“Ko ngā pae tawhiti whāia kia tata, ko ngā pae tata, whakamaua kia tina.”
The potential for tomorrow depends on what we do today.
Module Objectives:
- Enhance self-awareness: Develop a deeper understanding of personal values, beliefs, and leadership styles.
- Develop emotional intelligence: Identify and manage personal emotions, and understand and respond effectively to the emotions of others.
- Identify personal strengths and areas for development: Conduct a comprehensive self-assessment and identify key strengths, weaknesses, and areas for professional growth.
- Build self-reflection habits: Develop and implement strategies for ongoing self-reflection and professional development.
Section 1: Exploring Self-Awareness
Resource 1: “Taking off the armour and showing up authentically“
According to a study in the Leadership and Organization Development Journal, employees’ perception of authentic leadership serves as the strongest predictor of job satisfaction and positively impacts work-related attitudes and happiness. Watch this video on authentic leadership from Brene Brown – https://www.youtube.com/watch?v=9669oUfqbDU Consider what this means for your leadership – how do you show up at school authentically?
Section 2: Developing Emotional Intelligence
Resource 2: “Emotional Intelligence for School Leaders”
Explore this podcast on why emotional intelligence is imperative for school leaders – https://www.gse.harvard.edu/ideas/edcast/24/03/why-emotional-intelligence-matters-educators
Section 3: Identifying Strengths and Areas for Development
Self-review can take many forms and be carried out in a number of ways, but the underlying principles of effective self-review require it to be:
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- Purposeful – leading to action for improvement
- Meaningful – not reviewing for reviewing’s sake
- Manageable – realistic in terms of time and human and financial resources
- Systematic – programmed so it doesn’t get overlooked
- Reliable – based on relevant and valid evidence
- Collaborative – involving key stakeholders
Task:
Step 1: Reflect on your personal leadership style and identify areas for self-improvement.
Step 2: Discuss with your kaiarahi the most effective strategies for gathering feedback from others on your leadership strengths and weaknesses.
Consider options such as:
- 360-degree feedback surveys: Involving staff, students, parents, and other stakeholders.
- Informal feedback: Seeking feedback from trusted colleagues, mentors, or external coaches.
- Observations: Observing your own leadership in action and seeking feedback from trusted colleagues.
- Reflection journals: Regularly reflecting on your leadership experiences and identifying areas for growth.
Step 3: Develop a plan with your kaiarahi for gathering feedback from multiple sources and document your plan in the online forum. This can be discussed at your first coaching session.
Step 4: Post on the forum a brief summary of how you will collect feedback, from who and why.
Step 5: Implement this plan and, at your second coaching session, reflect on this.
Assessment:
- Completion of all readings.
- Participation in the online forum discussion.
- Development and implementation of a plan for gathering feedback on leadership strengths and weaknesses.
- Reflection on personal leadership style and development of a personal development plan.
2 Responses
kia ora katharine
You have some great goals listed. In the past I organised weekly catch ups with my HOD I was in leading and found this very beneficial, to get insight into their personal lives which as you know overflow in their work lives but keen to hear how your sessions go. In general, I am concerned with many schools’ culture and moral of the staff and how else we can better support our people and creating a great culture for all.
Ngaa mihi
Lou
I conducted a survey to my team based on my values and leadership style in which they all responded.
Module 1:
As my leadership is values driven, my survey is based on the top values that I perceive I hold in my leadership. The team were asked to identify the top 3 that they perceive I have as a leader. These were identified as: Passion and commitment, Respect, honest/authenticity and open mindedness. It was also identified that I have high levels of emotional intelligence being calm and regulated.
Indicators that need development were that I have a direct form of communication which for some people this is confronting. As I move into my new DP role from Term 2 I will need to be systematic and develop systems that work for me in relation to management of staffing alongside this will be using high levels of emotional intelligence when dealing with pastoral care of staff and to do this with authenticity.
Goal: Improve clarity and effectiveness of communication with staff, ensuring timely and transparent information sharing.
Qualitative Measure: Get to know staff and how they like to receive information, know who likes direct or indirect coms and the pace of this delivery. Speak 1 on 1 with staff with increasing regularity
Goal: Implement efficient and sustainable staffing management processes that ensure relievers are booked in a timely fashion that balances use of my administrative time.
Measurable Outcome: Establish a structured, systematic schedule and review it every term, reducing last-minute changes over the year.
Goal: Foster a supportive and growth-oriented school culture where staff feel valued and supported.
Measurable Outcome: Conduct one-on-one pastoral check-ins with each staff member at least once per semester. (as applicable)
I will develop reflective practice and record noticings, seek feedback from a trusted colleague at the end T2/3 to reflect on my leadership as a DP.