The leader is responsible for the character and quality of
interactions between himself and others in the organization. Consider leaders you have worked with and the
scripts provided at the informed, intentional and inspired levels. Share some examples (no names) of your
experiences with various leaders.
Consider where your relationship skills fall; informed, intentional or
inspired and discuss.
Reply to at least one other person.
Reply to at least one other person.
As I posted in Chapter 3, trust, building relationships, and shared ownership are essential to the success of organizations. The best organizations or teams will trust each other, work hard for the benefit of each other, and, at the best of levels, love and forgive each other. The overall objective will be shared at every level of the organization, the organization will have a goal to achieve something great, and individuals at every level will feel that they are essential to the achievement of this greatness.
ReplyDeleteIn terms of leadership, I look at good coaches and teams that I've seen. They say that teams often take on the character of their coaches. For example, Bill Snyder's K-State football teams often achieve at a higher level than the talent on their rosters would suggest and, typically, don't kill themselves with mistakes Bill Snyder helps his players be the best football players they can be, but more importantly, helps them be the best men they can be. Much of this is due to his attention to detail, hard work, and emphasis on family. You can tell that he loves his players and that his players love him. I read once that Bill Snyder sends personal notes of encouragement to players on other teams who had performed well or who had gotten hurt in a game, an example of love that extends to players beyond his own and demonstrates a respectful understanding of the effort it takes to achieve at the highest levels.
I've seen examples of good and not so great leadership in some of the schools I've served. In the best, there were respectful relationships. Teachers and students felt that they were respected and that they had ownership within their buildings and classrooms while working hard to educate children. Though there was love, there were also high expectations.
I would like to think that I tend to be at the Inspired level in my relationships with others. I actively work to give positives to the people with whom I work. When I say something positive, I want it to be truthful. I even find myself saying positives to cashiers at stores I frequent because I know that they likely don't receive many positives during the day. I enjoy being positive with others. I hope that it helps lighten their load, and I know that being positive helps me feel better about myself as well.
I couldn't agree more teams take on the character of their coaches. I try to be a supportive and energetic leader in hope my team will do the same. I have been a member of teams where the leader is not trustworthy and it has been detrimental.
DeleteI think your use of Bill Synder and the K-State football team is a great way to look at working together as a team and becoming a family. I think you do a great job of staying positive. I have never heard you make a negative statement.
DeleteAlan-
DeleteI think the general consensus is that you do a great job of staying positive, haha! :-) I swear to goodness, EVERY TIME your name gets brought up, or someone asks me about you, this is how the conversation goes...
Someone Else: How's Alan doing??? Do you see him much???
Me: Mainly at our school psych meetings. He seems to be doing ok.
Someone Else: That's good. He is just the NICEST person!
Thanks, Brittney. We all try to make a difference in the world. I know that you're making a difference for the people in the schools you serve. I imagine that, if I were to talk to them, they would be saying similar things about you.
DeleteI have been an itinerant over thirty years in at least ten communities and over that time, I have seen many, many different principals and superintendents - not to mention different cooperative directors. I sometimes think of school administrators in two categories; leaders and managers. Some principals (managers) over the years run a tight ship with the general school functioning well enough. There are good schedules, people typically get along but their is no growth or change. I suppose these guys fit in the informed box. I have also seen some rare leaders who seem not to be content with status quo. They instead, have meetings, brainstorm, get advanced training and try new things. The informed leader fits with the manager type and I suppose the other two fit more with intentional and inspired.
ReplyDeleteI wonder sometimes if a lot of people aren't just more comfortable with an informed leader - someone who covers the basics but doesn't push anyone too much or challenge people's beliefs. I suppose I have also seen some leaders who try to push too many things on a staff. Maybe that is inspirational but there obviously has to be a balance.
My hope for the psych group is that we have discussions about assessment and practices and that we come up with something inspirational. Something that is better than what other people are doing. I want us to find tools that can be somewhat uniform across the cooperative but allow some individually for those special cases. I want us to find a better eligibility guideline so we are more clear and uniform in our placement decisions and I want us to be able to provide specific direction for our teachers as they work with students. Yikes! This sounds like June day conversation!
I think with the constant changes with education, the leaders that are more like a manager are more difficult to work with. They are the ones that are least resistant to change.
DeleteI love the comments in your last paragraph and really hope we can make that happen.
DeleteYes! Let's be inspirational, creative & extra-ordinary psychs in how we practice!!! Can you tell school is out & I've gained a little momentum & inspiration again!??! :)
DeleteWhen the changeover in administrators throughout the cooperative I often feel that we deal more with managers than true leaders. Granted we do have some very good leaders but often for new one coming in it may take one to several years of just managing before you feel truly competent to be a visionary leader.
