Although I am not truly in a leadership position, I would like to think that through my personal encounters and experiences with leaders that I have gained many useful skills and ideas that would make me a more well rounded leader!
Wednesday, December 2, 2009
Well-rounded leaders
In reading some of the other blogs about preparing principals, I too agree that it is necessary for us to be well prepared and well rounded leaders in higher education. But I also raise the question of what it truly means to be a well rounded leader in our setting. One of the most important and challenging aspects of our job is to find a balance between academics and student affairs. In student affairs, we are also expected to have knowledge and experience with event planning; budget creation; and vision inspiring...just to name a few.
Tuesday, November 10, 2009
Observations in Leadership
In regards to my currently being in Germany, I have decided to share some of what I have noticed since I have been here.
First, I think that it is important to note that I am in Stuttgart, Germany this week as part of a seminar where I am learning about the education system of Baden-Wurttemburg, Germany (all states in Germany have a different education system - a whole other topic for another day!) There are a total of 18 people that I am learning and traveling with and we are from across the US. There is a great diversity in the age, job responsibilities, interest, and leadership role when assessing this group.
1) The fossils. OK don't take offense, but these are the older people in our group. They have the mentality that they have been around for longer, and therefore they have all of the answers. Even if they are not the right answers. There are 3 women that make up the group of fossils. 2 have traveled to Germany previously. I am a polite southern belle, therefore I indulge them.
2) German speakers/wannabes. These are the people in our group that have some knowledge of the German language and try to make sure that everyone knows it. They tend to be at the front of the line to order dinner or sit and talk to German education leaders in their native tongue.
3) The young ones. I am one of these. We tend to sit back during the day and do as we are told, but yet we are the ones organizing adventures; excursions; or the next beer.
4) The Germans. As I have worked with Germans in the past, it was no surprise to me how wonderful German people are. They are extremely proud of their country and want to share this with everyone. They are also very modest and humble leaders. They love everyone (or pretend to!) and know how to be a great host!
I think that this class has given me a great perspective when interacting with others and has caused me to pay more attention to the situations that I am in. I am more aware now of the role that others and I play in situations.
First, I think that it is important to note that I am in Stuttgart, Germany this week as part of a seminar where I am learning about the education system of Baden-Wurttemburg, Germany (all states in Germany have a different education system - a whole other topic for another day!) There are a total of 18 people that I am learning and traveling with and we are from across the US. There is a great diversity in the age, job responsibilities, interest, and leadership role when assessing this group.
1) The fossils. OK don't take offense, but these are the older people in our group. They have the mentality that they have been around for longer, and therefore they have all of the answers. Even if they are not the right answers. There are 3 women that make up the group of fossils. 2 have traveled to Germany previously. I am a polite southern belle, therefore I indulge them.
2) German speakers/wannabes. These are the people in our group that have some knowledge of the German language and try to make sure that everyone knows it. They tend to be at the front of the line to order dinner or sit and talk to German education leaders in their native tongue.
3) The young ones. I am one of these. We tend to sit back during the day and do as we are told, but yet we are the ones organizing adventures; excursions; or the next beer.
4) The Germans. As I have worked with Germans in the past, it was no surprise to me how wonderful German people are. They are extremely proud of their country and want to share this with everyone. They are also very modest and humble leaders. They love everyone (or pretend to!) and know how to be a great host!
I think that this class has given me a great perspective when interacting with others and has caused me to pay more attention to the situations that I am in. I am more aware now of the role that others and I play in situations.
8 Roles of Symbolic Leaders
Greetings from cold, rainy Germany! I'm a little late getting these posts up - but nevertheless, here we go!
Leaders have many roles, but the 8 roles indicated by Deal and Peterson are very unique, and applicable to most all situations.
1) Historian. I see myself in this role a lot. The person that comes into the situation and assesses the current culture and where that came from before they make any changes. This is very important, I think, when in a leadership position, as this is a good way to build report and learn about the organization from past experiences.
2) Anthropological Sleuths. I personally think that I could have come up with a better name, but nevertheless! These leaders are probing trying to discover what has led to the current culture. They try to make sense of the norms, values, and beliefs that are embedded in the culture. I also think that I would be a good sleuth....or investigator!
