When considering the approaches that are required, a transformational leader is best suited in order to achieve our goals. This leader is defined as "a leadership approach that causes change in individuals and social systems" ("Transformational Leadership"). How can my principal and her lead team help others to see the benefits? Transformational leadership requires leaders to develop relationships with their so-called "followers". In this case, followers feel an intrinsic sense of motivation and desire to work towards the set goals.
There are four factors which must be present in order for transformational leadership to succeed:
- 1. Intellectual Stimulation – Here, leaders allow for multiple solutions to problem-solving and encourage their staff to be creative, question and explore.
- 2. Individualized Consideration – Communication is open and considers what each follower has to offer. Each follower is supported and encouraged so that they feel comfortable sharing their own ideas.
- 3.Inspirational Motivation – The leader sets a clear goal/vision and followers understand the vision. Motivation is key in helping followers adopt the will to work towards the set goals.
- 4. Idealized Influence – the leader is respected because they themselves represent the ideals. Followers trust and look up to this type of leader. (Cherry, 2016)
These four elements are found in many leaders and I have witnessed this first hand in my current principal. Here are some examples:
1. Intellectual Stimulations - She is constantly praising staff ideas, providing opportunities to attend workshops, to present our own knowledge at staff meetings.
2. Individualized Consideration - she has an " open door" policy so that staff is able to go into her office and discuss any issues or concerns. She is open and listens to the needs and ideas of others.
3. Inspirations Motivation - She believes in what she is sharing. In addition, she always communicates with staff in three different formats. Staff is motivated by her optimism and her desire to work as a team.
4. Idealized Influence - She is well-respected because of her ability to listen and understand others. She is considerate of the needs of her staff and she forms positive relationships with her followers.
Why is this leadership style effective?
In their article "Embracing Transformational Leadership: Team Values and the Impact of Leader Behavior on Team Performance", Schaubroeck, Lam & Cha (2007) present their hypothesis as to why transformational leadership is effective :
Hypothesis 1: Transformational leadership positively influences team performance through the mediating effect of team potency.
Hypothesis 2: The positive direct effect of transformational leadership on team potency is moderated by team power distance. The higher the power distance, the stronger the positive association between transformational leadership and team potency.
Hypothesis 3: The positive direct effect of transformational leadership on team potency is moderated by team collectivism. The higher the collectivism, the stronger the positive association between transformational leadership and team potency.
The 21st-century learner
Our students today have access to tools which were not available to many of our educators. Because of this, the way in which students access information, store and analyze data is quite different. Teachers who have not begun incorporating technology into their regular classroom routine, are failing students who will not be as prepared for the world in which they live. In all of my transition meetings both within my own school and with my network of schools, it is apparent that ICT (information and communication technology) plays a key role. It is imperative that administrators help teachers see the benefits of its use. In a study on leadership, participants represented 218 financial services teams working in the Hong Kong and U.S. offices of a large multinational bank. At the end of their study, researchers found that leaders needed to adapt to their followers as they possessed various belief systems. In sum, " team power distance and team collectivism are significant constructs driving these differences. Future research should explore how leaders can best harness the power of such team values to maximize team performance" (Schaubroeck, Lam & Cha, 2007, p.1028). If this is the case, principals must know their staff and where they stand on the use of technology, their attitudes and beliefs about using these tools to help students succeed in transitioning from year to year and school to school. In order to maximize its effectiveness, leaders must individualize support and set visions based on the specific needs of their staff. Transformational leadership practices have a sizable influence on teacher collaboration and significant relationships exist between aspects of transformational leadership and teachers' own reports of changes in both attitudes toward school improvement and altered instructional behavior (Balster, 1992).
As an emergent leader in my school, I have faced many challenges when trying to encourage my colleagues to adopt ICT tools that will enable smooth transitions as well as promote critical thinking and inquiry in the classroom. Vice-President for Education Innovation with AdvancED (https://www.advanc-ed.org/), Vicki Denmark presents characteristics of leadership which enable leaders to become transformational in a school setting (see graphic below). At first glance when examining this table, I can name several initiatives under each dimension that my administration along with us as a leadership team have developed and implemented. Perhaps where we still have some work to do is developing structures to foster participating in school decisions. Even though at each staff meeting, staff has input and do co-create goals, there is a sense that much of the information and ideas are coming from top down. As I look forward to the next school year, this is something that I will bring forward in our leadership and transition meetings.