DeleteShelly, I have seen you do well in our meetings with many different types of individuals and have appreciated your ability in difficult situations. I see you as being good with building relationships.
DeleteWhen building trusting relationships and trying to foster change, it often depends on the level of ownership that the leader has within his domain. For example, principals that have been in a building for a long time and have exerted effort within the building over that time sometimes tend to see it as "their building" and may be more resistant to any change that is suggested. Change may only occur if you can convince the person that it was their idea from the beginning. Others who are younger or newer may want to make changes to put their mark on the building. It is often hard for newer leaders to build trust and relationships because they are constantly being compared to how things were done in the past. In building relationships, the newer person has to reestablish trust after an initial "grace period."
When we enter a new district as a school psychologist, we are likely constantly compared to our predecessor and "how things were done." If the person happened to be less effective, this may be a positive, but if the person was highly effective and well-liked, we might experience backlash. Building trusting relationships as soon as possible is key. Spending time to build these relationships will be an important first step.
Let's go for it!!! I agree with the idea of coming up with something inspirational.
DeleteIn my experience as a school psychologist, I feel that I have interacted with all three leadership styles when it comes to relationships. My least favorite leader to work with would be someone at the informed level. In my experience, these are leaders that want to do things on their own with no collaboration or input from others. I find these leaders very frustrating to work with because it is difficult to work as a team when they want it their way.
ReplyDeleteI enjoy working with leaders at the inspired and intentional level the most. When everyone is working together to achieve one goal, more effective collaboration is seen. I feel leaders at this level really take into consideration what is best for the student. They try to pull as many professionals and resources together to achieve one goal.
I find myself at the inspired and intentional level. When collaborating about students, I try to collaborate as a team and get everyone's professional opinion and experiences.
I agree with Catherine. I have interacted with all three different types of leaders. My least favorite would be the informed leader. These leaders are often quick decisions makers and at times I feel they rule with emotion and not with logic. They do not want to hear new ideas and I have found often times may have one person they confide in who also makes emotional decisions that are often times the best for them and no one else.
ReplyDeleteI feel that I am a mixture of a intentional and inspired leader. A part of my style is Inspired considering I try to keep situations when appropriate lighthearted with some laughter. It is easy to over stress about a situation. When this happens I think that people turn into Informed leaders whether that is their intention or not. Another, party of my style is Intentional considering people are open and share information, but when a team starts to get extremely personal it can get uncomfortable.
Just as Shelly stated, I have worked with numerous principals, superintendents, and HPEC administrators during the course of my tenure with HPEC. I have been fortunate to work with some of the very best, but have also encountered some of the worst. Many have stated an informed leader is the worse to work with, but at least there is leadership. I have worked with principals who give the staff too much input and control without there being any boundaries. When this happens, staff members and students are quick to express their opinions and displeasure without regard to the feelings of others. An effective leader has to allow input from others but maintain boundaries and control. I try to model my leadership after some of the administrators I have admired and enjoyed working for the most.
ReplyDeleteI like to think that I am an inspired leader, as I understand relationships have a direct impact on an organization and its success. I'm not sure I'm totally at the inspired level, as I don't always view interactions as a way to lift the human spirit and encourage others. I often get too caught up in what has to be done and wanting it done yesterday to think about the human spirit.
As I was reading this chapter, I had thoughts of principals, administrators and teachers I've worked with that fit each script. From the independent micro-manager "I'd rather do it myself", to the collegial principal who values opinions and we can agree to disagree. There are fewer I see at the inspired/interdependent level. But I realize these are the people I most enjoy, probably for more than one reason. These are the people I see as being "genuine", who can relate to all people and truly care about the organization and well-being of each one individually, as well as the whole. They have the "love"! And without the spirit mover of "love", I feel that some people may be in positions of leadership, merely for power or control. Which, I've worked with those individuals as well.
ReplyDeleteAs for me personally, there are teams I work with that I feel I'm at the inspired level. I listen more than I talk and the product is definitely a team effort, not isolated co-workers working along side each other. I've had teachers, parents and principals confide in me because of my trustworthiness and honesty. I strive to be at this level with all teams, but I'm not there - yet!
There are some individuals and teams I've worked with in the past, or currently work with, when trust is not built, nor the personal relationship to really collaborate and think as a "team". In these situations, I find myself at the informed level because it's easier. It's easier to do it myself as collaboration attempts fall on deaf ears.
There are so many great quotes in this book, but the one at the beginning of this chapter gave me goosebumps and speaks volumes - "The great leaders are like the best conductors-they reach beyond the notes to reach the magic in the players." Love.It.