3) Visionaries. Just as it sounds, the role of the visionary is to create a future or a plan for the culture of the school. This person typically will look at what possibilities lie ahead or plan for what potential the organization actually has. The key to this role is working with others and creating buy in that lead to a shared vision.
4) Symbols. It is up to the leader to set an example, and therefore lead by example. By doing so, this creates a symbol that the culture can identify the school with/or by. In this role, it is important that the leader not only walk the walk, but also talk the talk.
5) Potters. This role is created with a clay potter in mind. Just as a clay potter molds and forms clay, the school leader potter molds and forms a school culture with their skill, knowledge, and with great patience. This is a unique role. This is also a very important, and could be considered a pressure filled role for the leader. With school events, behaviors, and visions the culture can be created.
6) Poets. A poet in a leadership role uses their skill with words and description to create and sustain the image of the school. With the leader in the spotlight, it is up to this person to make sure that the organization is shown in it's best light. It is also up to the leader to tell the story of the school and to reinforce the values and beliefs within the school.
7) Actors. In life, you never know what is going to happen. The same goes for a school environment. Leaders are in the front and center and are often called to "act" in order to maintain the professional image of the school. Learning not to over-react, and taking all things in stride will help to make this happen.
8) Healers. Or maybe we should call them coordinators or adapters. This role represents the need to have someone that is able to mend or patch holes in the culture as they arise. A healer should be aware of the impact that transitions have on organizations and acknowledge these impacts.
So to sum everything up - educational leaders need to be miracle workers :)
We are expected to have all of the answers; to always be watching; and to maintain harmony in our organizations. I think that for most leaders these roles are quite intrinsic. However, for others, it may be a struggle to play all 8 roles!
Leaders have many roles, but the 8 roles indicated by Deal and Peterson are very unique, and applicable to most all situations.
1) Historian. I see myself in this role a lot. The person that comes into the situation and assesses the current culture and where that came from before they make any changes. This is very important, I think, when in a leadership position, as this is a good way to build report and learn about the organization from past experiences.
2) Anthropological Sleuths. I personally think that I could have come up with a better name, but nevertheless! These leaders are probing trying to discover what has led to the current culture. They try to make sense of the norms, values, and beliefs that are embedded in the culture. I also think that I would be a good sleuth....or investigator!
3) Visionaries. Just as it sounds, the role of the visionary is to create a future or a plan for the culture of the school. This person typically will look at what possibilities lie ahead or plan for what potential the organization actually has. The key to this role is working with others and creating buy in that lead to a shared vision.
4) Symbols. It is up to the leader to set an example, and therefore lead by example. By doing so, this creates a symbol that the culture can identify the school with/or by. In this role, it is important that the leader not only walk the walk, but also talk the talk.
5) Potters. This role is created with a clay potter in mind. Just as a clay potter molds and forms clay, the school leader potter molds and forms a school culture with their skill, knowledge, and with great patience. This is a unique role. This is also a very important, and could be considered a pressure filled role for the leader. With school events, behaviors, and visions the culture can be created.
6) Poets. A poet in a leadership role uses their skill with words and description to create and sustain the image of the school. With the leader in the spotlight, it is up to this person to make sure that the organization is shown in it's best light. It is also up to the leader to tell the story of the school and to reinforce the values and beliefs within the school.
7) Actors. In life, you never know what is going to happen. The same goes for a school environment. Leaders are in the front and center and are often called to "act" in order to maintain the professional image of the school. Learning not to over-react, and taking all things in stride will help to make this happen.
8) Healers. Or maybe we should call them coordinators or adapters. This role represents the need to have someone that is able to mend or patch holes in the culture as they arise. A healer should be aware of the impact that transitions have on organizations and acknowledge these impacts.
So to sum everything up - educational leaders need to be miracle workers :)
We are expected to have all of the answers; to always be watching; and to maintain harmony in our organizations. I think that for most leaders these roles are quite intrinsic. However, for others, it may be a struggle to play all 8 roles!
Tuesday, October 13, 2009
How do these leadership styles help/hurt the change process? When would you use each style in your work setting?
1) Coercive - I think that the coercive style can be interpreted in a negative manner, especially when seeking change. Most individuals do not take kindly to others forcibly telling them what to do. In times of change, it is usually beneficial to create buy in and allow individuals to find their own desire to follow. However, in a situation where there are specific job functions or regulations that must be met, this leadership style may be effective.
