Create teacher buy-in for behavior points, improving school culture with collaboration, support, & incentives.
At Taylor Middle School, a revolving door of leadership had left staff disillusioned. Eight principals in seven years had taken a toll on morale. But when Principal Laci Lockwood arrived, they decided to rebuild from the ground up—with the teachers leading the way.
They formed a Behavior Points Committee with staff, teachers, and admin, working through the summer to set the school’s behavior expectations. This committee became the backbone of their culture shift, jokingly calling themselves the "TMS Breakfast Club." With their values and strategies clearly defined, they led the charge throughout the school year.
The result? Teacher retention jumped 37%, and 94% of the staff actively recognized students using the behavior system. Taylor Middle’s story shows that when staff take ownership of the process, change becomes sustainable.
Even adults love friendly competition. Principal Ramona Remble at Westdale Middle School needed to turn around staff morale, and she saw an opportunity with the House System. Every staff member was included and assigned to a house, starting the moment teachers returned for in-service training.
With the new house system in place, Westdale saw dramatic improvements not just in staff morale but also in student behavior:
This staff-driven, competitive spirit helped turn things around for both teachers and students, making the House System an essential part of the school’s culture shift.
At Freedom Crossing Academy, Principal Lime knew that consistency and reflection were key to long-term success. To ensure teachers felt confident and supported in their use of behavior points, the staff met every week.
During these meetings, they analyzed LiveSchool behavior data, discussed teacher usage, and adjusted strategies based on what was working—and what wasn’t. This hands-on, collaborative approach allowed teachers to feel like they were part of something evolving, not just following orders. It also helped them spot trends and refine their techniques in real-time.
By creating a culture of reflection and growth, Freedom Crossing made sure the system wasn’t a one-size-fits-all mandate, but a flexible tool for positive change.
Katie Elam, Dean of Student Support at KIPP Kirkpatrick, knew the key to teacher buy-in was giving them a voice. When rolling out their behavior points system, she made it a priority to get teacher feedback on the behavior rubric.
“When our teachers see their feedback reflected in our rubric, it makes a huge difference in their buy-in,” she said. KIPP Kirkpatrick's approach made teachers feel like their opinions were valued and their expertise was integral to the program’s success.
This small act of inclusion had big results—teachers felt more ownership and were eager to make the system work in their classrooms.
At Tropic Isles, recognition isn’t just top-down—it’s peer-driven. Each week, staff members submit shoutouts for their fellow teachers, recognizing their hard work and dedication. These shoutouts are shared every Friday, reinforcing a community of support and acknowledgment.
Similarly, at St. Martin Elementary, they’ve implemented a Wild Card Reward system where one teacher nominates another for a special recognition. The Wild Card recipient gets a trophy and journal, then passes it along to the next deserving teacher the following week.
These peer-led acknowledgments foster a sense of camaraderie, making staff feel appreciated by both their colleagues and their leadership.
When Principal Reagan Allegri at Maple Park wanted to transition her school from paper-based vouchers to a digital behavior points system, the biggest challenge was getting her teachers on board. Teachers were already overwhelmed, and the thought of learning a new system felt like an added burden.
Allegri knew that if the system wasn’t easy to use, it wouldn’t gain traction. So, she emphasized how simple LiveSchool’s digital platform could make their lives. No more lost paper vouchers or tracking points by hand. Everything was centralized, quick, and easy to manage.
Once teachers saw how it streamlined their processes, they were not only willing to adopt the new system—they were relieved.
Christina Lavin, Assistant Principal at Central Elementary, started her behavior points journey with one essential step: listening. She asked her staff, “What do you need to make this successful?”
Throughout the school year, she continued to gather feedback from teachers and made adjustments based on their input. Whether it was a tweak in point allocation or fine-tuning rewards, her teachers saw that their voices mattered.
This feedback loop created a culture of trust and open communication, where teachers felt supported, heard, and involved in the program's evolution.