Like an orchestra conductor you are always trying to bring out the best in all.
DeleteWorking with 17 different districts and their administrators, I have run into all kinds. I cannot say enough about building relationships and getting to know the administrators and realizing where they are coming from. It takes all kinds and many times I find myself adjusting my thinking to fit with how others perceive things.
ReplyDeleteBuilding relationships is crucial to success. I can't even imagine the different types of people you come across each day! I also like you statement about figuring out where the administrators are coming from. I think we lose sight of the fact that they may have that opinion for a reason. I think you do a great job of responding to everyone's needs!
DeleteI have worked in places where the leader demonstrated that she was the boss and only her ideas would work. This person was not open to anyone else’s ideas. She was stuck on herself. I must say she was not a pleasant peach to work under. I loved my job, but really disliked her attitude and demeanor.
ReplyDeleteOn the flip side of that, just this year I was invited to participate in the strategic planning process of HPEC. The leaders asked for our input on a variety of different topics. We worked in small group settings. It was a great experience. Everyone who participated had a voice and their voice was heard and respected. This was a unique process that shined a light on things that could be enhanced or improved. This was a collaborative process taking many different peoples’ perspectives and hearing them out. I am looking forward to seeing what changes are made based on the strategic planning process.
I feel that my relationship skills fall in between informed and intentional. I am a perfectionist and would sometimes rather do things myself than rely on others. I have really tried to overcome this trait. I feel that as I build relationships with others, I become more open to collaboration.
I appreciated that structure too, when we worked with the gifted facilitators. It allowed for individuals to be heard.
DeleteThe first year I started working with HPEC, I had a principal who, I would say, was at a very informed/independent level on a lot of things. One example that always sticks out in my mind (and I’ll give you the short version) is when the principal told me (VERY loudly, haha!) that they had been in education for over 40 years, and they had NEVER even heard of doing what I was suggesting, and it was NOT going to happen (In regard to getting informed, written consent before starting an initial evaluation on a child who was referred by SIT). I found out very quickly that situations were typically handled the principal’s way or else, and needless to say, this principal was not interested in listening to others (Or maybe just me specifically, haha!) for input/advice.
ReplyDeleteOn the other hand, I’ve also had the opportunity to work for some leaders who are on the complete other end of the spectrum. I’m sitting here thinking about how to describe my experiences with them, but the best way I can think to put it, and I know it might seem like kind of a cop out because I’m talking about them being at the inspired level, but it’s just that they literally inspire me to do and be better. And sometimes that might mean handling a situation in a way that requires a lot more from me, but it doesn’t feel like I’m doing more work because I want to do my best for them. Does that make sense??? I know that ultimately they just want what’s best for everyone, and because these leaders are also very knowledgeable and caring, I also know that what they’re wanting me to do is likely the most efficient and effective way of handling something.
I can see bits and pieces of my relationship skills in all the levels, but overall, I’d say I mostly fall at the intentional/inspired level. I like collaborating with others, value their input, and completely agree with the saying that 2 heads are better than 1. I also understand that forming relationships and continually building on them is ultimately going to have a tremendous impact on the atmosphere of a building, how a specific task is handled, etc. When working with tricky situations, a few of my teachers and I go back to the strategy of ‘If this was your own kid, or if you were in that other person’s shoes, what would you want done?’ That way, even if our judgment may be skewed one way or the other because we don’t have that strong relationship yet with the person in question, it puts our mindset in a place where we do have strong connections, and can really shine some light on the issue.
Brittney, I'm sorry that you had to experience your first example of the principal with 40 years of experience that in all that time forgot how to be respectful. You're such a nice person it's hard to imagine anyone being so mean that they would treat you disrespectfully. Sometimes we each have to find those people who give us affirmation and focus on them and take the rest with a grain of salt.
DeleteI too have worked with leaders all over the board over the years. I'd agree that I've been frustrated with those that worked at the informed level. At least they were predictable - haha. I appreciate Marcy's comment on an earlier post regarding new leaders taking a year or so to move from the informed to intentional level. I've seen that in action in districts that change administrators every year or so for a period of time. It's hard to move forward when there is someone new learning the ropes every year. I've worked with only a handful I would say were truly inspired on most levels- and I can see Shelly's comment that some were moved too far out of their comfort zone too fast, so these leaders were appreciated by most, but not all. I find myself at the intentional to inspired levels most of the time in this area. We are all human beings, and sometimes relationships are more easily and naturally formed, and sometimes it takes more effort to find that common ground and build the relationship.
ReplyDelete