Transcript Differentiating the Training and Development Programs to Reflect

WEB CONFERENCE TO SUPPORT
BOARD LEADERSHIP DEVELOPMENT
STRATEGY
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ICP 2011 World Convention
August 15 – 18, 2011
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WEB CONFERENCE TO SUPPORT
BOARD LEADERSHIP DEVELOPMENT STRATEGY
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Differentiating the Training and
Development Programs to Reflect the
Readiness of the Aspiring School Leader
Presented By
Carol Scaini, HWDSB
Mike Sereda, TVDSB
Brian O’Sullivan, DCDSB
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Today’s Agenda
 Assessing the PD Needs of Aspiring School Leaders
 Baron EQ 360
 On-site Visits
 Self Assessment Tool
 Transitioning to Leadership
 Supervisor Reports
 Leadership Portfolios
 Learning Team Assessments
 Programming to Meet the Needs
 Mentoring in their Journey
 Leadership Programs
 EI Training
 Thinking Partner
Assessing the PD Needs
Using the Baron EQ 360
 Measure of Emotional Intelligence
 Promotional practice
 Completed by external raters
 Used to determine readiness for position
 Report prepared by candidate for interview
Have a question? Please use the chat function on your screen.
Assessing the PD Needs
On-Site Visits
 Promotional Practice
 Three interviews minimum
 Structured interview: 45-60 minutes per individual
 Used to gauge leadership at the site level
 Used to determine readiness
 A synthesis of interviews is prepared for interview team
Assessing the PD Needs
Self Assessment Tool
Aspiring Leaders
Principals & Vice-Principals
Public
Catholic
Assessing the PD Needs
Self Assessment Tool
 Development
 Derived from competencies and practices within the Ontario
Leadership Framework
 Developed by aspiring leaders from HWDSB and HWCDSB
 Describes leadership practices at the classroom, school and
system level
 Electronic Version
 Available on the Institute for Education Leadership website
http://www.education-leadership-ontario.ca
Assessing the PD Needs
Using the Self Assessment Tool
 Personal leadership growth and development
 Reflect on leadership practices in relation to the dimensions of
leadership from the OLF
 Determine their next level of learning
 Develop a leadership growth plan
 Development of leadership portfolios
 To facilitate mentor/mentee conversations
 Leadership Development Programs
Assessing the PD Needs
Self Assessment Tool
 Self Assessment
 What is my evidence of implementation?
 How can I deepen my understanding of the domain?
 How do my experiences reflect that domain?
 How can I link my experiences to this domain?
 Next Level of Learning
 How can you deepen your skills, knowledge and attitudes?
 How can you transfer your classroom or special assignment to
the role of VP?
Assessing the PD Needs
Self Assessment
 Examples
 Classroom Practice: Articulates learning goals for students
 Evidence/Reflection/impact: Have begun to post learning goals for literacy
expectations. Students are able to articulate these goals and work together to
establish success criteria.
 Next Level of Learning: Develop learning goals for other subject areas
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School Leadership Practices: Leads on school teams and committees to
establish school improvement goals, foster continuous improvement
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Evidence/Reflection/Impact: Led grade team in implementing TLCP resulting
in consistency in outcomes for the team.
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Next Level of Learning: Increase ability to work with school team on planning
that is aligned with school improvement goals.
Assessing the PD Needs
Transitioning to Leadership
 Personal Change and System Change
 Embracing leadership is a personal activity involving a willingness to
challenges one’s own beliefs and values and commit to making change
 The courage to change at a personal level creates the courage to address
school improvement and organizational change using one’s new leadership
style
 Purpose and Meaning
 Educators need to experience greater meaningfulness in their work and feel
more responsible in order to motivate them to achieve better outcomes beyond
their present jobs - Mayrowetz et al. (2007)
 We cannot underestimate the importance of meaning and purpose in the personal
lives of educators if we wish to encourage them to transition to leadership
Assessing the PD Needs
Transitioning to Leadership
 Leadership as an Interactive Process
 Leadership is an interactional, multi-level relational process,
interplay between “structure” (tasks) and “agency” (people’s
identities). How the “self ” relates to others, to the
organizational structure and the meta-fields of politics, the
economy and culture. –Rayner & Gunter (2005)
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If we recognize that leadership is a complex, interactive process then
we can understand the multiple influences that attract and retain
aspiring leaders
Assessing the PD Needs
Supervisor Reports (External)
Catholic
Leadership Framework
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Catholic Faith Community and Culture
Setting Directions
Developing the Organization
Leading the Instructional Program
Building Relationships /Developing
People
Securing Accountability
Five
Core Leadership Capacities
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Setting Goals
Aligning resources with priorities
Promoting Collaborative
Learning Cultures
Engaging in Courageous
Conversations
Using Data
Assessing the PD Needs
Supervisor Reports (External)
SKILLS
Using the following scale, how would you score the applicant on the following:
Outstanding 4
Consistently demonstrates exceptional performance.