Implementing a new system is never easy, and at McKinley Tech High School, they knew it would take time and effort. But their leadership team was committed to making it work—and making it last.
They took a multi-faceted approach to managing change:
By focusing on collaboration, clear communication, and sustained support, McKinley Tech successfully transformed their school culture with behavior points.
Creating a positive school culture starts with recognizing and celebrating the staff who make it happen. Here are some examples of teacher incentives that schools use to keep morale high and participation strong:
These stories show that securing teacher buy-in for behavior points isn’t about sweeping changes or mandates from above. It’s about creating a culture where teachers feel included, supported, and celebrated. From forming committees to recognizing staff in creative ways, the path to success is built on collaboration and care.
At Taylor Middle School, a revolving door of leadership had left staff disillusioned. Eight principals in seven years had taken a toll on morale. But when Principal Laci Lockwood arrived, they decided to rebuild from the ground up—with the teachers leading the way.
They formed a Behavior Points Committee with staff, teachers, and admin, working through the summer to set the school’s behavior expectations. This committee became the backbone of their culture shift, jokingly calling themselves the "TMS Breakfast Club." With their values and strategies clearly defined, they led the charge throughout the school year.
The result? Teacher retention jumped 37%, and 94% of the staff actively recognized students using the behavior system. Taylor Middle’s story shows that when staff take ownership of the process, change becomes sustainable.
Even adults love friendly competition. Principal Ramona Remble at Westdale Middle School needed to turn around staff morale, and she saw an opportunity with the House System. Every staff member was included and assigned to a house, starting the moment teachers returned for in-service training.
With the new house system in place, Westdale saw dramatic improvements not just in staff morale but also in student behavior:
This staff-driven, competitive spirit helped turn things around for both teachers and students, making the House System an essential part of the school’s culture shift.
At Freedom Crossing Academy, Principal Lime knew that consistency and reflection were key to long-term success. To ensure teachers felt confident and supported in their use of behavior points, the staff met every week.
During these meetings, they analyzed LiveSchool behavior data, discussed teacher usage, and adjusted strategies based on what was working—and what wasn’t. This hands-on, collaborative approach allowed teachers to feel like they were part of something evolving, not just following orders. It also helped them spot trends and refine their techniques in real-time.
By creating a culture of reflection and growth, Freedom Crossing made sure the system wasn’t a one-size-fits-all mandate, but a flexible tool for positive change.
Katie Elam, Dean of Student Support at KIPP Kirkpatrick, knew the key to teacher buy-in was giving them a voice. When rolling out their behavior points system, she made it a priority to get teacher feedback on the behavior rubric.
“When our teachers see their feedback reflected in our rubric, it makes a huge difference in their buy-in,” she said. KIPP Kirkpatrick's approach made teachers feel like their opinions were valued and their expertise was integral to the program’s success.
This small act of inclusion had big results—teachers felt more ownership and were eager to make the system work in their classrooms.
At Tropic Isles, recognition isn’t just top-down—it’s peer-driven. Each week, staff members submit shoutouts for their fellow teachers, recognizing their hard work and dedication. These shoutouts are shared every Friday, reinforcing a community of support and acknowledgment.
Similarly, at St. Martin Elementary, they’ve implemented a Wild Card Reward system where one teacher nominates another for a special recognition. The Wild Card recipient gets a trophy and journal, then passes it along to the next deserving teacher the following week.
These peer-led acknowledgments foster a sense of camaraderie, making staff feel appreciated by both their colleagues and their leadership.
When Principal Reagan Allegri at Maple Park wanted to transition her school from paper-based vouchers to a digital behavior points system, the biggest challenge was getting her teachers on board. Teachers were already overwhelmed, and the thought of learning a new system felt like an added burden.
Allegri knew that if the system wasn’t easy to use, it wouldn’t gain traction. So, she emphasized how simple LiveSchool’s digital platform could make their lives. No more lost paper vouchers or tracking points by hand. Everything was centralized, quick, and easy to manage.
