1	Recipes for Successful Leaders ED 7304 Fall Semester
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3	Recipe for Discipline For discipline to be a successful and useful tool in public schools, administrators must be versed in their district’s discipline policy. The policy should reflect the community culture School board School administrators Teachers Community Serves the needs of the local education community and is legal
4	Discipline Who adopts a student code of conduct? Chapter 37 of Texas Education Code The local board of Trustees Recommendation of the district-level of committee
5	Ingredients of Discipline What should be included in the plan? Specifications for circumstances leading to removal from school Authorization to transfer student to alternative education program Conditions for which student might be suspended
6	Ingredients cont. Guidelines specifying the length of time a student may be suspended Guidelines for punishment of children with disabilities Guidelines for notifying student’s parents or guardians of violations
7	Recipe for Diversity Diversity occurs when a company hires people who have a broad range of the following: Backgrounds Characteristics Qualities
8	Ingredients for Diversity Respect for differences Demonstrate commitment to community relationships Accommodation for physical and developmental abilities Power sharing Tolerance of differences Focus on innovation and creativity Collaborative conflict resolution process Diversity education and training
9	Application of Diversity Begin by having genuine respect for differences Commit to improve relationships Take actions to accommodate differences Be prepared to share the power Practice tolerance with each other; this will bring innovation and creativity Conflicts will arise
10	Application of Diversity cont. If conflicts arise practice conflict resolutions When in doubt, add education and training
11	Recipe for Communication A leader must have the ability to anticipate, understand, and respond efficiently Communication must flow between administrator, staff, and the community
12	Ingredients for Communication Poise Education Sympathy Multicultural understanding Extrovert Honesty Genuine Concern Flexibility Openness
13	Application of Communication (Examples or Suggestions) Use e-mail to communicate to employees and staff Select appropriate department level coordinators Employee and staff meetings need to occur at least once a month (PTA/PTO and board meetings) Maintain good rapport with community through newsletters
14	Tips for Effective Communication Watch your language (be careful not to offend) Follow through (do what you say you will do) Be truthful Be an active listener Manage conflict Respond; don’t react
15	Tips for Communication, cont. Give feedback Invite participation Keep your team up-to-date Connect personally with employees
16	Recipe for Staff Development Staff development is high-quality learning Ingredients: Identifying needs and characteristics of participant learners Identifying program characteristics of purpose, structure, content, process, and follow-up Identifying organizational characteristics that contribute to effective staff development
17	Application of Staff Development Information transfer—participants receive information about new approaches, techniques, or requirements Skill acquisition—when participants are taught a particular way to do something Behavior change—when new information and/or skills are taught with expectations that participants will apply the new learning and change their behaviors
18	Recipe for Mentoring Mentoring is a tool that organizations can use to nurture and grow their people Mentees observe, question, and explore; while mentors demonstrate, explain, and model
19	Ingredients for Mentoring Mentor who is motivated, willing to invest time and energy, and has excellent communication skills Mentee who is committed to expanding his/her capabilities, receptive to new ways of learning, and trying new ideas An environment conducive to the mentor/ mentee relationship
20	Application for Mentoring Orientation: time used to get to know each other, build trust, and develop expectations This stage will lay the foundation for a strong and beneficial relationship
21	Application for Mentoring cont. Cultivation: the most rewarding time for both mentor and mentee Mutual trust has developed giving the mentee confidence to challenge the mentor’s ideas and visa versa
22	Mentoring cont. Separation: the relationship begins to draw apart after a year or two The mentor, at this stage, should step back from the formal relationship and discuss with the mentee how they wish to continue their relationship
23	Mentoring cont. Refining the relationship: at this point both parties can regard one another as equals They continue to have some form of interaction, although it is now on a more casual basis
24	Pitfalls Mismatch between mentor and mentee When one or both members feel uneasy with the other Unrealistic expectations Mentee expects or demands too much from mentor Expectations need to be clearly defined from the beginning Confidentiality breaches Mentor must be trustworthy and able to keep confidence
25	Benefits of Mentoring Relationship For Mentor: Increased motivation Challenge New insights and perspectives An opportunity for self-development Build self-esteem and job satisfaction Opportunity to positively influence next generation Peer recognition Opportunity to improve communication
26	Benefits of Mentoring cont. For Mentee: A non-threatening learning opportunity Improved self-confidence Developing business expertise and technical knowledge Support and reassurance
27	Recipe for Morale The general level of confidence and optimism felt by a person, or group of people, especially as it affects discipline and willingness “Everybody needs to feel like somebody.”—Anonymous “There is no limit to what can be accomplished if it doesn’t matter who gets the credit.”—Ralph Waldo Emerson
