Principal Leadership Style Survey Paper

In this chapter, Fullan begins by maintaining that principals who are effective lead learners are necessarily also good managers, because they understand that having clear routines is essential for school improvement.” (57) He quotes from Viviane Robinson’s Student-Centered Leadership to both underscore the previous point and emphasize that successful principals take an active learning stance: “The principal who makes the biggest impact on learning is the one who attends to other matters as well, but, most important, ‘participates as a learner’ with teachers in helping move the school forward.” (58) Fullan also borrows from Helen Timperley’s work in responding to the question, Who is in a principal’s class? The principal’s class consists of “team leaders who in turn can leverage the learning of other teachers in their group”

As a teacher-leader, I have been assigned a number of wide-ranging and important informal roles in my career thus far that have enabled me to support and contribute towards the success of not only my students, but also my department and my school as a whole. By assuming these diverse leadership roles, I have been able to develop professionally, improve student attainment, positively influence the teaching and learning practice of my peers and contribute towards the culture and ethos of the schools I have worked in.

A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment

The key to being an effective leader is to have a broad repertoire of styles and to use them appropriately.

These are all types of situations where I MUST take an autocratic style of leadership or it could result in being very damaging for all parties concerned including the business.

Goal Two: Find staff who are providing exceptional care to patients and publicly recognizing one person per week by placing a note on the staff bulletin board stating who was “Caught Being AWESOME!”.

Leadership is a privilege that carries with it many responsibilities to inspire others, and to direct individuals to attain the vision and goals of an organization. As an effective leader it is my job to be flexible, be an excellent communicator, be a person who leads by example, and is an individual who is committed, resourceful, and reflective. Achieving the characteristics above, I have developed a definite purpose in mind; one that is shared and modeled in and outside of my school environment. With such growth mindset, I teach, present workshops and empowers others to make decisions that will develop future leaders. To lead by example, I became a mentor for first-year teachers. Furthermore, I orchestrate educational committees, encouraging

A leader is the foundation of the organization, the individual who represents the values, purposes, and direction of the organization. A leader is one who creates connections between members of an organization for the purpose of promoting increased performance and quality results (Sullivan & Decker, 2009). Leaders motivate, console, and work with people, to keep them bonded and eager to move forward (Stanley, 2006, pp. 33). The leader is an individual who has his or her own personal goals and want to show everyone what he or she has to offer others. These traits are needed to inspire the employee and make him or

As complex leaders, healthcare administrators need to develop competencies in initiating three fundamental activities that enable managing turbulence in a nonequilibrium environment:

Using the 21 leadership responsibilities, which are based in research as being correlated with student achievement as the basis for a strong and balanced leadership framework. What has become clear to me is that just as we ask teachers to be intentional and show the purpose of their lessons, we too as leaders need to be very clear about creating a purposeful learning community. In their interviews with principals, it was said that none were outstanding leaders when they started. It was the only attained by working hard overtime. Patters started to emerge across these highly successful leaders and through qualitative analysis six common traits were identified: deep conviction & moral purpose, a selfless, iron will to improve performance, a deep reservoir of optimism, emotional intelligence & relationship building, a commitment to self-improvement and less mystery, more

Prior to the course, my leadership style could be defined as a combination of elements of both the servant and situational and styles. From the outset of my career in education, the idea that leadership is about trying to make sure that other people’s highest priority needs are being served (Spears, 1996) has been important. I have also been cognizant of the effect that this process has on the least privileged in our society, to ensure they will benefit or at least not be further deprived (Greenleaf, 1970). One of my guiding questions has always been, “Am I doing harm?” At the heart of my philosophy has been the desire to identify and meet the needs of students, players, colleagues, and learning communities where they are at (not where I think they or anyone else should

When taking the two leadership surveys, it was interesting to see my personal leadership profile. My leadership style according to the survey is the instructional type, which in another world is direct leadership. My culture, upbringing, and work environment have transformed me to be direct leaders that are looking for stability. My staff members sadly do not have the opportunity to have a job that is autonomy; working in a manufacturing occupation, one has an organize agenda that cannot be deviated from the task ahead. When team members are needing help or trying to build the familiarity to run their equipment my personal leadership profile can be helpful, since being direct is a starting point to build knowledge. The more one individual shows knowledge, familiar, and passionate for their own results, the further laissez-faire I will become when proving they

Before this class, I had a very primitive and vague definition of leadership. Not only did I define it as per my views and ideologies, but I also said that each individual has their own definition of leadership. My initial belief was that leadership does not have a clear cut definition, but there were well defined leadership traits which made an individual. I also initially believed that personal traits did not translate into leadership traits with no strong correlation. After going through the various modules this class offered, it is safe to say that I have significantly redefined leadership and underwent a strong personal assessment. This paper talks what I took back from each of the class activities, assignments and how my self-assessment compares to the perception of others.

This paper is a critique of preceptor leadership methods. I will describe my current preceptor’s leadership style, giving an example of an observed valuable leadership strategy and why I found it to be successful. Shadowed by an example of an observed unsuccessful leadership strategy, how I responded, and a recommended strategy for the situation described. Ending with the type of leader I aspire to be in the future and my final thought regarding leadership.

There is a positive correlation between leadership styles and the job-satisfaction in education providers. The determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization.Leader is leading the human resource function, collaborating with other functions and providing leadership to them, setting and enhancing the standards for strategic thinking (Armstrong (2006). Leadership effectiveness many different types of outcomes havebeen used, including the performance and growth of the leader’s group or organization, its preparedness to deal with challenges or crises, follower satisfaction with the leader, follower commitment to the group objectives, the psychological well-being and development of followers, the leaders’ possession of high status in the group, and theleader’s advancement to higher positions of authority in the organization (Oad, 1999).