Positive School Culture - Week 6

• What impact does the creation of a positive school culture have on school reform?
• How has what you have learned so far in the course shaped your concept of an effective leader?

"School culture is the set of norms, values, and beliefs, rituals and ceremonies, symbols and stories that make up the "personal" of the school" (Peterson 2002) I believe that you must have a positive school culture established before you can implement any kind of school reform. For school reform to succeed you must have the trust and respect of your staff, the staff in the right seats on the right bus and a solid plan. A negative school culture would derail any attempts at school reform. "Schools with toxic cultures lack a clear sense of purpose, have norms that reinforce inertia, blame students for lack of progress, discourage collaboration, and often have actively hostile relations among staff. These schools are not healthy for staff or students." (Peterson 2002)

All schools are made up of different kinds of people: high, middle and low performers. The hight performers are the ones that are always willing to step up. They go above and beyond for their school, district, students and principal. The middle performers want to be high performers but if they are acknowledged and helped to move in the right direction they won't be pulled down by the low performers. The low performers are your rocks. They don't want to change anything ever. They complain and try to stir up trouble and negativity whenever possible. (Studer 2009) “First thing is to get the right people on the bus, the wrong people off the bus, and the right people in the right seats, then figure out how to drive the bus.” (Collins in Good to Great) If possible before beginning any kind of reform, remove or isolate your low performers so that their negativity can't poison your attempts at reform. High performers will also be your most vocal people either for or against the change. Listen to what they say they will raise points that the middle performers want to raise but are afraid to. Moving forward with any kind of reform requires trust and respect on both sides.

I always had an idea of what I thought an effective leaders characteristics should be. This course has exposed me to many of the tasks an effective leader needs to be able to accomplish. It has widened my views on what an effective leader is responsible for. The readings although very numerous have helped me to better understand the expansive job of being a leader. I have thoroughly enjoyed reading other's opinions and views as they either validate what I was thinking or give me another way to see things. I am still a very concrete person but I am starting to understand more of the philosophical sides of being a leader.

~Anne

Week 3: Individual Reflection Log

• How has what you've learned so far in this course shaped your concept of an effective leader?
• Based on what you've learned so far, what are the top 3-5 characteristics you believe a successful principal must possess?

This course has helped me to further define my definition of a leader. I have always had my thoughts of what a leader should look like but now I can give it a title, “Authentic Leadership”.

For the last few years I have worked with a friend who has always pushed me to be more than I thought I could be. Val has always had faith and trust in me even when I had no idea what I was doing. She is as authentic as they come. As a result of her constantly pushing me, I have developed confidence and self esteem. She has empowered me the way she does every teacher she comes in contact with. As a result, I would support and trust this leader even if I didn’t whole heartedly agree with her. Her integrity has instilled a faith in me, I trust her implicitly and never worry about taking risks when she is involved. I know that she always has my back. Val is the type of leader who takes on the unheroic side of leadership with as much gusto as she does the rest of her job, she never gets in her own way and always actively listens to all opinions. She passionately believes in what’s best for the students and always works to come to a consensus. Val is the embodiment of an effective leader. I would like to say that Val is my boss, but the truth is that she is our curricular lead and my office mate. The fact that she can inspire that kind of loyalty while not in a leadership titled job leads me to believe that she would be an excellent administrator.
My top characteristics for a principal as defined by my readings and research are:

1) Trust
2) Integrity/Values/Morals
3) Visionary/Inspirational
4) Savvy
5) Passion/Compassion

The number one component for a successful principal is trust. Trust is the bedrock on which most of these characteristics are built on. "Innovation can not live without trust, but it needs more than that - it needs confidence" (Fullan, 136) No truer words have been spoken. Confidence is inspired through integrity, morals, values and savvy. Passion and vision invoke trust. All of these characteristics go hand in hand and I believe that is what makes up a successful principal.

Transactional to Tranformational Leadership

• How do you define transformational leadership based on your reading?
  
• How can transformational leadership impact the way an administrator leads a school?
  
• How can transformational leadership impact the school administrator as he/she leads integrating technology with instruction?

Transformational Leadership seems to be in direct opposition to Transactional Leadership.
While Transactional Leadership is based on a telling people what to do philosophy; Transformational Leadership is focused on a leading and selling people on the idea philosophy. A transformational Leader will be impassioned and sure of their mission and will work to get you on board rather than the transactional leader will demand and command you to get on board. The Transactional leader will get minimal short term support for their mission but the Transformational leader will begin to effect systemic change through their leadership style.

True transformational leadership is very difficult to come by and I have to wonder why when we all know it is best practice especially in a school environment. Is it because it takes so much out of you emotionally and physically? Is it because it is hard work? Is it because of all the demands put on administrators to perform to certain standards?

I believe that many leaders strive to be a transformational leader but that many fall short and end up falling back to the transactional model, the manager, the "boss", and the organizer. It's a much easier model to follow and even though the research shows that it is not the best practice for leadership still this type of leadership seems to be more prevalent in schools.

In regards to the integration of technology, I believe that a transformational leader who is willing to take risks and empower their staff would be much more likely to be open to trying new things. They would be willing to step up and try even though there was a risk of failure because without an attempt there can be no success.

I am lucky to be currently working with a leader that I believe leans heavily towards the transformational leadership style. Her job is to empower us to successfully move towards the district vision. She is guiding us along the way but also allows us to learn from our mistake. Her critiques are constructive in nature and she is always willing to lend a helping hand. She does not shove her agenda down our throats but rather opens dialogue to discuss issues and then gradually changes our practices which in turn change our philosophies. I have learned so much from already about how to be a leader and I didn't even realize it until now.

Reflections Week 2

I was not surprised by my communication style. I am a sensor and a feeler. These are characteristics that are completely ingrained in my personality as well. I am always concerned with how others will take something I write or say. I am always trying to be sure that everyone is ok. Sometimes I go too far in my quest to make things ok. I also tend to take things very personally even though I know I should have a thicker skin than that.

I do not consider myself a very deep philosophical person which is one reason I never thought I would make a great leader. I am hoping to develop some confidence and leadership skills that will play to my strengths and help me shore up my weaknesses.

ELC Scavenger Hunt

I am very comfortable with the ELC as a platform for my online learning. There are a few things I will need to learn to manage. For one the reading of the discussion boards, I will need to figure out the best way to accomplish this without re-reading so many posts.

I also wish I could interactively actually check off the check box list, maybe you can and I haven't figured it out yet.

I am very nervous about what's coming next. It has been a very long time since I have taken any "real" courses. I love to learn but I wonder if I am getting in over my head. I am not really a philosophical person, I am a do-er and a dreamer, but I don't usually think it through. I am very impulsive and I don't have the most confidence in my ability to defend my feelings on a subject. I shy away from conflict and am not a very good debater. I hope to build some of that confidence that I need to become a successful and effective leader.

~Anne