Educational Leadership programs at Maryville University, both masters and doctorate levels, are constructed around three recurring themes that emerge from the conceptual model. These themes and the program objectives serve as the basis of the individual course objectives and student competency expectations. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Rob is a passionate educator focused on developing and nurturing applied creativity in kids.
As I was completing a follow-up post on the addition of a fifth C, I began to consider how I might apply the essential skills of creativity, critical thinking, collaboration, communication, and compassion to my role as an educational leader. In leadership, Communication is a skill that is not often overlooked, as it is vital to sharing ideas and collaborating with others. The correct answer… We encourage our students to strive for the correct answer on tests and quizzes, on homework, even in essays and lab reports.
As we saw in the discussion on collaboration, when given the opportunity to explore a question or problem on their own terms, members of the school community will take ownership over their solutions. Embracing the five C’s of leadership requires courage, trust in those you lead, and an acceptance of risk and failure as critical elements of the process of growth.
Fractus Learning participates in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn commissions by linking to Amazon. The first of these themes refers to developing leaders who have a deep understanding of the nature and the ethics of leadership in a socially and politically democratic society. They are capable of effectively carrying out the major administrative tasks of the building administrator and community leader in a public school serving a democratic society. To be sure educational leaders have the skills, concepts and techniques to structure and redesign schools as safe and educationally rich environments that maximize student learning. These objectives and the attached competencies in turn lay the foundation for both the activities broad-based internship and the development of a student portfolio and culminating project. Teams, team members, departments and all staff alike feel as though they are a part of the decision making during change.
Giving a voice to all empowers each to take ownership of the problem and, more importantly, the solution. Each will reflect the individual interests and passions of the group, while also synthesizing them into one solution.
It is critical that staff feel that they are supported in their search for new and innovative ways to engage kids in meaningful learning experiences. They’ve certainly changed the way I think and act as a leader, and will continue to influence my leadership as I grow alongside the many others I work with every day. The second theme builds on the first and encompasses objectives dealing with developing leaders who are change agents, and who are capable of both initiating positive change and sustaining that change through sound organizational skills and an orientation toward collaborative decision-making.  Finally, the third driving theme centers on developing leaders who are reflective learners with the skills to gather information and understand the nature and value of formal inquiry as it leads them to know the organizations they lead and the democratic environment in which those organizations exist.
Open communication between leaders, team members and staff are utilized with this approach. I talked about removing technology from the conversation in order to focus on the skills themselves.

Leaders that embrace the importance of communication explore ways to communicate, selecting methods that allow the greatest expression of their thoughts and feelings, and are appropriate for the intended audience. Leaders need to move away from the step by step approach to problem solving that is ingrained in current practices.
A great challenge where I live in Tasmania is disengaged young people (in the 15-19 age bracket). And like many before me, I suggested we move past the need to call them 21st century skills, and instead, refer to them as essential learning. Introduce the need for roles within each group, roles based on the strengths of each member. Often times, this means communicating the message in various ways, instead of depending on only one.
Often times we are so fixated on getting the correct solution that we avoid offering opportunities for members of our community to work together to find the path to the solution for themselves.
The trick is to continue to develop and nurture that creativity as a leader, instead of sterilizing it. However I think that we shouldn’t be surprised that many young people struggle to find meaningful ways of engaging in society if their schooling has largely shut them off from their community for a decade.
This approach is one I use often, in order to gain the respect of others you need to value them and their thoughts as well.
We need to empower our teachers, students, and staff to develop their ability to express themselves in creative ways, explore the world without boundaries, and solve problems using divergent thinking. Culture Org Team Self The culture of the organization suggests that they look for the right person to get the job done. Create a environment that embraces the notion that collaboration is not just encouraged, but essential. I am able to communicate the positive and the negatives about implementing new technologies.
Hiring and assigning the right leader for the job is important to the success of accomplishing organizational goals.
Team member will have the opportunities to see if they have the traits and skills of becoming a higher ranking leader. Some suggest that this approach treats leadership as a personality trait rather that a behavior. As I learn about my traits and associated skills, it is important that I apply the to the vision or task at hand. Know when and where to change or utilize I believe that traits and personality have much to do with a leaders ability to lead, and also feel that understanding oneself will help when employing other leadership theories. Transformational leadership theory provides a broader view of leadership, it places a strong emphasis on followers needs, values, and morals. Although there are perks to understanding one’s traits, how does it measure up to understanding the situation or task at hand. Transformational Theory Culture Org Team Self The culture of the organization seems to be accommodating and supporting, they don’t set their employees up for failure.

Trait approach gives us the ability to understand traits about leaders, if they obtain qualities like intelligence, self-confidence, determination, integrity, and sociability.
This approach looks at the task at hand and produces the qualified resources to accommodate it.
In general the team will have a feeling that everyone has a part and is contributing to the assigned mission. Trait Approach The organization will benefit from Organizational goals can be accomplished because as unique as each goal may be, so should its approach.
Team motivation can be developed when all team members feel successful and are good at there task. Team members will gradually understand when different styles of leadership are applied and what they mean.
In order for this approach to be most successful, I must conduct a task analysis in order to be sure that all of the events necessary to produce have been accounted for prior to setting up the team members. The situational approach has flexibility and allows leaders to place individuals into a workflow where they will accomplish the most, or be most productive. In order to be successful it would be important to look at the group of members involved, the deadlines needed to adhere to and the actual task at hand. Situational leadership has been criticized for several reasons, one the lack of evidence in its reliability.
Style approach has good qualities, and it is important to understand you type of leadership styles, I have often looked back at a situation the needed a direct and quick action to be taken.
Style approach helps leaders distinguish when they need to be task orientated and when the need to be relationship orientated.
Situational Theory The culture of the organization when using the path-goal theory suggests that motivation of employees is a strategic direction, and is a used as a method for production.
What is the task and who is best fit to complete it, or what needs to be done and how to approach it. Teams are strong because they know what the goal is and have a clear roadmap to accomplish the mission.
In order to employ this approach effectively, it would be helpful to create a questionnaire for staff, in order to uncover some of their motivators. Although in an attempt to clearly visualize the vision, I sometimes get caught up in the overall progress and save little time to consider the individual. Although there are several positive aspects of Path-Goal Theory, it fails to explain the different roles of leaders and managers. Firstly, this theory attempts to incorporate the motivation principles of the expectancy theory and second its model is practical and easy to use.

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