Due: End of Term 2/3 school holidays
NB: We have had a technical issue which has been brought to our attention, and this module was not displayed online as per the timeline – our apologies.
Mā mua ka kite a muri; Mā muri ka ora a mua.
Those who lead give sight to those who follow; Those who follow give life to those who lead.
Module Objectives:
- Understand the dynamics of challenging conversations.
- Develop and apply strategies for effective communication in challenging situations.
- Explore and apply various conflict resolution strategies.
- Foster a culture of open dialogue and constructive feedback.
- Identify and address personal biases and assumptions that may impact communication and conflict resolution.
“To lead effectively we’re responsible for respecting and leveraging the different views and staying curious about how they can often conflict.” (Dare to Lead, page 174).
As educational leaders, we often have a different horizon and perspective to our colleagues.
Even as teachers wearing different ‘hats’, for example, on different curriculum committees, we will be focused on different goals. It’s up to us, as leaders, to communicate our perspective, try to use our empathy skills to see from our colleagues’ perspectives, and rumble enough to get on the same page when we can. So how do we do this?
“Developing a disciplined practice of rumbling with vulnerability gives leaders the strength and emotional stamina to dare greatly.” (Dare to Lead, Page 167).
There is a need to empower school leaders with conflict management training before they assume their leadership positions.
Provocation/Task:
“The only thing I know for sure after all of this research is that if you’re going to dare greatly, you’re going to get your ass kicked at some point. If you choose courage, you will absolutely know failure, disappointment, setback, even heartbreak. That’s why we call it courage. That’s why it’s so rare.” (Brene Brown, Dare to Lead).
Choose a question(s) to discuss with your learning partner, via email/phone/online conversation. You might want to share a particular challenging conversation you have had recently or have coming up with your learning partner and seek advice from a different perspective. Share your thoughts after the conversion as a forum response in less than 150 words:
★ Reflect on Part 1 of Dare to Lead, what stands out?
★ What Daring Leadership tool is going to make the biggest difference to you as an educational leader?
★ How can you be prepared as a culturally responsive leader, to handle conflict and crisis as it arises? What biases or assumptions might you hold?
★ How have you/could you foster a culture of open dialogue and constructive feedback at your kura/your team?
Resources:
- Dare to Lead, Brene Brown, Part 1: Section 5 (page 165-181 with a focus on page 174).
- Whānau, hapū, iwi, Māori communities and schools working together (Page 6-11): https://www.ppta.org.nz/communities/tangata-whenua/document/551
- Leading from the Middle: Educational Leadership for Middle and Senior Leaders, page 18 https://www.educationalleaders.govt.nz/Leadership-development/Key-leadership-documents/Leading-from-the-middle
Additional/Optional Readings:
- TED TALK: Why good leaders make you feel safe: Simon Sinek, https://www.youtube.com/watch?v=lmyZMtPVodo
- Marshall Diggs – Courageous Conversations – https://youtu.be/3RT0Fgirlv0?si=1IO_HaE0o-yrb52K
- Emma Kingston – Leading with Courage – https://youtu.be/Eq1gU1FDFpg?si=IsHdSDYVxlyiDIEf
Assessment:
- Completion of all readings.
- Participation in the online forum discussion.
- Submission of reflection on the forum.
2 Responses
Reflecting on Module 6 – What Daring Leadership tool is going to make the biggest difference to you as an educational leader?
For me, the most impactful tool from Module 6 was Vulnerability. As an educational leader, embracing vulnerability challenges the traditional notion that leaders must always be certain, strong, and emotionally guarded. Vulnerability isn’t a weakness—it’s a powerful tool for connection, growth, and courage.
By being open about challenges, admitting when I don’t have all the answers, and showing up authentically, I can create a culture of trust and psychological safety among staff and students. It also encourages others to take risks, share ideas and learn from failure without fear of judgment. Leading with vulnerability ultimately paves the way for more honest conversations, stronger relationships and a more resilient school community.
My biggest focus would be sharing my story and my why for leading. I generally put the team first and don’t explain my life journey and leave my personal life at the door, whilst encouraging the team to share theirs. Changing this will be a key factor in practicing vulnerability and encouraging the bravery of sharing and owning their life journey from the team. Promoting the commitment to courage as a team!
One standout insight from Dare to Lead is that “clear is kind.” Last year, I led a team member through a competency process due to ongoing planning issues. While uncomfortable, staying calm and direct ensured she clearly understood expectations. It was clarity delivered with compassion, not criticism.
The “rumble with vulnerability” tool has made the biggest difference in my leadership. This year, our team explored and shared our core values, discussing how they show up in our work, and what it feels like when they’re not honoured. This process has strengthened our relational trust and created a safe space for open, honest feedback.
As a culturally responsive leader, I’m learning to pause and question my own assumptions, like believing silence equals agreement. I now ask, “Whose voice or perspective is missing?”
This ongoing work has helped foster a team culture where people feel safe to speak honestly, give feedback, and grow together.