Once teachers saw how it streamlined their processes, they were not only willing to adopt the new system—they were relieved.
Christina Lavin, Assistant Principal at Central Elementary, started her behavior points journey with one essential step: listening. She asked her staff, “What do you need to make this successful?”
Throughout the school year, she continued to gather feedback from teachers and made adjustments based on their input. Whether it was a tweak in point allocation or fine-tuning rewards, her teachers saw that their voices mattered.
This feedback loop created a culture of trust and open communication, where teachers felt supported, heard, and involved in the program's evolution.
Implementing a new system is never easy, and at McKinley Tech High School, they knew it would take time and effort. But their leadership team was committed to making it work—and making it last.
They took a multi-faceted approach to managing change:
By focusing on collaboration, clear communication, and sustained support, McKinley Tech successfully transformed their school culture with behavior points.
Creating a positive school culture starts with recognizing and celebrating the staff who make it happen. Here are some examples of teacher incentives that schools use to keep morale high and participation strong:
These stories show that securing teacher buy-in for behavior points isn’t about sweeping changes or mandates from above. It’s about creating a culture where teachers feel included, supported, and celebrated. From forming committees to recognizing staff in creative ways, the path to success is built on collaboration and care.
At Taylor Middle School, a revolving door of leadership had left staff disillusioned. Eight principals in seven years had taken a toll on morale. But when Principal Laci Lockwood arrived, they decided to rebuild from the ground up—with the teachers leading the way.
They formed a Behavior Points Committee with staff, teachers, and admin, working through the summer to set the school’s behavior expectations. This committee became the backbone of their culture shift, jokingly calling themselves the "TMS Breakfast Club." With their values and strategies clearly defined, they led the charge throughout the school year.
The result? Teacher retention jumped 37%, and 94% of the staff actively recognized students using the behavior system. Taylor Middle’s story shows that when staff take ownership of the process, change becomes sustainable.
Even adults love friendly competition. Principal Ramona Remble at Westdale Middle School needed to turn around staff morale, and she saw an opportunity with the House System. Every staff member was included and assigned to a house, starting the moment teachers returned for in-service training.
With the new house system in place, Westdale saw dramatic improvements not just in staff morale but also in student behavior:
This staff-driven, competitive spirit helped turn things around for both teachers and students, making the House System an essential part of the school’s culture shift.
At Freedom Crossing Academy, Principal Lime knew that consistency and reflection were key to long-term success. To ensure teachers felt confident and supported in their use of behavior points, the staff met every week.
During these meetings, they analyzed LiveSchool behavior data, discussed teacher usage, and adjusted strategies based on what was working—and what wasn’t. This hands-on, collaborative approach allowed teachers to feel like they were part of something evolving, not just following orders. It also helped them spot trends and refine their techniques in real-time.
By creating a culture of reflection and growth, Freedom Crossing made sure the system wasn’t a one-size-fits-all mandate, but a flexible tool for positive change.
Katie Elam, Dean of Student Support at KIPP Kirkpatrick, knew the key to teacher buy-in was giving them a voice. When rolling out their behavior points system, she made it a priority to get teacher feedback on the behavior rubric.
“When our teachers see their feedback reflected in our rubric, it makes a huge difference in their buy-in,” she said. KIPP Kirkpatrick's approach made teachers feel like their opinions were valued and their expertise was integral to the program’s success.
This small act of inclusion had big results—teachers felt more ownership and were eager to make the system work in their classrooms.
At Tropic Isles, recognition isn’t just top-down—it’s peer-driven. Each week, staff members submit shoutouts for their fellow teachers, recognizing their hard work and dedication. These shoutouts are shared every Friday, reinforcing a community of support and acknowledgment.
Similarly, at St. Martin Elementary, they’ve implemented a Wild Card Reward system where one teacher nominates another for a special recognition. The Wild Card recipient gets a trophy and journal, then passes it along to the next deserving teacher the following week.