4. Idealized Influence - She is well-respected because of her ability to listen and understand others. She is considerate of the needs of her staff and she forms positive relationships with her followers.
Why is this leadership style effective?
In their article "Embracing Transformational Leadership: Team Values and the Impact of Leader Behavior on Team Performance", Schaubroeck, Lam & Cha (2007) present their hypothesis as to why transformational leadership is effective :
Hypothesis 1: Transformational leadership positively influences team performance through the mediating effect of team potency.
Hypothesis 2: The positive direct effect of transformational leadership on team potency is moderated by team power distance. The higher the power distance, the stronger the positive association between transformational leadership and team potency.
Hypothesis 3: The positive direct effect of transformational leadership on team potency is moderated by team collectivism. The higher the collectivism, the stronger the positive association between transformational leadership and team potency.
The 21st-century learner
Our students today have access to tools which were not available to many of our educators. Because of this, the way in which students access information, store and analyze data is quite different. Teachers who have not begun incorporating technology into their regular classroom routine, are failing students who will not be as prepared for the world in which they live. In all of my transition meetings both within my own school and with my network of schools, it is apparent that ICT (information and communication technology) plays a key role. It is imperative that administrators help teachers see the benefits of its use. In a study on leadership, participants represented 218 financial services teams working in the Hong Kong and U.S. offices of a large multinational bank. At the end of their study, researchers found that leaders needed to adapt to their followers as they possessed various belief systems. In sum, " team power distance and team collectivism are significant constructs driving these differences. Future research should explore how leaders can best harness the power of such team values to maximize team performance" (Schaubroeck, Lam & Cha, 2007, p.1028). If this is the case, principals must know their staff and where they stand on the use of technology, their attitudes and beliefs about using these tools to help students succeed in transitioning from year to year and school to school. In order to maximize its effectiveness, leaders must individualize support and set visions based on the specific needs of their staff. Transformational leadership practices have a sizable influence on teacher collaboration and significant relationships exist between aspects of transformational leadership and teachers' own reports of changes in both attitudes toward school improvement and altered instructional behavior (Balster, 1992).
As an emergent leader in my school, I have faced many challenges when trying to encourage my colleagues to adopt ICT tools that will enable smooth transitions as well as promote critical thinking and inquiry in the classroom. Vice-President for Education Innovation with AdvancED (https://www.advanc-ed.org/), Vicki Denmark presents characteristics of leadership which enable leaders to become transformational in a school setting (see graphic below). At first glance when examining this table, I can name several initiatives under each dimension that my administration along with us as a leadership team have developed and implemented. Perhaps where we still have some work to do is developing structures to foster participating in school decisions. Even though at each staff meeting, staff has input and do co-create goals, there is a sense that much of the information and ideas are coming from top down. As I look forward to the next school year, this is something that I will bring forward in our leadership and transition meetings.
It is clear that if one would like to create change not only in a school environment, but also in others, a transformational leadership approach would be useful. Staff members respect and trust these leaders. They clearly communicate their ideas and vision. In addition, staff are motivated by this type of leader and are encouraged to hone their individual strengths.
In order for my particular school and network of schools to create change and implement new programming, we must not only have the personal motivation to do so, the right team members and plan in place, but also, be led by a transformational leader so that the appropriate ICT tools can be adopted to encourage smooth transitions.
References
Cherry, K. (2016). What Is Transformational Leadership? How Transformational Leadership Inspires. Retrieved from: https://www.verywell.com/what-is-transformational-leadership-2795313
Denmark, Vicki. (2012). Transformational Leadership - A Matter of Perspective. Retrieved from : http://www.advanc-ed.org/source/transformational-leadership-matter-perspective
Schaubroeck, Lam & Cha, 2007, p.1028). Embracing Transformational Leadership: Team Values and the Impact of Leader Behavior on Team Performance. Journal of Applied Psychology. July 2007, 92(4), p.1020-1030.
"Transformational Leadership" Retrieved from http://bit.ly/1HUzLiT.
