Please read the situation below and answer the following question at the end. 

You are the newly appointed principal of John F Kennedy Middle School, which is located in a suburban community and has 700 students and 200 faculty and staff members. You have been in the position for approximately three weeks when you conduct your first observation and sit down with a tenured teacher to hold a post observation conference. You are collegial in your approach and ask the teacher to reflect upon his lesson. However, you quickly notice that the teacher is terribly hesitant and really does not share anything of value during your discussions. You close the post-observation meeting and reach out to a member of the social studies department with whom you have a prior friendship (as teaching partners early in your careers). You take this teacher/friend to lunch and without using names explain the situation and ask if there is something you should know about the schools observation process. The teacher, who you trust on both a professional and personal level, explains that several years ago one of the assistant principals (who is still at the school) actually used a staff members honest evaluation of their own lesson as a reason for denying them tenure. As a result, the union has told teachers to share very little and speak only when spoken to during the post observation conferences.  The teacher further explained that one of your two assistant principals gives highly effective scores and gets the teacher in and out of the post-observation conference in about five minutes. The other assistant principal, who is the one that used the teachers self-evaluation to deny tenure, gives everyone low scores and is punitive in his behaviors. What are your steps in correcting the situation?

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