when people feel heard, valued, and part of the process, even difficult change becomes possible. What are some strategies or ways your organization has built ownership when implementing new ideas? You can check out the book here on Amazon: a.co/d/0iLaL7PR

"The willingness to embrace turnaround learning is crucial to growth, which is not only being open to feedback but also doing something because of the feedback you have received." The Sponge Factor: Why Continuous Learners Stay Relevant georgecouros.com/the-sponge-fac…

@SixthManShow Have enjoyed the updates with all the highs and lows of the seasons!!!

I’m taking a step back from making content, Kevin’s keeping the party going. Just wanted to say thank you all, for everything. Full details are here if you want them: youtu.be/8nGXCADf9Sg?si…

Focus more on what you are running toward, rather than what you are running from. A recent coaching tip I heard about running is that, when you have a long session ahead, instead of dreading the pain, focus on why it's helpful. To focus on the idea that gravitating toward discomfort will lead to growth. During the run, when I started to feel pain (not injury!), I try to shift my mind to something that brings me joy. Not only has that helped me focus less on the pain, but it has also given me a jolt of energy. Purpose does not always remove the difficulty, but it often changes our willingness to push through it.

"Community is not built by convincing people to think like you, but by inviting them to build something with you." - @gcouros in #ForwardTogether amzn.to/3RT2xzw #dbcincbooks #edleaders #teachersofx

"When we are intentional about what we learn, how we learn it, and who is in the room, we can go further together than we could ever go alone." Who is in the room for your professional learning days? georgecouros.com/who-is-in-the-…

A person who is willing to learn continuously and evolve will always stay relevant.   Yet there are people in all fields who will listen to feedback, nod in agreement, and go back to what they have always done.  There is a difference between "hearing" and being "open" to feedback. As educators are currently interviewing for positions, one question I have asked in interviews before is, "Tell me an area where you received feedback, and what you did to improve." This question promotes a vulnerability needed to be an educator, that we are not a "know-it-all" but are willing to learn.   The willingness to embrace turnaround learning is crucial to growth, which means not only being open to feedback but also taking action based on it. Change will happen regardless of our own personal growth. Are we open to our own evolution?

"You don’t feel sad all the time, but for the rest of your life, you are different. I can’t explain it any better than that." You Don’t Get Over Grief, You Become Someone New Around It georgecouros.com/letting-go-and…