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M. Wakeham CCEAM 2014 1
Boundary-spanning leadership practices of central office leaders and principals in families of schools in a school
system: Distributing leadership and creating innovation
Margaret Wakeham
Ph D Candidate
Memorial University of Newfoundland
M. Wakeham CCEAM 2014 2
Context Study Findings Discussion
Overview
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◦Boundaries help define and delimit the roles of individuals and groups in organizations and communities (Adams, 1976; Akkerman & Bakker, 2011; Aldrick & Herker, 1977; Ancona & Caldwell, 1992; Ernst & Chrobot-Mason, 2011; Tushman & Scanlan, 1981).
Boundary Spanning Leadership
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Boundaries are points and edges of contact rather than barriers, where individuals and groups meet, navigate differences, manage tensions, share stories, exchange ideas and skills, and build relationships (Ernst & Chrobot-Mason, 2011).
Boundary Spanning Leadership
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Boundary spanners or boundary crossers have extended their roles across and through structural and social confines to influence the effectiveness of organizations and communities (Krochik & Tyler, 2009; Miller, 2008; Steele, 2010).
Boundary Spanning Leadership
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For decades, research in business and the social sciences has examined boundary spanners in organizations as ◦ disseminators of information and influence◦ bargaining agents◦ managers of activities across groups(Adams, 1976; Aldrick & Herker, 1977; Tushman & Scanlan, 1981; Ancona & Caldwell, 1992).
Boundary Spanning Leadership
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Recent research has highlighted the role of boundary spanners as ◦ agents of cohesion, ◦ respecters of diversity, ◦ builders of organizational capacity, ◦ forgers of relationships, ◦ sense makers◦ leaders of change (Akkerman & Bakker, 2011; Ernst & Chrobot-Mason, 2011; Ernst & Yip, 2009; Marrone, 2010; Palus, Chrobot-Mason, & Cullen, 2014; Williams, 2011).
Boundary Spanning Leadership
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As school systems engage more regularly in interactions within and across settings, roles and functions, leaders must achieve a deeper appreciation of how boundaries affect school improvement, organizational professionalism, and shared leadership (Brundrett, 2010; Miller, 2008; Robertson, 2009).
Boundary Spanning Leadership
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Leadership at the boundaries of groups, settings and identities emerges as an important area of study for public education (Akkerman & Bakker, 2011; Millward & Timperley, 2010).
Boundary Spanning Leadership
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More needs to be known about the boundary spanning leaders in school systems and how they engage with individuals, groups, networks and communities to realize change (Akkerman & Bakker, 2011; Ernst & Chrobot-Mason, 2011; Marrone, 2010; Millward & Timperley, 2010; Steele, 2010; Williams, 2011).
Boundary Spanning Leadership
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What are the boundary spanning practices of school district leaders and school principals in families of schools in a school system?
Research Question
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This paper explores how central office formal leaders and school principals in two families of elementary schools in a large urban school district in Atlantic Canada engage in boundary spanning leadership practices.
The Study
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Multi-case study Purposeful sampling Semi-structured interviews 5 Central office leaders
◦ 2 executive leaders◦ 3 senior education officers
8 Principals ◦ 4 from the Light family ◦ 4 from the Beam family
Methods
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Boundary spanning interactions ◦ Central Office with
1. Each other 2. Principals 3. Teachers 4. Others
◦ Principals with 1. Teachers2. Central office or other principals3. Others
Findings
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Boundaries ◦ Hierarchical◦ Organizational◦ Geographical◦ Professional ◦ Personal ◦ Ideological ◦ Cultural ◦ Political ◦ Socio-economic◦ Other
Findings
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Findings
Boundary Spanning
LeadershipMultiple Formal and Informal Leaders,
Distributed Leadership, Shared Purpose, Internal and External Groupings
Transforming Systemic Change, Growth, Creativity, Innovation, Risk-
taking
Creating Conditions
Safety ,Trust, Diversity,
Commitment , Relationships,
Identities, Connections,
Experiences, Culture, Belonging, Support
Administering Coordination,
Management, Planning, Organizing, Buffering, Resources, Monitoring,
Evaluating
Making Meaning
Communication, Interpretation,
Development and exchange of skills,
knowledge and practices
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Central Office Leaders Scheduled meetings and being prepared for unscheduled
meetings consumed a large portion of their work. One executive said “he lived by the calendar.”
Expected the unexpected Organized teleconferences, online forums, and used
conferencing platforms that functioned to support meetings across locations to increase efficiency and reduce costs
Attended school functions Implemented provincially mandated directives and
organized in-service sessions Buffered interruptions Monitored schools
Administering
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Principals Short and long term plans Plans interrupted Organizing Monitoring Using technology Resourcing
One principal compared the nature of her job to a “lighthouse” because she had to “turn rapidly and cast[the]light on so many different areas”, respond to countless and persistent requests from all levels, in what she called “rapid fire change ups.”