These peer-led acknowledgments foster a sense of camaraderie, making staff feel appreciated by both their colleagues and their leadership.
When Principal Reagan Allegri at Maple Park wanted to transition her school from paper-based vouchers to a digital behavior points system, the biggest challenge was getting her teachers on board. Teachers were already overwhelmed, and the thought of learning a new system felt like an added burden.
Allegri knew that if the system wasn’t easy to use, it wouldn’t gain traction. So, she emphasized how simple LiveSchool’s digital platform could make their lives. No more lost paper vouchers or tracking points by hand. Everything was centralized, quick, and easy to manage.
Once teachers saw how it streamlined their processes, they were not only willing to adopt the new system—they were relieved.
Christina Lavin, Assistant Principal at Central Elementary, started her behavior points journey with one essential step: listening. She asked her staff, “What do you need to make this successful?”
Throughout the school year, she continued to gather feedback from teachers and made adjustments based on their input. Whether it was a tweak in point allocation or fine-tuning rewards, her teachers saw that their voices mattered.
This feedback loop created a culture of trust and open communication, where teachers felt supported, heard, and involved in the program's evolution.
Implementing a new system is never easy, and at McKinley Tech High School, they knew it would take time and effort. But their leadership team was committed to making it work—and making it last.
They took a multi-faceted approach to managing change:
By focusing on collaboration, clear communication, and sustained support, McKinley Tech successfully transformed their school culture with behavior points.
Creating a positive school culture starts with recognizing and celebrating the staff who make it happen. Here are some examples of teacher incentives that schools use to keep morale high and participation strong:
These stories show that securing teacher buy-in for behavior points isn’t about sweeping changes or mandates from above. It’s about creating a culture where teachers feel included, supported, and celebrated. From forming committees to recognizing staff in creative ways, the path to success is built on collaboration and care.
You know what they teamwork makes the dream work. These articles have been written by the wonderful members of our team.
At Taylor Middle School, a revolving door of leadership had left staff disillusioned. Eight principals in seven years had taken a toll on morale. But when Principal Laci Lockwood arrived, they decided to rebuild from the ground up—with the teachers leading the way.
They formed a Behavior Points Committee with staff, teachers, and admin, working through the summer to set the school’s behavior expectations. This committee became the backbone of their culture shift, jokingly calling themselves the "TMS Breakfast Club." With their values and strategies clearly defined, they led the charge throughout the school year.
The result? Teacher retention jumped 37%, and 94% of the staff actively recognized students using the behavior system. Taylor Middle’s story shows that when staff take ownership of the process, change becomes sustainable.
Even adults love friendly competition. Principal Ramona Remble at Westdale Middle School needed to turn around staff morale, and she saw an opportunity with the House System. Every staff member was included and assigned to a house, starting the moment teachers returned for in-service training.
With the new house system in place, Westdale saw dramatic improvements not just in staff morale but also in student behavior:
This staff-driven, competitive spirit helped turn things around for both teachers and students, making the House System an essential part of the school’s culture shift.
At Freedom Crossing Academy, Principal Lime knew that consistency and reflection were key to long-term success. To ensure teachers felt confident and supported in their use of behavior points, the staff met every week.
During these meetings, they analyzed LiveSchool behavior data, discussed teacher usage, and adjusted strategies based on what was working—and what wasn’t. This hands-on, collaborative approach allowed teachers to feel like they were part of something evolving, not just following orders. It also helped them spot trends and refine their techniques in real-time.
By creating a culture of reflection and growth, Freedom Crossing made sure the system wasn’t a one-size-fits-all mandate, but a flexible tool for positive change.
Katie Elam, Dean of Student Support at KIPP Kirkpatrick, knew the key to teacher buy-in was giving them a voice. When rolling out their behavior points system, she made it a priority to get teacher feedback on the behavior rubric.
“When our teachers see their feedback reflected in our rubric, it makes a huge difference in their buy-in,” she said. KIPP Kirkpatrick's approach made teachers feel like their opinions were valued and their expertise was integral to the program’s success.