28	Ingredients for Morale Ingredients: Motivation Communication Trust Cheerleading Integrity Praise Culture of partnership
29	Application of Morale Combine the above ingredients throughout the entire building Liberally spread throughout the hallways Add more of any ingredients as needed
30	Recipe for Motivation Motivation is giving desire or incentive to work and do your best Two types of motivators Intrinsic motivators: internal rewards Extrinsic motivators: tangible rewards
31	Ingredients for Motivation Ingredients: Positive attitude Recognition for good work Notes of thanks Small tokens of appreciation Humor and appropriate play Positive feedback and verbal praise
32	Motivation cont. An effective leader mixes all these ingredients together to create a positive, happy, and fun work environment Ingredients can be adjusted as needed to keep a good balance
33	Recipe for Leadership Showing others the direction to follow Getting somewhere first and setting an example Believing in something other than self and work as a member of a team
34	Recipe for Leadership cont. Involves hard work, and leaders must stick to promises made Have focus and assist in establishing clear goals Goals must remain at the forefront of all operations Be willing to actively challenge the status quo Inspire and lead others to new and challenging innovations Adapt a behavior that adjusts to the needs of the current situation, yet be comfortable with dissent
35	Ingredients for Leadership Trust Patience Flexibility Ability to live with ambiguity Self-mastery Stewardship Visioning Persuasive communication Responding with understanding Empowerment Empathetic listening Open communication Guidance Excitement Reflection Discipline Service Willingness to ask for help Encouragement Channeling of action
36	Application of Leadership The most important aspect of this recipe is to measure what really counts Be a coach not a dictator Explain the purpose and importance of what you are trying to teach, and explain the process to be used Show others how it is done
37	Application of Leadership cont. Watch carefully as the person practices the process, and provide immediate and specific feedback Always express confidence in the person’s ability to be successful at the task, and agree on follow-up actions
38	Leadership Take all ingredients and adjust as needed Allow people to learn from successes rather than from failures People need direction, knowledge, skills, resources, and support It is hard to preach people into changing their behavior Work to develop confidence
39	Leadership cont. Remember that changing behavior takes time There is absolutely no substitute for practice with feedback Leadership involves allowing others to practice Watching someone else practice does not do it
40	Conclusion of Leadership If the ingredients are not the right consistency, do not be afraid to offer a guiding hand and open doors to clear the way. Help assess performance to enhance ability. Do not control too much, but do not abandon that control. Leadership involves being able to make decisions that others are not able to make.
41	The Ten Commandments of a Good Leader Believe in something other than yourself Listen to others Work in a team; never be a loner Be considerate of a different opinion Stand for what you believe even when criticized Be a peacemaker above all Be patient with other people, even though they do not see things your way Stick to the promises you make Work hard as a leader Most important. Thank people for what they do for you even though you may not receive thanks
42	References http://ideapractices.org – General Reference for IDEA http://ideapractices.org/law/brief/brief05.php - Questions and Answers site for federal discipline laws for special populations. http.www.tasb.org/policy/discipline/chapter37_clean.pdf – Texas Education Code Chapter 37 – Discipline
43	References cont. Nelson, J., et. al. (2000). Positive Discipline in the Classroom, Revised 3rd Edition: Developing Mutual Respect, Cooperation, and Responsibility in Your Classroom. New York: Prima Lifestyles Marshal, M. (2001). Discipline Without Stress Punishments or Rewards: How Teachers and Parents Promote Responsibility & Learning. Kansas City: Piper Press
44	References cont. National Staff Development Council – www.nsdc.org Association for Curriculum and Supervision Development – www.ascd.org Northwest Regional Educational Laboratory – www.nwrel.org Texas Elementary Principals and Supervisors Association (TEPSA) – www.tepsa.org
45	References cont. Texas Association of School Administrators (TASA) – www.tasanet.org University of Texas Dana Center – www.utdanacenter.org Dunleavy, James. Mentorship: A Matter of Professional Responsibility. PT: Magazine of Physical Therapy. March 2004 Hairston, Carolyn J. Mentorship. Reporter, March 200, Vol. 27 Issue, p31, 2p
46	References cont. Mathis, Robert L & John H. Jackson. 2000. Human Resource Management. Atilla the Hun The Leadership Pill Who Moved My Cheese? FISH by Stephen C. Lundin, Ph.D., Harry Paul, and John Christensen
47	References cont. http://www.educationworld.com/a_admin/admin/admin289.shtml http://www.ericdigest.org/pre921/motivating.htm Byham, W.C. Ph.D. (1992). Zapp! in education. New York: Fawcett Columbine. Sanborn, M. High impact leadership: how to be more than a manager. Boulder: CareerTrack Publications.
48	References cont. Waters, T., Marzano, R.J., & McNulty, B. (2003). Balanced leadership: what 30 years of research tells us about the effect of leadership on student achievement. http:// www.mcrel.org/topics/productDetail.asp?topicsID=7&produc Managing Diversity--The Courage to Lead by Elsie Y. Cross The Origins of Cultural Differences and Their Impact on Management