Ryan Morrow

A New Road Travelled

Category: Leadership 500 (Page 4 of 4)

Response to B121

October 11, 2018 / / 0 Comments

I would like to thank B121 for introducing “Toward a Creative Criticality- Revisiting Critical Thinking”(Cooper,2018) in her recent blog post. In summary, B121 shares that critical and creative thinking have a “symbiotic relationship” and that implementing and practicing both skills leads to people who “actively produce” rather than “passively consume”.  I also agree with B. that there is great value in our program as it is offering us the opportunity to put both of these skills into practice.   

Historically, it seems critical thinking and creative thinking are often characterized as being done by two different kinds of people. Interestingly, considering creative and critical thinking as a partnership is exactly what is occurring in British Columbia’s redesigned K-12 curriculum. As technology and the new economy has developed, the necessity for both students and teachers, as well as any leader or follower to be successful at both critical and creative thinking has never been more real. The complex challenges of innovation require ideas to be developed both creatively and critically.  This idea may not be entirely new however, I recently saw a poster in a school staff room which had a quotation attributed to Albert Einstein, it said “creativity is intelligence having fun”. Perhaps, great critical thinkers have always understood the value of creativity.

 

Cooper, T. (2018). Toward a creative criticality: Revisiting critical thinking. Integral Leadership Review, 18(1), 41–48. Retrieved from https://ezproxy.student.twu.ca/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=131747510&site=eds-live

Learning Activity Three

October 6, 2018 / / 0 Comments

Working through the three leadership surveys has been an insightful experience.  To a large degree, all three surveys reinforced what I know about myself as a leader.  As I have reflected on the process and accompanying reading, it has was good to consider that while some attributes of a leader may be innate traits, others are learned skills.  This reflection is especially important as there are definitely times when I know that I have to work out of an area which is not a strength and I appreciate knowing that as I grow as a leader, there are skills which can be developed.

The Style Questionnaire revealed that I scored very high in relationship and moderately low on task.  This is important for me to be aware of.  While I have the privilege to work with a competent staff, there are times when relational sensitivities need to be diminished to push someone in a task oriented situation.  In this case, it is valuable to consider myself as a coach and in that regard, challenge a staff member to become a better version of themselves by completing a given task more effectively.   Not surprisingly the Leadership Theory and Practice questionnaire demonstrated that I am most proficient with Human Skills, followed by Conceptual and then Technical. Finally the leadership traits survey was beneficial for me.  The most highly rated traits were Empathy, Sensitivity, Dependability and Perceptiveness.  These were among the traits I also rated highly for myself. This is a good exercise to ensure that my self-concept is aligned with how I am perceived by those I work with.

Light from many Lamps – Part One

October 2, 2018 / / 0 Comments

Dr. Fredrick Loomis received a letter containing eight words which changed his life. “Enjoy yourself – it is later than you think.” (Watson, 1951) Upon hearing these same words I immediately found myself reflecting as a spouse, a parent and as a leader. I have watched many people sink their whole self into their career, leaving little of themselves remaining for people, spontaneity or God’s subtle leading.   In response, I decided as a young teacher that I would work to maintain a work/people balance.  The need for this has been reinforced for me by authors such as Stephen Covey who speaks of balancing spokes of life, Dr. Richard Swenson who promotes margin in life and from my dad who continually reminds me that my children will grow up quickly, and they have.

As a leader, this story makes me aware that it is always important to make time for people, that a small gesture can go a long way, and like the lady who sent the letter, it is important to take the time to humbly speak words of wisdom into the life of someone who needs it. From a day to day perspective, if I allow myself to be consumed with the urgent email, phone call, budget report or meeting preparation, I may miss the opportunity to support a staff member who is having a challenging day. I may also miss the chance to celebrate the implementation of a new program, or I may not have the opportunity to say ” I saw what you did today, well done!” From a larger perspective, it is good to be reminded that I am replaceable, at least for a few days.  Because of this, I should be able to make time to attend my children’s sporting activities, continue my education, or take a day to enjoy something that I never otherwise have time to do.

If I make a list of what is important to me, it would include my faith, family, church community, career, friendships and spending time in nature.  If I was to make a list of where I spend most of my time, my thoughts, my energy, I would have two lists that were not in sync with each other.  While I am paid to have my mind on things related to my profession this story has further encouraged me to work to keep these two lists in balance.

Covey, S.R. (2004). The 7 habits of highly successful people (Rev. Ed.) New York. Free Press

Loomis F. (1951) Enjoy Yourself – it is later than you think. In L.E. Watson (Ed) Light From Many Lamps: a  treasury of inspiration. New York, NY. Simon and Schuster.

Swenson, R. A. (2004). Margin: restoring emotional, physical, financial, and time reserves to overloaded lives / Richard A. Swenson. Rev. ed. Colorado Springs, CO: NavPress.