Excellent
3
Meets all requirements and often demonstrates performance beyond
expectations.
Successful 2
Performance meets expectations for the position.
Needs further development 1 Meets some but not all expectations for the position.
Unable to assess NA Insufficient knowledge of the candidate’s skills in this area.
Collaborative
Sensitive
Organization
Planning
Decisive
Creative
Budget
Management
Empowering
Self-confident
Facilitation
Technology
Risk Taker
Mentor
Sound Judgment
Mediation
Accountable
Community Builder
Problem Solver
Listening Skills
Staff Developer
Assessing the PD Needs
Leadership Portfolios (Internal)
 Reflect on your core personal beliefs
 Make authentic connections
 Connecting past leadership experiences and future leadership
roles – leading based on who you are, not how someone wants
you to be
 Use the Leadership Framework / Five CLC’s as a
guide to frame your reflective thinking
Assessing the PD Needs
Learning Team Assessments (Interactive)
 Feedback from critical circle of friends
 Identification of strengths and areas for improvement
 Structured on-going weekly feedback rather than
episodic and uneven appraisal
Questions
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using the chat function.
Review of Agenda
 Assessing the PD Needs of Aspiring School Leaders
 Baron EQ 360
 On-site Visits
 Self Assessment Tool
 Transitioning to Leadership
 Supervisor Reports
 Leadership Portfolios
 Learning Team Assessments
 Programming to Meet the Needs
 Mentoring in their Journey
 Leadership Programs
 EI Training
 Thinking Partner
Programming to Meet the Needs
Mentoring in their Journey
 Lessons from Generation Y: Readiness to Lead
 Develop opportunities for experiential learning
 Encourage the development of learning communities. This also addresses
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the need of many Generation Y students
Provide lots of structure and feedback
Use technology
Be relevant, utilize their talents, show them the big picture
Allow for creativity and be creative
Allow for social interaction
Offer multiple options for performance
Give students clear goals, targets and purpose
Make learning relevant – tie learning tasks to real-world problems
Programming to Meet the Needs
Mentoring in their Journey
 Understanding the Joys and Social Purpose of Leadership
 Job shadowing
 Invitational leadership evenings
 Testimonials by newly appointed and experienced leaders
 Learn the history and culture of your school, board and community
to understand its current leadership needs
 Experiencing the Personal Call to Leadership
 Provide multiple avenues for aspiring leaders
 Existing leaders are responsible to nurture, mentor, and continue to
support this personal and professional growth
Programming to Meet the Needs
Leadership Programs
 Leadership 1 Program
 Designed for all levels of leadership development
 Multi-session program, led by a Principal
 Includes experiential learning activities, based on OLF
 Utilizes the Self Assessment Tool for Aspiring Leaders
 Leadership portfolio development
 Leadership Growth Plan
Programming to Meet the Needs
Leadership Programs
 Leadership 3 Program
 Designed for individuals applying for promotion within 2 years
 4 Sessions:
Working with your mentor
 Developing a personal learning network
 Preparing the Leadership Experience Summary for promotion
 Interview skills
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 Participation includes individual’s mentor
 Program includes support for the mentor
Programming to Meet the Needs
Emotional Intelligence Training
 School Administrators
 Development program for Supervisory Officer
candidates
 3 days of training led by experienced SOs and school
administrators
Programming to Meet the Needs
Thinking Partner
 Brief description of the program
Questions
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panel using the chat function.
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