Leadership is not what you think about yourself rather it's about what your staff thinks of you. Leaders should provide a perspective on what the staff is trying to accomplish and set the context for staff to do its best work. Convince people that you're serious about your vision/strategy/work. Monitor your behavior as though you don't have access to your intentions.
1. Positive Coaching Alliance
ELM
Effort: Give your best effort every time you put a newspaper together
Learning: Continue to learn and improve each week
Mistakes: Mistakes are good; don't let mistakes stop you
SMART
Specific: Is the goal tangible & specific? Will I know if I've done it?
Measurable: Is the goal easily measured?
Attainable: Is the goal in the realm of possibility?
Relavant: Is the goal relevant to where I am right now?
Timely: Is there a definitive completion date?
Effort vs. Outcome
Effort: 100% under your control
Outcome: Not in your control
Examples from the blog: Edition 7, 6, 5
Examples of responses
2. North/East/South/West Model: Taken from Bonner Curriculum, Leadership Compass
Leadership Chart
Leadership response form
3. Daniel Goleman's Six Leadership Styles; "Leadership that Gets Results"
Tactical options (Commanding, Affliative, Pacesetting): good for short bursts; get in and get out ; goals can often times be unclear; enthusiasm not a priority
Strategic options (Visionary, Democratic, Coaching): easier to maintain over the long haul; goals usually clear; enthusiasm a priority
Biggest challenge for boys: letting go; they often lean on commanding or pacesetting style
Biggest challenge for girls: taking charge; heavy reliance on democratic & coaching