Response to Christina Beaulne

September 30, 2018 / / 0 Comments

In her blog post  Christina discusses leaders and those who follow them.  She asks “Have you personally experienced the stark differences between a leader and a manager? How did it impact the work/change/difference that you produced?”

As a follower within an organization, my position was distant or removed from the influence of the person in leadership.  From my perspective, this occurred because the leader was able rely on several successful managers.  The impact it had on me as a follower was that I became focused on two things, meeting the goals of the manager, and achieving my own personal goals.  Of course it was important for me to do quality work but I don’t recall that my focus was ever on the larger goals of the organization.  In the end, I didn’t stay to contribute to the organization as long as I may have, I moved on to further achieve my own personal goals.

I really appreciate this question and find myself challenged to ensure that as my leadership role expands, I maintain the ownership of how the organizational goals are promoted and developed among the followers.  Thanks Christina.

Response to Monica Grace’s Learning Assignment 4

September 30, 2018 / / 1 Comment

In  her blog post, Monica Grace discusses the balance of management and leadership. She raises some discussion around whether these two roles should be separated between two different people. Grace asks “In your context, do you think there should be a distinctive management role and leadership role, for two seperate people or do you think that it should be combined into one role, for one person?”  This is a great question and one which I have frequently considered as the leader of a small organization.

My natural inclination is to trend toward elements of leadership rather than management. In the years when my organization was small and I was responsible for both, I would have prefered that there had been someone in place to take on many of the management elements of my position. Over time I have come to appreciate the management responsibilities that I have.  Having an involved knowledge of the day to day workings of my school has helped me to understand how it functions, what the needs of the community are and where the heaviest burdens are on our resources (time and money).  As the organization has grown and doubled in size, there are others who oversee more and more of the management tasks I was once responsible for.  In time, I can see that my role may be largely or even entirely a leadership position.  When that time comes, I know that I will be better prepared to be successful because I have developed a functional knowledge of the day to day and would then be able to anticipate how management needs would change as our vision continues to  grow and unfold.

To conclude, I think that organizational size has a lot to do with how management and leadership is divided. I have learned that in my context, to be an effective leader, a comprehensive understanding of organizational management is important.

Blog Post Three

September 28, 2018 / / 2 Comments

Servant leadership requires the application of many different characteristics, three of these are listening, building community and conceptualization  (Northouse, 2016).

Jesus often faced challenging situations. Instead of debating or displaying his power he often asked questions and then listened.  People require someone to listen in so many situations.  When we are frustrated, stressed or facing tough personal challenges having a sounding board is important.

Being a good listener is important to me.  I am intentional about shutting doors, turning off screens and silencing devices when listening to someone that is sharing something that is important.  This practice often has great value for me so I can better understand and support a staff member, friend or family member, thus building our relationship.  I know that it also helps these same people to maintain emotional health because they have been heard and supported.

Our school community includes students, staff and parents.  All three of these groups understand their place in the community in different ways.  They are able to contribute in different ways and they may have different needs.  Servant leadership in this setting would involve making sure the needs of the community are being met and providing experiences for all three parts of the community to interact and work together in a way that builds positive culture.

Conceptualization is about looking beyond the day to day and understanding the long term vision and plan. For many years our school has been a kindergarten to grade 9 school.  Recently, we have worked to establish a small high school group who learns with us but is formally assigned to another school.  As this program becomes more successful, shaping an identity for it will be important should it become our own program.  It will be a conceptualization exercise to determine which identity would best suit this program so that it would reflect the culture and direction of the school.

The most challenging of these three concepts has been conceptualization.  In many ways I lead a young school with a parent group and school board who contribute thought toward understanding exactly what our school is about.  At times it is a challenge to balance day-to-day needs which could involve time, money or other resources with the more long term perspective guided by vision. We are learning to work together to make sure  the long term vision of the school shapes our understanding of what it needs today.

In regard to conceptualization, how does vision practically overcome the constraints of time and money?

Northouse, P. G. (2016). Leadership: theory and practice (Seventh ed.). Los Angeles: Sage Publications.

Follow the Leader

September 27, 2018 / / 2 Comments

George Couros is an author, speaker and passionate educational leader.  I discovered George through his book Innovators Mindset: Empower Learning, Unleash Talent and lead a Culture of Creativity. His ideas had me hooked and I now follow his blog, The Principal of Change: Stories of learning and leadership (https://georgecouros.ca/blog/). Three times a week he writes to share ideas, wrestle with his own thoughts, and to create a library of his own thinking.  Couros covers topics which challenge educators to empower students to think critically and creatively and to work outside of the box to lead innovation in learning.  He writes to challenge traditional thinking and processes so that students and educators can be their personal best.  Couros has regular and timely responses to his blog posts, which encourage his thoughts, celebrate a statement or share a personal experience of similar struggles or ideas.

