I was very fortunate to be able to discuss my reflections with my learning partner Ronelle. It was interesting sharing our reflections and discussing some of the things that we had discovered along the way during this leadership course.
Understanding of change management vs change leadership
Change leadership is about creating a new system, which requires a clear vision, motivation, and buy-in from people. This is in contrast to change management, which is focused on minimising risk and keeping the current system operating.
Essential skills for leaders of change
Core Leadership Skills
Communication:
We agreed that it is important that we clearly explain the vision for change. This involves listening to people’s concerns, making them feel heard, and showing them how the change will benefit everyone.
Vision-Setting:
We discussed the importance of a leader creating and sharing a clear, inspiring picture of the future. This vision helps people understand the purpose of the change and motivates them to move forward.
Motivation:
We both felt it was important to get our colleagues excited about the change. This means inspiring them, not just telling them what to do. A good leader builds enthusiasm and a shared sense of purpose.
Building Trust:
Ronelle and I both agreed that leaders of change must be trustworthy. People are more willing to follow someone they believe in, especially when facing something new or uncertain.
Problem-Solving:
Change always brings unexpected challenges. Leaders must be able to think on their feet, solve problems creatively, and help their team work through obstacles.
Key reflections/learnings about change leadership
Ronelle and I discussed how leading change has made us reflect on what has worked well in our school. Getting everyone on board, offering resources and PD to support the change and creating a culture where it is normal for teachers to discuss and refine their instructional practices in these specific areas. As a leader, I need to inspire and motivate my team to embrace change, rather than simply managing the operational aspects. I need to encourage open communication and empower my team to contribute to the change process.
2 Responses
I was very fortunate to be able to discuss my reflections with my learning partner Ronelle. It was interesting sharing our reflections and discussing some of the things that we had discovered along the way during this leadership course.
Understanding of change management vs change leadership
Change leadership is about creating a new system, which requires a clear vision, motivation, and buy-in from people. This is in contrast to change management, which is focused on minimising risk and keeping the current system operating.
Essential skills for leaders of change
Core Leadership Skills
Communication:
We agreed that it is important that we clearly explain the vision for change. This involves listening to people’s concerns, making them feel heard, and showing them how the change will benefit everyone.
Vision-Setting:
We discussed the importance of a leader creating and sharing a clear, inspiring picture of the future. This vision helps people understand the purpose of the change and motivates them to move forward.
Motivation:
We both felt it was important to get our colleagues excited about the change. This means inspiring them, not just telling them what to do. A good leader builds enthusiasm and a shared sense of purpose.
Building Trust:
Ronelle and I both agreed that leaders of change must be trustworthy. People are more willing to follow someone they believe in, especially when facing something new or uncertain.
Problem-Solving:
Change always brings unexpected challenges. Leaders must be able to think on their feet, solve problems creatively, and help their team work through obstacles.
Key reflections/learnings about change leadership
Ronelle and I discussed how leading change has made us reflect on what has worked well in our school. Getting everyone on board, offering resources and PD to support the change and creating a culture where it is normal for teachers to discuss and refine their instructional practices in these specific areas. As a leader, I need to inspire and motivate my team to embrace change, rather than simply managing the operational aspects. I need to encourage open communication and empower my team to contribute to the change process.