Se ha denunciado esta presentación.
Utilizamos tu perfil de LinkedIn y tus datos de actividad para personalizar los anuncios y mostrarte publicidad más relevante. Puedes cambiar tus preferencias de publicidad en cualquier momento.

Building Leadership Capacity - Middle Leader or Manager

155 visualizaciones

Publicado el

RGS Heads of Geography Conference - March 11th 2020. Draws on a range of idea from Naked Leader among others.

Publicado en: Educación
  • Sé el primero en comentar

  • Sé el primero en recomendar esto

Building Leadership Capacity - Middle Leader or Manager

  1. 1. Building Leadership Capacity: Middle Manager or Middle Leader? Graeme Eyre, Vice-Principal, Chobham Academy @gceyre
  2. 2. My Biography
  3. 3. Outline Differences between leadership and management Importance of middle leaders to school improvement Strategies for effective leadership of a team Difficult Conversations What does highly effective leadership look like?
  4. 4. Differences between leadership and management
  5. 5. Role of a Middle Leader Lead Teacher – typically greatest subject knowledge. Curriculum management • Maintain up to date understanding in subject developments. • Drawing up programmes of work. • Decision making concerning which resources to use for which levels. • Evaluating and improving the curriculum. Administration • Creating orderly and secure environments for teaching to take place. Supervising and Monitoring • Monitoring colleagues • Monitoring students • Tracking pupil performance
  6. 6. Leadership defines the destination Management get us to that destination Administration provides the required logistical services and support to management.
  7. 7. Differences Between Administration, Leadership and Management
  8. 8. A/M/L – Administration / Management / Leadership Do you wish you did more or less of these things What are the barriers to doing these things? What would happen if you didn’t do these things?
  9. 9. Tensions of Middle Leadership. • Contribution to policy discussion vs. implementation of policy. • Spending time on administration and management, versus spending time teaching. • Managing upwards vs. managing downwards. • Loyalty to the whole school versus loyalty to their own department. • Line managing department colleagues and holding them to account. Advocacy Brokering Mediator
  10. 10. Key Steps: • Get the Administration Right: • Does everyone know what they are teaching when? • Is the department resourced to the best of your ability? • Get the Management Right: • Is everyone doing what they should be doing? Is underperformance challenged? • Are you owning your area? • Get the Leadership Right: • What are the department aims? • What is the focus?
  11. 11. Setting a Departmental Vision • What is your aim for your department? • Where do you want your department to be: Where are you now? At the end of term? At the end of the year? At the end of next year?
  12. 12. Importance of middle leaders to school improvement
  13. 13. Middle Leadership is the engine room of any school – and accounted for 27% of the variation in school school achievement.
  14. 14. Why?
  15. 15. What does highly effective leadership look like?
  16. 16. Effective Leadership? Features of Effective Leadership Features of Ineffective Leadership
  17. 17. The seven principles of Naked Leadership • Success is a formula, and it is simple. • Know where you want to go. • Know where you are now. • Know what you have to do, to get where you want to go. • Do it! • This formula does not ‘belong’ to anyone – it belongs to everyone. • To be successful, you need rely on no one other than yourself. • Success is whatever you want it to be, it is yours to define. • Success can happen very fast, often in a heartbeat. • Everyone has value, can be anything they want, and is a leader. • The biggest mystery of life, is to discover who we truly are.
  18. 18. What is your vision?
  19. 19. Features of Effective Middle Leaders Clearly thought through, clearly communicated and ambitious vision. Accurate and careful evaluations on areas for development. Knowledgeable and enthusiastic about their field. Encourage exploration and innovation Strong leaders – have an ability to confidently delegate tasks and buld a culture of collegiality.
  20. 20. Strategies for effective leadership of a team
  21. 21. Challenges managing a team as Head of Geography Challenges Strategies /Solution
  22. 22. Difficult Conversations
  23. 23. Difficult Conversations Or Tackling the Elephant in the Room
  24. 24. At Some Point You Just Pull Off the Plaster, And It Hurts, But Then It’s Over and You’re Relieved
  25. 25. Tips for Success 1. Conquer your fear – no one likes conflict. 2. Do your homework – prepare 3. Make it about behaviour not the person (performance). 4. Be Positive – don’t just say what is wrong; say what and how it can be improved. 5. Choose words carefully. 6. Find the right setting. 7. Acknowledge, listen, and pay attention. 8. Be consistent. 9. Follow Up.
  26. 26. Plan, but don’t script…
  27. 27. 5 minute …..Difficult Conversation Plan Why? What is the general reason? What happens if it is not addressed? Evidence? What is some specific evidence that is there is a problem? The more specific the better? When and Where? When are you going to have the conversation; where are you going to have the conversation? Warm Up? How are you going to signpost that this conversation is coming? Before During Plan: What are your key points; what are you going to say in order Questions: What questions might the other person have? After Follow Up Actions: Potential Escalation? Success Criteria:
  28. 28. Conclusion • You are the most important leaders in the school. • You have the toughest but the most enjoyable job. • You can’t rely on anyone else for your happiness.
  29. 29. Formula for Guaranteed Success 1. Know where you want to go. 2. Know where you are now. 3. Know what you have to do, to get where you want to go. 4. Do it! An electronic copy of the presentation is available: