PP - Parents Confidence

Kaser and Halbert quote that, "Parents want to have confidence in their school and in the system as a whole." This is an interesting comment because I believe that parents although they want to have confidence in the system, they need to recognize that they are a part of the educational system. They are essential to the effective inner workings. I do believe that parents often may not realize that they are essential simply because they may not feel welcome or as educated as they need to be, to be part of the system. It is our job as leaders to help integrate parents as an essential part of the education system.

PQ- Clear Direction and sustainability

Kaser and Halbert talk about it being a leader's responsibility to develop a clear direction for the school. Who comes up with the clear direction? Is it the principal? Is it the staff? Is it the students? Is it the community? Is the clear direction decided upon ever really clear even if all parties are involved? How can one ensure that a vision encompassing all parties really exists in a school? I believe that an answer to this is essential in developing trust in the school community. Sustainability is another issue that I am also struggling with. At my school last year I helped to implement 2 school initiatives including Parent Reading Power and being a part of the the Network of Performance Based Schools. Both of these initiative were heavily supported by the Administration. However, since I moved away, both of these initiatives have been abandoned. I am concerned that the progess the students and staff had made last year has been lost. What could have been done differently to ensure sustainability in these two initiatives?

Emotional Intelligence

Kaser and Halbert say, "School leaders who are passionate about learning and improvement know that the must build a strong team both within and outside the school. This requires high levels of trust and emotional intelligence." (p.41)

My question, or in the words of Harjot what 'pinched' me is regarding emotional intelligence. How can (if it can in fact be learned) a leader learn emotional intelligence? What would this look like? If it can be learned, then can it be taught? Furthermore, with all of the malleable and fluid definitions of emotional intelligence how would you define EI for your own purposes and understanding? If you do take EI as the ability to be 'level headed' in the face of an emotional situation, could one consider the fact that to be human is to emote? To what degree should a leader curb their emotions for the service of their team?

Lots of questions I realize, touch on all, none or some!
-Myla Marks

PPs and PQs: Please Join the Conversation

In lieu of a make-up class, I've invited the Leading for Change course in PG, who are also studying the Kaser and Halbert Leadership Mindsets book, to join April and Terry and I on this blog. To review and discuss the concepts from the book that we find most compelling, I'm asking you to spend time posting two kinds of posts, or responding to them. You may want to respond to a post that appeals to you and check back a few days later to see what additional comments have been added. The purpose of this exercise is to come to a better understanding of the text through dialogue. In order to support one another's learning, please remember to challenge (or question or probe) as well as support ideas!

PP - this kind of post is a "provocative point". Post a short quote from Kaser and Halbert that you think will stimulate thinking - it may be a statement that not everyone will agree with, or that is not likely to hold true in all situations. Add a question that you believe will provoke and focus discussion. Check back once in a while to moderate the discussion or to summarize what has been said in a comment of your own.

PQ - this kind of post is a "persistent question". Try to identify ideas or statements in the text that continue to bother or trouble you. It can be something that you don't understand or simply wonder about. You may post an idea that you agree with but wonder how it would look in practice or in your particular setting. Ask the group to share their thoughts with you. Check back once in a while to review comments and let people know if their responses have begun to provide answers for you.

I look forward to participating, too!