This small act of inclusion had big results—teachers felt more ownership and were eager to make the system work in their classrooms.
At Tropic Isles, recognition isn’t just top-down—it’s peer-driven. Each week, staff members submit shoutouts for their fellow teachers, recognizing their hard work and dedication. These shoutouts are shared every Friday, reinforcing a community of support and acknowledgment.
Similarly, at St. Martin Elementary, they’ve implemented a Wild Card Reward system where one teacher nominates another for a special recognition. The Wild Card recipient gets a trophy and journal, then passes it along to the next deserving teacher the following week.
These peer-led acknowledgments foster a sense of camaraderie, making staff feel appreciated by both their colleagues and their leadership.
When Principal Reagan Allegri at Maple Park wanted to transition her school from paper-based vouchers to a digital behavior points system, the biggest challenge was getting her teachers on board. Teachers were already overwhelmed, and the thought of learning a new system felt like an added burden.
Allegri knew that if the system wasn’t easy to use, it wouldn’t gain traction. So, she emphasized how simple LiveSchool’s digital platform could make their lives. No more lost paper vouchers or tracking points by hand. Everything was centralized, quick, and easy to manage.
Once teachers saw how it streamlined their processes, they were not only willing to adopt the new system—they were relieved.
Christina Lavin, Assistant Principal at Central Elementary, started her behavior points journey with one essential step: listening. She asked her staff, “What do you need to make this successful?”
Throughout the school year, she continued to gather feedback from teachers and made adjustments based on their input. Whether it was a tweak in point allocation or fine-tuning rewards, her teachers saw that their voices mattered.
This feedback loop created a culture of trust and open communication, where teachers felt supported, heard, and involved in the program's evolution.
Implementing a new system is never easy, and at McKinley Tech High School, they knew it would take time and effort. But their leadership team was committed to making it work—and making it last.
They took a multi-faceted approach to managing change:
By focusing on collaboration, clear communication, and sustained support, McKinley Tech successfully transformed their school culture with behavior points.
Creating a positive school culture starts with recognizing and celebrating the staff who make it happen. Here are some examples of teacher incentives that schools use to keep morale high and participation strong:
These stories show that securing teacher buy-in for behavior points isn’t about sweeping changes or mandates from above. It’s about creating a culture where teachers feel included, supported, and celebrated. From forming committees to recognizing staff in creative ways, the path to success is built on collaboration and care.
Introducing a behavior points system can feel daunting. But with the right approach, you can turn it into a powerful tool for transforming your school culture. We’ve gathered stories from schools that successfully secured teacher buy-in and created sustainable, positive environments.
At Taylor Middle School, a revolving door of leadership had left staff disillusioned. Eight principals in seven years had taken a toll on morale. But when Principal Laci Lockwood arrived, they decided to rebuild from the ground up—with the teachers leading the way.
They formed a Behavior Points Committee with staff, teachers, and admin, working through the summer to set the school’s behavior expectations. This committee became the backbone of their culture shift, jokingly calling themselves the "TMS Breakfast Club." With their values and strategies clearly defined, they led the charge throughout the school year.
The result? Teacher retention jumped 37%, and 94% of the staff actively recognized students using the behavior system. Taylor Middle’s story shows that when staff take ownership of the process, change becomes sustainable.
Even adults love friendly competition. Principal Ramona Remble at Westdale Middle School needed to turn around staff morale, and she saw an opportunity with the House System. Every staff member was included and assigned to a house, starting the moment teachers returned for in-service training.
With the new house system in place, Westdale saw dramatic improvements not just in staff morale but also in student behavior:
This staff-driven, competitive spirit helped turn things around for both teachers and students, making the House System an essential part of the school’s culture shift.
At Freedom Crossing Academy, Principal Lime knew that consistency and reflection were key to long-term success. To ensure teachers felt confident and supported in their use of behavior points, the staff met every week.