2) Authoritative - This leadership style could be very effective as part of the change process. By encouraging or asking others to follow or come with you as a leader can be a great way to create buy in. By talking with others and explaining your hopes others can catch on! If a work setting has a goal in mind and a leader has the path of success in mind, this tool could be effective in getting others on board.
3) Affiliative - This style can be great in terms of making people in the organization feel like they are appreciated or that they have a part in the organization. However, if there is a need for taking a leadership role or an authoritative role, this style may not make that possible. In the situation that others need emotional or personal support this is a great style to have.
4) Democratic - A democratic work environment can be great when related to change because all parties can provide their input into the situation. However, depending on how many people are in the work setting, this could easily get out of hand. Democratic styles would come in handy when looking to change aspects of the work environment that are pertinent to all parties.
5) Pacesetting - Setting high standards is good in a sense that it can challenge others and encourage them to do their best. However, for others, this could be intimidating and cause them to shut down instead of giving more. Pacesetting could be beneficial in a work environment where sales are the main goal. Individuals could learn from or witness the pacesetting of others.
6) Coaching - Coaching is generally a win/win situation. This allows others to showcase their talents and encourages cooperative learning in the work environment. If there is a lack of cooperation among individuals this could have a negative connotation. In an work setting where on going training is a priority, coaching is a great leadership skill to exhibit.
Tuesday, October 6, 2009
Reflection
I would consider myself a maintainer as a leader. I am very much a peace keeper and I do not like to make changes without first having a great idea of the situation that I am in. I think that it takes a long time to understand who you are as a leader and to have an appreciation for the way that other lead. I have experienced many different leadership styles and I think that all of those experiences have helped shape the leader that I am today.
In thinking about what inspires the best in staff I think that this completely depends on the staff. As a staff member, I appreciate positive feedback, having a boss that takes interest in my work and personal life, and mutual respect. I think that as a leader it is important to reward your staff and encourage them to pursue greatness. However, I am also very cognizant that I have very high expectations for both myself and others and I must be aware of this when working with others.
I think that understanding your own strengths can be difficult. It helps if others are willing to talk to you about your strengths and weaknesses. There are also many inventories and assessments that individuals can take to help them identify strengths. I do, however, think that having a great understanding of your own strengths and weaknesses is very important for your own success and the success of others. It can also be helpful when in a leadership role that you surround yourself with people who are strong in the same areas that you weak. This help created a more well-balanced team.
In thinking about what inspires the best in staff I think that this completely depends on the staff. As a staff member, I appreciate positive feedback, having a boss that takes interest in my work and personal life, and mutual respect. I think that as a leader it is important to reward your staff and encourage them to pursue greatness. However, I am also very cognizant that I have very high expectations for both myself and others and I must be aware of this when working with others.
I think that understanding your own strengths can be difficult. It helps if others are willing to talk to you about your strengths and weaknesses. There are also many inventories and assessments that individuals can take to help them identify strengths. I do, however, think that having a great understanding of your own strengths and weaknesses is very important for your own success and the success of others. It can also be helpful when in a leadership role that you surround yourself with people who are strong in the same areas that you weak. This help created a more well-balanced team.
Tuesday, September 15, 2009
Reflection
In reflecting about tonight's class discussion and taking a second look at the recent readings, I had a couple of thoughts come to mind.
1) We must not confuse leadership and status. Last week I sat in a meeting surrounded by people ranked much higher than me on campus - who were also much older and have more relevant experience, yet I was leading the meeting and emerged as the leader at the table. Ironic.
2) In thinking about level 5 leaders, I wonder how these leaders make it to the top. Is it something innate that they are born with or is it a culmination of their experiences. I think it is likely a combination of both. I honestly believe that I have the ability to make it to level 5 and I have a strong desire to do so. My desire mostly stems from the bad experiences that I have had as a "constituent" and not wanting others to have that same experience. However, I struggle with the fact that I have extremely high expectations on myself and thus also on others. I work on this daily.
I think that knowing my own leadership style and knowing my biases will help me in my leadership ability and also in my research. I also think that the more that I learn about leadership the more successful I will be in my professional career. Although I do not sit at the top of the hierarchical chart, I do have an ability to take myself out of the situation and look at things through a different lens. This objectivity often helps me initiate change within my current position.
I look forward to continuing my leadership development.....it will be an ongoing project :)
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