I think that the Trustworthy Leadership Matrix presented by Tschannen-Moran on page 101 is quite interesting. I can definitely see how all of the different pieces are essential in forming a trustworthy leader.
One of Dr. K's statements was "I wonder how these three elements interact to impact change in schools". I believe that change is impossible in schools without the interaction of these functions, facets, and constituencies. Each behavior and each person in a situation can change that situation - leader or not. Everyone has an impact! Or, I guess another way of putting it is...all of the parts (people & behaviors) make up the whole (meaning the school environment).
Tuesday, September 29, 2009
having a hard time...
Honestly, I am having a hard time with this class. My schedule is rather crazy, so I do all of my reading on the weekend. Then, by the time we get in class, I don't remember what I have read. I highlight the important parts - but it's still not the same as if I had JUST read the material. So...I am getting a little frustrated with myself.
Friday, September 18, 2009
Reflections on Reading - Week of September 15, 2009
Well, I have to admit, I am not really sure what I am supposed to write here. Never blogged before...so, I'll just go with the questions from our discussion on Tuesday.
1. How is leadership measured?
*Not really a measurement, but in chapter 3, when discussing the attributes of Level-5 leaders, Collins stated that these types of leaders "want to see the company even more successful in the next generation".
*Other words used to describe some of the personality traits of Level-5 leaders were, "quiet, humble, modest, reserved, shy, gracious, mild-mannered, self-effacing, understated,..."
*One measure of leadership is...is the person willing to do whatever it takes to make the organization better?
*Is the leader producing results? If so, these results can be a measure of their leadership ability (but we have to keep in mind that they can also be attributed to outside factors).
2. How do leaders initiate change?
*By example - followers will often base their own performance(s) around the performance(s) that they observe from watching people who hold leadership positions
*On pg. 53, Murphy outlines six dimensions of leadership - I believe these dimensions would be necessary to implement, or initiate, change:
a. Developing a shared vision
b. Asking questions
c. Coping with weakness
d. Listening and acknowledging
e. Depending on others
f. Letting go
*Then, starting on pg. 64, Kouzes & Posner discuss 5 practices of exemplary leadership. I believe that these are not only attributes of successful leaders, but also actions that will initiate change within any organization.
a. Model the way (act like you want others to act)
b. Inspire a shared vision (get your subordinates excited about their work, and the vision of
the organization)
c. Challenge the process (if everyone just goes through the motions every day, and never
asks questions, how will there ever be any improvement in the process?)
d. Enable others to act (give your subordinates power; trust that they will do the right thing)
e. Encourage the heart (show appreciation; give followers a reason to hang in there when the
times get tough)
3. What are current problems of practice?
*As noted on page 32, "every time we throw our hands up in frustration - reverting back to "Well, the answer must be Leadership!" - we prevent ourselves from gaining deeper, more scientific understanding about what makes great companies tick.
*When leaders try to gather too much information, they can often slow (or eliminate) progress.
*Some "leaders" may get caught in the micromanagement web - they need to be able to see the bigger picture
1. How is leadership measured?
*Not really a measurement, but in chapter 3, when discussing the attributes of Level-5 leaders, Collins stated that these types of leaders "want to see the company even more successful in the next generation".
*Other words used to describe some of the personality traits of Level-5 leaders were, "quiet, humble, modest, reserved, shy, gracious, mild-mannered, self-effacing, understated,..."
*One measure of leadership is...is the person willing to do whatever it takes to make the organization better?
*Is the leader producing results? If so, these results can be a measure of their leadership ability (but we have to keep in mind that they can also be attributed to outside factors).
2. How do leaders initiate change?
*By example - followers will often base their own performance(s) around the performance(s) that they observe from watching people who hold leadership positions
*On pg. 53, Murphy outlines six dimensions of leadership - I believe these dimensions would be necessary to implement, or initiate, change:
a. Developing a shared vision
b. Asking questions
c. Coping with weakness
d. Listening and acknowledging
e. Depending on others
f. Letting go
*Then, starting on pg. 64, Kouzes & Posner discuss 5 practices of exemplary leadership. I believe that these are not only attributes of successful leaders, but also actions that will initiate change within any organization.
a. Model the way (act like you want others to act)
b. Inspire a shared vision (get your subordinates excited about their work, and the vision of
the organization)
c. Challenge the process (if everyone just goes through the motions every day, and never
asks questions, how will there ever be any improvement in the process?)
d. Enable others to act (give your subordinates power; trust that they will do the right thing)
e. Encourage the heart (show appreciation; give followers a reason to hang in there when the
times get tough)
3. What are current problems of practice?
*As noted on page 32, "every time we throw our hands up in frustration - reverting back to "Well, the answer must be Leadership!" - we prevent ourselves from gaining deeper, more scientific understanding about what makes great companies tick.
*When leaders try to gather too much information, they can often slow (or eliminate) progress.
*Some "leaders" may get caught in the micromanagement web - they need to be able to see the bigger picture
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