Transformation leadership?
Week 32 - Reflection about Changes to Leadership.
During the mindlab course I was interested in the idea of transformation leadership, and I explored this is the Leadership 1& 2 essays. In my week 32 post reflecting on my learning and the mindlab journey, I briefly mention Leadership; as I am the leader of a learning team, I am interested in how my leadership has changed as a result of the mindlab learning. Though as yet, I haven't had any feedback from my team about noticeable shifts, and I need to establish a way to do this before I am able to explore this further.
Ironically -In the first week of July -the rubik (above) was given to me, to be used as a evaluation tool. I was asked to complete this for a member of the Senior leadership Team.
I immediately became concerned about completing this as I felt that the lower end of the scale is 'harsh'.
I messaged the member of staff who had asked me to complete the form. I felt that giving me this type of evaluation tool was a 'kind of oxymoron' -especially as I am comfortable to give direct verbal feedback to my colleagues, and therefore assist them in their managerial duties. I prefer to be able to state what people are good at and give support to assist them to improve further; I am ready to be 'on an even footing' with senior staff, as my understanding of transformational leadership is that it is based on trust and honesty.
Later I discovered that the rubik is form a document called 'The Importance of trust and how to get it, Compelling Leadership' Dr Paul Browning. So now I am even more concerned; Why have staff complete a feedback form about transformation leadership 'anonymously'? Maybe I have missed something in the context of the document.
However, I felt that completing this form, was a slaughtering for my colleague and I fail to see how this will assist them to gain the necessary attributes to Lead in a transformational way.
'Transformational leaders are leaders who engage with followers, focus on higher order intrinsic needs, and raise consciousness about the significance of specific outcomes and new ways in which those outcomes might be achieved' Wikapedia
Educators need to do some something!... teams are not built by tearing each other down, assessing and analyzing!
I hope That through the mindlab course, where collaborative practice was encouraged and there was many opportunities to work in teams, that I have learned to be a leader who works with the skills and attributes of the team members. I hope I am able to recognize the strengths of team members, and have them assist with or take charge of different tasks.
I also hope that, I have at last been able to be critical in my reflection, I have struggled to write critically, until now and about this topic; as it really bothered me!
References
Bass, B.M. & Riggio, R.E. (2006). Transformational Leadership (Second Edition), Routledge
Browning Paul -The Importance of trust and how to get it.
Retrived from http://compellingleadership.com.au/book/
Wikapeadia
During the mindlab course I was interested in the idea of transformation leadership, and I explored this is the Leadership 1& 2 essays. In my week 32 post reflecting on my learning and the mindlab journey, I briefly mention Leadership; as I am the leader of a learning team, I am interested in how my leadership has changed as a result of the mindlab learning. Though as yet, I haven't had any feedback from my team about noticeable shifts, and I need to establish a way to do this before I am able to explore this further.
Ironically -In the first week of July -the rubik (above) was given to me, to be used as a evaluation tool. I was asked to complete this for a member of the Senior leadership Team.
I immediately became concerned about completing this as I felt that the lower end of the scale is 'harsh'.
I messaged the member of staff who had asked me to complete the form. I felt that giving me this type of evaluation tool was a 'kind of oxymoron' -especially as I am comfortable to give direct verbal feedback to my colleagues, and therefore assist them in their managerial duties. I prefer to be able to state what people are good at and give support to assist them to improve further; I am ready to be 'on an even footing' with senior staff, as my understanding of transformational leadership is that it is based on trust and honesty.
Later I discovered that the rubik is form a document called 'The Importance of trust and how to get it, Compelling Leadership' Dr Paul Browning. So now I am even more concerned; Why have staff complete a feedback form about transformation leadership 'anonymously'? Maybe I have missed something in the context of the document.
However, I felt that completing this form, was a slaughtering for my colleague and I fail to see how this will assist them to gain the necessary attributes to Lead in a transformational way.
'Transformational leaders are leaders who engage with followers, focus on higher order intrinsic needs, and raise consciousness about the significance of specific outcomes and new ways in which those outcomes might be achieved' Wikapedia
Educators need to do some something!... teams are not built by tearing each other down, assessing and analyzing!
I hope That through the mindlab course, where collaborative practice was encouraged and there was many opportunities to work in teams, that I have learned to be a leader who works with the skills and attributes of the team members. I hope I am able to recognize the strengths of team members, and have them assist with or take charge of different tasks.
I also hope that, I have at last been able to be critical in my reflection, I have struggled to write critically, until now and about this topic; as it really bothered me!
References
Bass, B.M. & Riggio, R.E. (2006). Transformational Leadership (Second Edition), Routledge
Browning Paul -The Importance of trust and how to get it.
Retrived from http://compellingleadership.com.au/book/
Wikapeadia
Kia ora Karren, it is really important that we all seek feedback in a number of ways. Whilst you may be happy to give honest feedback to a colleague, not all staff are comfortable with that. We challenged ourselves in our team to fill in the form on ourselves and one another. It bought about a discussion around trust and how we perceive ourselves. We were very harsh on ourselves. Will it change our behaviour? Not immediately, but we are all aspiring to be the best we can be and we all know how important it is to develop trust in on another. I am happy you can be honest with colleagues and that I agree face-to-face, kanohi to kanohi is best to give feedback, but as I said before, we need a chance for comment in a number of ways. Doreen
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