{"id":319,"date":"2018-10-19T22:02:11","date_gmt":"2018-10-20T05:02:11","guid":{"rendered":"https:\/\/create.twu.ca\/sally81\/?p=319"},"modified":"2018-10-19T22:02:11","modified_gmt":"2018-10-20T05:02:11","slug":"response-to-stellas-strategic-leadership-teams-post-3-1-et2","status":"publish","type":"post","link":"https:\/\/create.twu.ca\/sally81\/2018\/10\/19\/response-to-stellas-strategic-leadership-teams-post-3-1-et2\/","title":{"rendered":"Response to Stella’s Strategic Leadership Teams Post 3.1 (ET2)"},"content":{"rendered":"

Response to Stella\u2019s ET2-Change Makers Post 3.1 \u2013 Strategic Leadership Teams whose original post can be read here:\u00a0https:\/\/create.twu.ca\/stellapetersldrs501\/2018\/10\/15\/49\/<\/a><\/p>\n

Thank you for providing a detailed look into the workings of the leadership team in your organization, Stella!\u00a0 Your post is thorough and informative and aligned with many of the principles we have studied in Results-Based Leadership this past summer as well as the few weeks of Strategic Leadership in which we have been immersed.\u00a0 It reminds me of the longing I had when I chose to study at TWU to be fed from this learning journey and not just put out energy and effort into another venue of work without return.<\/p>\n

As I compare your work and leadership experience with my own, I am really wondering if strategic teams and effective systems thinking is even possible without a transformational servant leader mindset?\u00a0 You mentioned that you were able to safely inquire about your AP\u2019s questionable actions in a particular situation and the team was able to pull \u201cout the policy to work through the issue and then to determine now not to repeat the action in question\u201d (Peters, 2018, para. 10).\u00a0\u00a0 Your courage to inquire led your team to a shared understanding and fostered a new level of trust!\u00a0 Investing in maintaining consistency in the mission, vision, and values of your organization will create opportunities of growth for everyone.\u00a0 Lepsinger says, \u201cNo company should ever have two sets of values and expectations; one for leader(s) and one for the employees\u201d (2010, p. 17).\u00a0 Integrity.<\/p>\n

You described the multi-faceted diversity of your leadership team.\u00a0 While this can be a real strength and provide \u201cpassionate discussions that spur each other to learn from each other and make the best decisions for our staff and students\u201d (Peters, 2018, para. 2).\u00a0 While a strategic leadership team\u2019s effectiveness is determined by its diverse strategic perspectives (Hughes et al., 2014, p. 213), our strengths can also be our weaknesses.\u00a0 How does your team ensure that the inherent diversity will not be a stumbling block or bottleneck to maintaining high standards for your educational institution?\u00a0 You obviously have a shared vision as a leadership team knowing you are not only educating students but instilling a faith-based spiritual foundation as well.\u00a0 Have you all been able to work consistently in your new roles and avoid the easy comfortable patterns of communication you had in your previous roles?\u00a0 How do your new roles and old relationships challenge your interactions, if at all?<\/p>\n

Your leadership team is making decisions for a wide range of clientele in a K-12 school as well as the many teaching staff who work at every level.\u00a0 It seems like quite a complex task.\u00a0 How do you provide the release time for your Professional Learning Communities in order to increase their capacity?\u00a0 How do you ensure that time to work together is not simply one more thing you are asking of your staff when their schedules are already full?\u00a0 In our District, we have after school collaboration time which requires us, should we choose to participate, commit to five two-hour after-school sessions on current school needs (i.e. reframing new reporting processes).\u00a0 The pay-off is that we have two of our mandatory five professional development days off in lieu of time served.\u00a0 Is there assistance for your staff to maintain a healthy work-life balance as your leadership team institutes changes that will bring your whole organization closer to the long-term goals (Hughes et al., 2014, p. 215).<\/p>\n

References<\/p>\n

Hughes, R., Beatty, K., and Dinwoodie, D. (2014). Becoming a strategic leader: Your role in your organization\u2019s enduring success.<\/em> San Francisco, CA: Jossey-Bass.<\/p>\n

Lepsinger, R. (2010).\u00a0 Closing the execution gap: How great leaders and their companies get results<\/em>. San Francisco, CA: Jossey-Bass.<\/p>\n

Peters, S. (October 15, 2018). \u201cStrategic leadership teams\u201d by Change Makers-ET2. Retrieved from https:\/\/create.twu.ca\/stellapetersldrs501\/2018\/10\/15\/49\/<\/p>\n","protected":false},"excerpt":{"rendered":"

Response to Stella\u2019s ET2-Change Makers Post 3.1 \u2013 Strategic Leadership Teams whose original post can be read here:\u00a0https:\/\/create.twu.ca\/stellapetersldrs501\/2018\/10\/15\/49\/ Thank you for providing a detailed look into the workings of the leadership team in your organization, Stella!\u00a0 Your post is thorough and informative and aligned with many of the principles we have studied in Results-Based Leadership…<\/p>\n","protected":false},"author":1015,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[102,96,109],"tags":[],"class_list":["post-319","post","type-post","status-publish","format-standard","hentry","category-health-and-education","category-ldrs501","category-post-3-1"],"_links":{"self":[{"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/posts\/319","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/users\/1015"}],"replies":[{"embeddable":true,"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/comments?post=319"}],"version-history":[{"count":3,"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/posts\/319\/revisions"}],"predecessor-version":[{"id":332,"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/posts\/319\/revisions\/332"}],"wp:attachment":[{"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/media?parent=319"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/categories?post=319"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/create.twu.ca\/sally81\/wp-json\/wp\/v2\/tags?post=319"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}