Note: Over the next few weeks, I’ll be reading Eric Scheninger‘s book, Digital Leadership. Eric was kind enough to send me a copy and I’ll be sharing my notes and thoughts as I work my way through it. I’m honored that Eric sent me a print copy to read and share my thoughts on. Comments in square brackets are mine, the rest is the author’s.
MyNotes – Chapter 3: Keys to Leading Sustainable Change
- Shares the example of Dr. Spike Cook, who realized the benefits of sharing his personal insights as a principal, husband, father and teacher…his blog facilitated the development and communication of his shared vision through conveying the image of his ultimate educational setting.
- Prior to his social media transformation, Dr. Cook would send out a weekly email (e.g. Monday Memo, Friday Focus). Afterwards, he created a weekly update blog and included videos, pictures, and relevant information carefully designed to increased learning and 21st century skills as they told the story of the school.
- Spike has never mandated technology integration. . .he feels that modeling is the effective leadership route to help his teachers grow. He rewards teachers who take risks and supports all teachers in what they need to be successful.
- Many of our shools are broken because our techniques have not shifted in line with societal changes.
- Michael Fullan’s Six Secrets of Change:
- Love Your Employees – Trust and support them unconditionally.
- Connect Peers with Purpose – allow teachers to have a voice in the decision-making process and to craft how policies and mandates will be implemented.
- Capacity Building Prevails – the effectiveness of distributed leadership resides in the human potential available to be released within an organization, an emergent property of a group or network of individuals in which group members pool their expertise.
- Learning is the Work – leaders must not only be creative in finding time to engage in PD during the day, but consistently model lifelong learning themselves.
- Transparency Rules – Sharing more information will increase engagement in the change process.
- Systems Learn
- “This is too hard.”
- “I don’t have the time for this.”
- Lack of collaboration. (“Together we are better”)
- Directive approach. Model effectively rather than tell someone to do it.
- Hierarchy in schools.
- No support.
- Fear of Change
- Naysayers and antagonists.
- Poor professional development.
- Frivolous purchases.
View my Flipboard Magazine.
Make Donations via PayPal below: