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IEL's educational leadership work focuses on growing leaders in the spectrum of education, education policy, and other related fields, with some specific focus on principal and early childhood education leadership. The Education Policy Fellowship Program (EPFP)TM prepares individuals for leadership positions in education and related fields at the local, state, and federal levels. Part of IEL's emerging work, Leaders for Today and Tomorrow (LT2) will prepare and support principals in addressing the social-emotional, civic, and academic needs of the whole child. Help us equip leaders to better prepare children and youth for college, careers, and citizenship. Page ContentAlabama A & M University College of Education Instructional Leadership program prepares educational leaders for the 21st century who promote classroom effective instruction, and who ensure the academic success of all students so that they are prepared to help shape the future well being of the state and the nation. The Instructional Leadership faculty in the College of Education is committed to an educational leadership program that is research-based and uses best practices about institutions, organizations, and instruction to create learning communities that improve the performance and success of all students. A good leader takes a little more than his share of the blame, a little less than his share of the credit — Arnold H. It is amazing what you can accomplish if you do not care who gets the credit — Harry S. Perception, visibility, and influence will help you stand out from the gifted group of stars that surrounds you — Joel A. Please find below a description of our programs at the master’s, specialist, and doctoral degree levels, as well as our "certification only," endorsements, and other programs. One of the founding departments of the College of Education was known as the Department of Curriculum and Instruction. During the 1980s, the requirements for certification in school administration were increased by the state of Florida.
In 1986, the state of Florida implemented more rigorous requirements for school leadership certification. In 1996, the decision was made to merge the Department of Educational Leadership with the Department of Adult and Vocational Education under one chairship. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Fellows broaden their leadership skills, understanding of education policy, and networking ability through cross-sector learning. The Department’s leadership preparation programs are intentionally among the most rigorous and relevant in the State of Georgia. For an explanation of which program may be right for you, please click here [link to "Becoming a Leader in Georgia"]. Thus, the department changed its name once again and became known as the Department of Educational Leadership. It has added policy studies to it mission and has once again been renamed and is now known as the Department of Educational Leadership and Policy Studies. Teams, team members, departments and all staff alike feel as though they are a part of the decision making during change.


Our programs were developed in conjunction with highly respected educational leaders from all Georgia’s education sectors (traditional public, public charter, and independent), and our programs work closely with currently-practicing school leaders.
Russ Wiley, and provided instruction for the undergraduate course EDG 4620, also named Curriculum and Instruction, which was required for all College of Education students. In the 2005-2006 school year, enrollment in the department reached an all-time high, as the demand for new educational leaders for schools in Florida and across the United States continues to grow. Open communication between leaders, team members and staff are utilized with this approach. As a result of this commitment, we are proud that our leadership candidates have one of the state’s highest rates of professional advancement following admission to their program. Cal Craig, who had previously served as the Interim Superintendent of Schools in Hillsborough County, joined the department as chair. The department was eventually restructured and returned to be two separate entities once again. The department also offered graduate courses that enabled students to obtain the Florida Certificate in School Administration by completing courses in school finance, school law, school supervision, school curriculum, and electives in such areas as case studies, and school facilities.
When he retired, several department faculty members served as chairs for brief terms until 1983.
Other departments at the College assumed the responsibility of teaching the undergraduate course in Curriculum and Instruction as it applied to their students’ content areas.
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. Culture Org Team Self The culture of the organization suggests that they look for the right person to get the job done. 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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