Administering
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Central office leaders Gathered data, conducted research Talked to constituents to craft policies Helped solve problems Developed and exchanged skills, knowledge and practices Helped connect schools with other schools Surfaced common themes, strengths and needs within
families of schools Articulated district strategic plans
◦ One of the executives referred to the district strategic plan as a “living document,” and remarked, “We’re constantly referring back to that when we meet and engage with principals.”
Participated in school development plans Leadership development programs
Making Meaning
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Principals Principals believed that the strategic plan of
the district, the school development plan, and the professional growth plans of teachers provided a context for making meaning.
Making Meaning
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Central office leaders:◦ establishing trust, ◦ providing safety, ◦ supporting diversity, ◦ fostering commitment, ◦ nurturing relationships, ◦ building identities, ◦ forging connections, ◦ sharing experiences, ◦ developing a shared culture, ◦ assuring a feeling of belonging.
Creating Conditions
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Central Office Leaders “I like the personal interaction, face to face.” “pretty much an open door here.” Preferred the “human” contact where “I write
less and talk more.” Internal and external reviews: “you get to know
the schools intimately. You get to know the personnel”, “you get to know where they want to go. You know what the issues are. You know what the challenges are” and he called it “one of the most gratifying parts of what I do.”
Creating Conditions
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Principals Provide “opportunities for people to work together,”
as a way to “build trust” and “relationships” and to “soften the boundaries,” until they became “like friends” and were “more willing to share,” and the result was “greater opportunity for collaboration.”
Work as teams because teamwork empowers and makes “everyone better” and show appreciation for staff, thank them sincerely and make them feel “valued as individuals too, as part of a team.” And actions have to be “sincere” and not “a façade.”
Creating Conditions
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Principals Be ready to take a leadership role and ask other schools
with common interests to meet and address issues together; to offer your school as a site for meetings, and encourage other schools to do the same
Ensure “openness and respect” and the “ability to have conflict” and disagreements without damaging “professional relationships” so that a “diversity of ideas and philosophies” are aired and explored
People have to feel “safe” to bring “their concerns forward,” and know that their views will be heard and not “belittled.”
Creating Conditions
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Central Office Leaders The district had encountered problems with its student
assessment and evaluation policy resulting in considerable angst among teachers, their professional association and the broader public.
◦ They involved “stakeholders, teachers, program specialists, some of our senior staff” to work on a committee over a two year period to review, modify if necessary and implement the revised policy.
◦ The goal was to invite “people to embrace elements of the change, but also to listen and to, not just to the resisters of the change but to legitimate concerns, with where this policy was going.”
Transforming
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Central Office LeadersOne key lesson was: “if you are going to embark on major change, a significant amount of consultation has to happen up front,” and “you have to be clear about your vision” and agree on “what is negotiable and what is non-negotiable,” and appreciate that “certain aspects of a change agenda can be flexible without subverting the main thrust of the agenda.”
Transforming
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Beam Family Principals University met with the family of schools One school participated in a school to
university partnership to improve teaching and learning in her school. ◦ School, principals and teachers wrote proposal ◦ Teachers used project towards their graduate
degrees◦ Added resources to school
Transforming
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Light Family Principals 21st century learning family-wide PD Conceptualized by principals Organized and delivered by teachers
◦ Leadership ◦ Networking ◦ Enduring connections
The project harnessed leadership because “you had leaders at every grade level” and everyone learned “a lot of new things.” The principals felt that this PD project was “paving the way for the future in our schools, the way we want to be doing PD,” and bring about systemic change.
Transforming
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Central Office Leaders: Interact most frequently with other central office
leaders at their site Senior Education Officers had frequent contact with
schools.Principals: Interact most frequently with teachers at their
schools Some interact with principals in their families, while
others do not.
Location appears to be a powerful boundary.
Discussion
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In addition to structural and geographical constraints, boundaries such as personal background, political beliefs, professional status, education, age, gender, culture, affiliations, ideologies and values emerged as important (; Ernst & Chrobot-Mason, 2011; Ernst & Yip, 2009).
Knowledge of one another
Discussion
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• Administering • Families of schools• Liaison - conduits
• Making Meaning• Strategic Plans • Curriculum Implementation • School Development • Professional Development
• Creating Conditions • Pervasive
• Transforming• District • Family • School
Discussion
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Central Office Leaders and Principals engage in boundary spanning leadership
Technology is helping link leaders across sites depending on the tasks but face to face interactions still needed to create conditions to generate trust, safety, commitment and relationships
Getting to know one another is important Family of school arrangement may or may not
improve contact between member schools – may serve best for administration and communication purpose.
Leaders working together can transform systems
Conclusion