The five component of leadership are very dependent on each other in order to reach your goal of leading a group to a destination. In the book, Leading a Culture of change, Michael Fullen listed five components and defined them as follows:
- Moral Purpose – “means acting with the intention of making a positive difference in the lives of employees, customers, and society as a whole.” We need to support and value people.
- Understanding change-“is tied to moral purpose.” Part of getting through change is to help people understand and grow with the change. In order to do this you have to take care of the people when the emotion fly-high. An effect leader can calm the emotions and assure the people that the changes will not engulf them by educating them about change and that it isn’t anything to fear.
- Relationship building – “Effective leaders constantly foster purposeful interaction and problem solving and are wary of easy consensus.” This is where you can make or lose progress. You have to develop a deeper relationship with people in order to take them further. Leaders have to come to a deeper relationship level.
- Knowledge Creation and Sharing– “leaders commit themselves to constantly generating and increasing knowledge inside and outside the organization.” “people will not voluntarily share knowledge unless they feel some moral commitment to do so; people will not share unless the dynamics of change favor exchange; and, third, that data without relationships merely cause more information glut.” Good relationships need to happen for people to share. They won’t share if they don’t feel safe, have a reason to share or the question isn’t asked.
- Coherence Making – “patterns of coherence can be fostered.” While on the edge of change things can get crazy and the leader must allow just enough to encourage creativity and yet not allow it to get lost in the shuffle.
As a teacher it is extremely critical to treat students with respect and with genuine positive support. Students need to know they are worthy and cared for. This comfort will bring ownership where students will act to the best of their ability to achieve the goal their class is working towards. As a leader you have to understand change in order to help students adjust to the daily change that is happening in their lives provided by your class and other classes that they attend. As you work with students you need to get to know them and they need to get to know you at a deeper level in order to continue to travel a journey of learning with them. Students are changed by the impact of their learning, whether in your class, other classes or at home. Their lives are changing every day and we need to guide them through it. As a leader, we need to stay abreast of the information that keeps changing every day. Leaders need to be learning daily to keep knowledge building through reading, studying and experiencing life. By living on the edge of change leaders need to bring out valuable information worth retaining. As teachers, we need to allow the students to be excited, frustrated and grapple with the change to trigger discoveries along their journey without losing site of the goal. As Fullen put it, “. . . effective leaders make people feel that even the most difficult problems can be tackled productively.” I have to teach this in my pre-algebra class. These students are use to bailing when the road is unfamiliar, I have to continually motivate them to try and crack the code. It is amazing how much change happens in them when they learn to tackle the unknown.
I can see how teaching is changing quickly. I also see how the students embrace the technological way of learning. They are at home with the technology and education needs to embrace the changes. As teachers we need to take a risk, risk falling down and learn from it. We need to give the changes a chance and not bail. Our students will learn with us in the change; as leaders we have to be ready to help the students through the change as we adapt ourselves to the change. One step at a time.
Unlike Fullen who “never been fond of distinguishing between leadership and management” (2), I want to see the difference between Managements and Leadership. I prefer to focus on the difference so I can make a change from managing and start leading my students to the future. So, I wanted to share what I found in the following articles. The Wall Street Journal’s article, What is the difference between Management and Leadership? states that the two go hand in hand, yet gave a list of differences.
“The manager’s job is to plan, organize and coordinate. The leader’s job is to inspire and motivate.” (In his 1989 book “On Becoming a Leader,” Warren Bennis composed a list of the differences)
– The manager administers; the leader innovates.
– The manager is a copy; the leader is an original.
– The manager maintains; the leader develops.
– The manager focuses on systems and structure; the leader focuses on people.
– The manager relies on control; the leader inspires trust.
– The manager has a short-range view; the leader has a long-range perspective.
– The manager asks how and when; the leader asks what and why.
– The manager has his or her eye always on the bottom line; the leader’s eye is on the horizon.
– The manager imitates; the leader originates.
– The manager accepts the status quo; the leader challenges it.
– The manager is the classic good soldier; the leader is his or her own person.
- The manager does things right; the leader does the right thing.”
I thought Bennis’ list gave a great distinction between a manager and a leader. I can see the manager isn’t a leader but a maintainer and a leader has a path leading to a future not a behavior answering to a director.
In the article Leadership vs. Management is another distinct break down of a leader and a manger. I used both to reflect my own tactics in my classroom and sadly I have more management skills than leadership.
“This table summarizes the above (and more) and gives a sense of the differences between being a leader and being a manager.”
|Focus||Leading people||Managing work|
|Approach||Sets direction||Plans detail|
|Power||Personal charisma||Formal authority|
|Exchange||Excitement for work||Money for work|
|Direction||New roads||Existing roads|
|Concern||What is right||Being right|
In Anne Marie Baugh’s article, The Successful Leader, I found encouraging when she states, “Strive to incorporate one leadership principle a week and within a few months, you will be demonstrating the true qualities that define and set apart a true leader.” So, with this list from Changing Minds and the book, Leading of a Culture of change, I have directions for change in my teaching strategies.
Baugh, Anne Marie. The Successful Leader. Lifescript. Retrieved October 16, 2015 from http://www.lifescript.com/well-being/articles/t/the_successful_leader.aspx
Changing Minds. Leadership vs. Management. Retrieved October 16, 2015 from http://changingminds.org/disciplines/leadership/articles/manager_leader.htm
Fullen, Michael. (20140) Leading in a Culture of Change. Somerset, NJ, USA: John Wiley & Sons, Incorporated. Retrieved October 13, 2015 from http://www.ebrary.com
Murray, Alan. What is the Difference Between Management and Leadership? THE WALL STREET JOURNAL. Retrieved on October 16, 2015 from http://guides.wsj.com/management/developing-a-leadership-style/what-is-the-difference-between-management-and-leadership/