During these meetings, they analyzed LiveSchool behavior data, discussed teacher usage, and adjusted strategies based on what was working—and what wasn’t. This hands-on, collaborative approach allowed teachers to feel like they were part of something evolving, not just following orders. It also helped them spot trends and refine their techniques in real-time.
By creating a culture of reflection and growth, Freedom Crossing made sure the system wasn’t a one-size-fits-all mandate, but a flexible tool for positive change.
Katie Elam, Dean of Student Support at KIPP Kirkpatrick, knew the key to teacher buy-in was giving them a voice. When rolling out their behavior points system, she made it a priority to get teacher feedback on the behavior rubric.
“When our teachers see their feedback reflected in our rubric, it makes a huge difference in their buy-in,” she said. KIPP Kirkpatrick's approach made teachers feel like their opinions were valued and their expertise was integral to the program’s success.
This small act of inclusion had big results—teachers felt more ownership and were eager to make the system work in their classrooms.
At Tropic Isles, recognition isn’t just top-down—it’s peer-driven. Each week, staff members submit shoutouts for their fellow teachers, recognizing their hard work and dedication. These shoutouts are shared every Friday, reinforcing a community of support and acknowledgment.
Similarly, at St. Martin Elementary, they’ve implemented a Wild Card Reward system where one teacher nominates another for a special recognition. The Wild Card recipient gets a trophy and journal, then passes it along to the next deserving teacher the following week.
These peer-led acknowledgments foster a sense of camaraderie, making staff feel appreciated by both their colleagues and their leadership.
When Principal Reagan Allegri at Maple Park wanted to transition her school from paper-based vouchers to a digital behavior points system, the biggest challenge was getting her teachers on board. Teachers were already overwhelmed, and the thought of learning a new system felt like an added burden.
Allegri knew that if the system wasn’t easy to use, it wouldn’t gain traction. So, she emphasized how simple LiveSchool’s digital platform could make their lives. No more lost paper vouchers or tracking points by hand. Everything was centralized, quick, and easy to manage.
Once teachers saw how it streamlined their processes, they were not only willing to adopt the new system—they were relieved.
Christina Lavin, Assistant Principal at Central Elementary, started her behavior points journey with one essential step: listening. She asked her staff, “What do you need to make this successful?”
Throughout the school year, she continued to gather feedback from teachers and made adjustments based on their input. Whether it was a tweak in point allocation or fine-tuning rewards, her teachers saw that their voices mattered.
This feedback loop created a culture of trust and open communication, where teachers felt supported, heard, and involved in the program's evolution.
Implementing a new system is never easy, and at McKinley Tech High School, they knew it would take time and effort. But their leadership team was committed to making it work—and making it last.
They took a multi-faceted approach to managing change:
By focusing on collaboration, clear communication, and sustained support, McKinley Tech successfully transformed their school culture with behavior points.
Creating a positive school culture starts with recognizing and celebrating the staff who make it happen. Here are some examples of teacher incentives that schools use to keep morale high and participation strong:
These stories show that securing teacher buy-in for behavior points isn’t about sweeping changes or mandates from above. It’s about creating a culture where teachers feel included, supported, and celebrated. From forming committees to recognizing staff in creative ways, the path to success is built on collaboration and care.
Introducing a behavior points system can feel daunting. But with the right approach, you can turn it into a powerful tool for transforming your school culture. We’ve gathered stories from schools that successfully secured teacher buy-in and created sustainable, positive environments.
At Taylor Middle School, a revolving door of leadership had left staff disillusioned. Eight principals in seven years had taken a toll on morale. But when Principal Laci Lockwood arrived, they decided to rebuild from the ground up—with the teachers leading the way.
They formed a Behavior Points Committee with staff, teachers, and admin, working through the summer to set the school’s behavior expectations. This committee became the backbone of their culture shift, jokingly calling themselves the "TMS Breakfast Club." With their values and strategies clearly defined, they led the charge throughout the school year.