On September 18th he challenged his reading audience with the question “Could a student be doing this?” or “What are you currently doing for your students that they could be doing themselves?”  (https://georgecouros.ca/blog/archives/8534).  When students have the opportunity to take on something that is important and real they take pride in their learning and extend themselves far beyond what they might do with an artificial assignment.  As a leader I have been reflecting on this idea.  The Remembrance Day assembly is an important assembly in our school year. Instead of inviting a speaker or speaking myself as I did last year, I have offered this portion of the assembly to a group of students.  It is my hope that their engagement and presentation will be more powerful and meaningful than I would be as a principal.

Asking questions to get better answers  This interesting post challenged traditional thinking in a variety of ways.  Couros shares of a time when he asked a group of teachers which skill students need more, the ability to write an essay or the ability to write a blog post.  Even though some teachers said both are important, Couros challenged them with another question. “Are you teaching both?” (https://georgecouros.ca/blog/archives/8528). Rather than influencing through power or coercion, Couros suggests asking questions to promote reflection about what is best for students.  This approach draws people into a conversation allowing them to be heard.  It also allows a school leader or teacher to know what is truly important to the people that will be actually carrying out the work.  If this interaction is genuine, then the result will more likely involve growth for all involved.

I value that Couros does not promote forcing ideas or change on educators.  He asks questions, listens to the needs of those he works with and develops opportunities for people to reflect on what is best for students.  He is not one to prescribe a mold but rather understands that every school culture, classroom of students, or learning activity is unique and should be treated that way.  I like that the process is messy and the end may be unknown.  For this reason, trusting those we work with is important.  Teachers will have to trust students and I as an administrator will also have to trust my teachers, especially if their work takes them outside of the box and toward innovation.  This is a model I am working toward as a leader.  It is important for me to build trust with my staff and encourage them to move forward.  As they do, I will listen, equip and support them.

I find it difficult to describe a way that George Couros could use his blog more effectively.  Couros is always driving at creating situations because they are best for students.  If it is space in a classroom the motivation is students not Pinterest; if it is a new program in a school, the motivation is students not academic results.  This theme continues as he uses his blog effectively to target many topics which challenge educational leaders at any level to be reflecting.  Three posts a week provide opportunity to maintain a rhythm without being overwhelmed.  His writing is personal and reflective allowing any leader to relate to the experience of being in the trenches. As a speaker, author and blogger he has his bases covered, however I am sure that as a reflective innovator, should his blogging process require an update, he would be on it.

https://georgecouros.ca/blog/

Couros, G.(2015). Innovators Mindset: empower learning, unleash talent and lead a culture of creativity. San Diego. dave burgess consulting.

@GeorgeCouros

Unit One, Blog Post Two

September 25, 2018 / / 1 Comment

And then I was assigned.  At the beginning of my role as principal, the shift in my position involved changing desks from the classroom to the office.  I had been assigned a new position in the school, but for many months or even a year or two there were staff who had strong opinions about the way our school should run, I was not yet the leader. I eventually emerged as a leader once I was able to look up from the day to day management of the school and more formally implement vision, direction and plans for development.  Today, I must balance both responsibilities suggested by Northhouse, (2016) I must manage and lead.

Management and leadership are complementary concepts and are mutually dependent. Management is essential for maintaining day to day success. Managers keep schedules, balance budgets, and place staff as needed; managers get the job done (Northhouse, 2016).  Once healthy daily function is achieved, a leader is free to create vision, communicate goals, build teams, and empower followers (Northouse, 2016). Between the two, leadership is most important.  If an organization is left only with management, then the status quo quickly becomes stale and the endeavor obsolete.  In a small organization, is it possible for the same person to effectively hold both positions?

Northouse, P. G. (2016). Leadership: theory and practice (Seventh ed.). Los Angeles: Sage Publications.

Blog Post One

September 25, 2018 / / 5 Comments

In his book Leadership: theory and practice, Peter Northhouse describes leadership as a “process whereby an individual influences a group of individuals to achieve a common goal.” (Northouse, 2016. pg. 6).  While there are many complexities involved when a person is placed in leadership over a group, Northhouse (2016) simplifies this by describing their relationship as a process.  Both leaders and followers are dependent on each other and must work together to achieve a common goal.  While a designated leader is crucial, the idea of process allows for members of the group who are followers to take ownership of the common goal and contribute to it.  In this way all of the skills and knowledge of the group are leveraged and the overall ceiling of potential in regard to the goal is raised. For this to happen leaders must influence through well developed personal power. (Northouse, 2016) That is, leaders must influence by forming effective relationships built on respect and trust and continually equip themselves to serve those they lead.

Without a group there is no leader. Both parties in this relationship must work together in a way that accomplishes a goal that is greater than either of them.  Followers must always be valued and empowered to develop personal goals which align to support the greater common goals of the group.  How then should a leader respond to an individual who is no longer working toward the common goal?

Northouse, P. G. (2016). Leadership: theory and practice (Seventh ed.). Los Angeles: Sage Publications.

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