We need to prepare people to lead schools that provide leadership training for everyone.
Thus, we need to make three changes in our 'learning networks'.
If we (as trainers of leaders) want to remain useful (in an era of accountability) then we must
prepare 'learning leaders' to lead 'learning networks'. Learning networks will improve access to
learning opportunities for learners of all ages and stages in life. Learning networks will ground
our ability to change an organization. And, every organization that wants to survive must have a 'learning network' embedded in the fabric of the organization.
We need to:
1. Develop content focused to prepare learners to lead and form meaningful partnerships:
- Write a set of action statements to be done by all graduates from our training
- Base our training content & sequence our training on the action statements (competencies)
- Align our training actions to prepare our graduates to act in the future
- Develop & sustain learning via project teams organized to solve problems.
2. Ask learners to complete actions based on assignments to:
- Learn how to delegate responsibility
- Hold classmates accountable
- Hone interpersonal skills
- Enhance team learning
- Inspire leaders with the ability to repeat the actions needed to transform an organization.
3. Use the problem solving process to improve the process of instruction -- as follows:
- Sustain learning and achieve curricular ends
- Simulate the work of a leader in the controlled setting of the classroom
- State authentic problems closely mirroring the realities of the job
- Develop the ability to analyze complex systems - as we act within the system
- Recognize the problem solving process is more useful than the case-study method.
4. Put 'learning leaders' in positions to:
- Make decisions
- Face the results
- Role-play interactions with various constituents
- Learn by doing.
5. Reflect the best of what we know about learning:
- Allow 'learning leaders' to practice leading by facing complex problem scenarios
- Simulate the situations of real organizations
- Include data related to our learners actions, staff profiles, budgets, etc.
6. Simulate the work of a leader via the assignments. For example:
- Write emails to staff planning for professional development
- Direct, coach, support, and delegate the work of teachers
- Plan a master calendar to get quality actions completed.
7. Organize into project teams and apply reality-based assignments -- as follows:
- Foster learning through coaching
- When the content requires it then dip directly in to teach the process as mini-lessons
- Divide-up the content to be simulated, taught directly, and best learned on the job.
Thus, When the training simulates the actual leadership actions on the jobthen 'learning leaders' will be more useful at leading improvements in instruction.
I think that we cannot rely on teachers in universities teaching leadership classes to change from within. I think that the customers (students) must demand the opportunity to apply processes.
If current faculty members do not have the breadth of practical knowledge and academic ambition then people exist in industry and the 'private training industry' to provide the leadership trainers.
Necessary skills for effective leadership include the ability to manage personal time, actions, and money. If a person cannot do that for themselves then they will be hard pressed to train someone else to do it.
The customer must demand the changes.
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6 comments:
I made comments specific to each section.
1. Ok, generally I can support this but it is not as simple as it may sound. Develop curriculum that is content specific is far reaching. Especially for every style and type of situation that may occur. Developing curriculum that is similar to what we are already engaged in is probably going to be the norm. The key will be the professor and what experience he/she brings to the table. Have they been institutionalized their whole career or do they come from business and industry where leadership is more demanding and dynamic. In short show me your resume before you teach me about leadership.
2. Great, show me which University is willing to support this type of interaction. These are lessons learned on the job and refined by trial and error or learning from you mistakes. To be truly successful in this realm I believe that it will take multiple classes served as an internship over several semesters with business and industry or by attending seminars that focus on each subcategory independently. These are definitely areas that new leaders fall short in and could use some bolstering.
3. I think that most people put into leadership positions do well with most of these subcategories. I believe that new leaders may need to be given a little time to develop and refine their process and application of problem solving. However, the learning curve is very steep when problems arise. We just have to be careful in not making decision where we shoot from the hip.
4. Again, training can prepare you for most situations and provide a good foundation, but learning by doing is going to be the second most valuable tool that you can bring to the table. Experience speaks volumes.
5. I agree that reflection lends itself to experience gained. Positive and negative feedback from mentors and peers can help you learn what worked and what didn’t work. When presented this situation again you will be better equipped to handle it.
6. I think this can be done through internships. For those who wish to become administrator this should be a requirement. There are some political concerns from the teacher standpoint but behind closed doors these situations can be game played and still have a positive impact.
7. Mentoring, defining, and dividing individual projects will help simplify the assignments and allow a more detailed look at the processes. It should foster a better understanding.
This is a big pill to swallow and I agree that industry should provide the “trainers”. The majority of educational institutions are not well equipped to turn out a quality product. However, these trainers will not work for what the Universities are willing to pay. So as a student I need to recognize this short fall and take some personal responsibility and be actively engaged in the entire process. I can’t blame it all on the educational institution.
In the article by Sandra Stein, "Transforming Leadership Programs" the idea of "problem based learning" (PBL) is covered and supported. As educators most can agree that people learn best by doing. The problem is that Universities don't foster this knowledge or promote its use. My feeling of going through the Bachelor degree program at the University was similar. I'm not convinced the current structure of educating our educators is at its best in addition to leading our future leaders.
During the bachelors program, every class seemed to follow three themes. 1. Complain about school funding and politicians without learning the in depth structure of funding. 2. Learning about diversity of students and how to be scared of lawsuits. 3. Being lectured on the topic of how lectures are not the best way for students to learn.
I have learned most during my career as a learner from those who work in the field. In these classes, or real life situation those I have learned from share their experiences rather than dictate.
I would argue that this change can come from the customers though, as it is difficult to see how they can do that when the customer is forced into continued education by a system that demands them to pick up credit hours. This whole issue reminds me of a quote from a Cleveland politician “We know the problems that exist, and we’ve known them for years. We know the solutions, and we’ve known them for years. The problem is we haven’t done anything about it!”
Networks are esential is developing and learning. Working an learning from others is a process that takes time to learn. Sitting and learning theory provides background knowledge but implementation must take place.
In my Literacy Coching position I find it very difficult for teachers to collaborate and work as a team. Teachers and principals have a difficult time communicating and need the opportunities to communicate.
Placing future leaders in buildings with their action plan would help leaders to understand that an action plan can be the foundation with a lot of ajustments.
Change needs to take place with the changing of society.
This sounds great "but"...this plan of action requires time and continuity which may not exist among learners/staff. This reading also relates to the Hess (2005) journal Looking Beyond the Schoolhouse Door. Yes, we can argue that better teacher/leader preperation programs are needed. It may not be a matter of what should be taught but more so what is actually being taught to prepare educators. It is time that we also look closely at the individual and face facts, everyone is not capable of being a leader. Districts must develop better selection processes and work collaboratively with area colleges and universities to improve leadership preparation programs.
"Breaking the Cartel" talks about Principles that a university could use in forming the foundation of a leadership program.
Principle 1: Everything should be anchored in the instructionsl core of schooling. Bottom line this is the foundation. Teaching core curriculum is fine, but those teaching the material need to be in touch with reality.
Principle 2:Systematic problems require systemic solutions. Having each school district provide training has its pros and cons.
Principle 3: Professions have practices. In Ohio having your NBCT certificate really doesn't mean much compared to other states.
Principle 4: Powerful practices require strategies;a list is not a strategy. Developing a network instead of lists would make more sense.
New leadership programs would prepare new leaders for a changing world (global economy). In Hess'articel Looking Beyond the SchoolHouse Door" he gives some examples of how incorporating some of the small business structure to educational leadership programs would create more innovative thinkers and problem solving. I agree, to maximixe a person's leadership capabilities, that person needs to look at some of the best minds in leadership.
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