The result? Teacher retention jumped 37%, and 94% of the staff actively recognized students using the behavior system. Taylor Middle’s story shows that when staff take ownership of the process, change becomes sustainable.
Even adults love friendly competition. Principal Ramona Remble at Westdale Middle School needed to turn around staff morale, and she saw an opportunity with the House System. Every staff member was included and assigned to a house, starting the moment teachers returned for in-service training.
With the new house system in place, Westdale saw dramatic improvements not just in staff morale but also in student behavior:
This staff-driven, competitive spirit helped turn things around for both teachers and students, making the House System an essential part of the school’s culture shift.
At Freedom Crossing Academy, Principal Lime knew that consistency and reflection were key to long-term success. To ensure teachers felt confident and supported in their use of behavior points, the staff met every week.
During these meetings, they analyzed LiveSchool behavior data, discussed teacher usage, and adjusted strategies based on what was working—and what wasn’t. This hands-on, collaborative approach allowed teachers to feel like they were part of something evolving, not just following orders. It also helped them spot trends and refine their techniques in real-time.
By creating a culture of reflection and growth, Freedom Crossing made sure the system wasn’t a one-size-fits-all mandate, but a flexible tool for positive change.
Katie Elam, Dean of Student Support at KIPP Kirkpatrick, knew the key to teacher buy-in was giving them a voice. When rolling out their behavior points system, she made it a priority to get teacher feedback on the behavior rubric.
“When our teachers see their feedback reflected in our rubric, it makes a huge difference in their buy-in,” she said. KIPP Kirkpatrick's approach made teachers feel like their opinions were valued and their expertise was integral to the program’s success.
This small act of inclusion had big results—teachers felt more ownership and were eager to make the system work in their classrooms.
At Tropic Isles, recognition isn’t just top-down—it’s peer-driven. Each week, staff members submit shoutouts for their fellow teachers, recognizing their hard work and dedication. These shoutouts are shared every Friday, reinforcing a community of support and acknowledgment.
Similarly, at St. Martin Elementary, they’ve implemented a Wild Card Reward system where one teacher nominates another for a special recognition. The Wild Card recipient gets a trophy and journal, then passes it along to the next deserving teacher the following week.
These peer-led acknowledgments foster a sense of camaraderie, making staff feel appreciated by both their colleagues and their leadership.
When Principal Reagan Allegri at Maple Park wanted to transition her school from paper-based vouchers to a digital behavior points system, the biggest challenge was getting her teachers on board. Teachers were already overwhelmed, and the thought of learning a new system felt like an added burden.
Allegri knew that if the system wasn’t easy to use, it wouldn’t gain traction. So, she emphasized how simple LiveSchool’s digital platform could make their lives. No more lost paper vouchers or tracking points by hand. Everything was centralized, quick, and easy to manage.
Once teachers saw how it streamlined their processes, they were not only willing to adopt the new system—they were relieved.
Christina Lavin, Assistant Principal at Central Elementary, started her behavior points journey with one essential step: listening. She asked her staff, “What do you need to make this successful?”
Throughout the school year, she continued to gather feedback from teachers and made adjustments based on their input. Whether it was a tweak in point allocation or fine-tuning rewards, her teachers saw that their voices mattered.
This feedback loop created a culture of trust and open communication, where teachers felt supported, heard, and involved in the program's evolution.
Implementing a new system is never easy, and at McKinley Tech High School, they knew it would take time and effort. But their leadership team was committed to making it work—and making it last.
They took a multi-faceted approach to managing change:
By focusing on collaboration, clear communication, and sustained support, McKinley Tech successfully transformed their school culture with behavior points.
Creating a positive school culture starts with recognizing and celebrating the staff who make it happen. Here are some examples of teacher incentives that schools use to keep morale high and participation strong:
These stories show that securing teacher buy-in for behavior points isn’t about sweeping changes or mandates from above. It’s about creating a culture where teachers feel included, supported, and celebrated. From forming committees to recognizing staff in creative ways, the path to success is built on collaboration and care.
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