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Succession research and initiatives

Succession research and initiatives. Michael Bezzina Australian Catholic University. Recent Australian Overview. Anderson, Gronn , Ingvarson , Jackson, Kleinhenz , McKenzie, Mulford , Thornton(2008) OECD Improving School Leadership Activity: Australia Country Background Report.

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Succession research and initiatives

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  1. Succession research and initiatives Michael Bezzina Australian Catholic University

  2. Recent Australian Overview • Anderson, Gronn, Ingvarson, Jackson, Kleinhenz, McKenzie, Mulford, Thornton(2008) OECD Improving School Leadership Activity: Australia Country Background Report

  3. OECD major succession findings: Principal supply • Difficult to access data on shortages across states and systems. • The workforce is ageing. • Main reasons for wanting to be principal: • Wanting to make a difference • Enjoying leading and managing • A range of factors influence aspirations and applications. • Small schools experience unique problems.

  4. OECD major succession findings: Aspirants • Leadership aspirations differ, but in the studies cited estimates of the numbers of teachers willing to pursue principalship ranged from 12% to 30% • The nature and extent of aspirant identification by employers is highly variable. • Self identification is gradual, trial and error and marked by vulnerability and lack of support.

  5. OECD major findings: Employer response • Comprehensive programs – elaborated across the career eg Victoria (and Sydney CEO) • Targeted eg • WA Rural Aspirant Program (rural), • Sydney CEO Leaders for the Future (under 30s) • Lutheran Education Australia Leadership Development Program

  6. OECD: Issues • Disengagement in “lead up” roles • Identification of aspirants • Leader career paths- lack of research on pathways and influences • Principal role design – expansion and intensification • Lack of principal diversity • Principal wellbeing

  7. Some principal diversity?

  8. DIY research! • A mix and match exercise • Side A: In twos and threes: • What do you think are the essential elements of processes to support leadership succession? • Side B: In twos and threes • Share with one another a current example of a program for aspiring leaders with which you are familiar.

  9. Our essential elements

  10. Initiative: Lutheran Education Australia • Target: Those “deemed to have potential for leadership and the ability to fill leadership positions in Lutheran schools.”

  11. Lutheran • Elements: • profiling exercise, • ongoing mentor relationship, • professional practice project, • portfolio development • conference with established leaders, • formal postgraduate study, • regional support.

  12. Lutheran • Leadership dimensions: • spiritual leadership, • authentic leadership, • educative leadership, • organizational leadership and, • community leadership

  13. Lutheran • Leadership capabilities : • theological, • personal, • relational, • professional, • managerial, and • strategic.

  14. Initiative: HayGroup proposal • Proposed national program • Target: “Highly effective teachers who have demonstrated leadership ability and have identified potential to grow into principalship or other senior school leadership roles.”

  15. HayGroup Selection criteria • 1. Leading Learning and Teaching • 2. Demonstrated Leadership Ability • 3. Capacity for Personal Growth

  16. HayGroup Leadership dimensions • Educational • Interpersonal Leadership • OrganisationalLeadership • Emotional Intelligence • Visionary Leadership

  17. HayGroup • Elements: • Pre-program diagnostics, • residential, • regional mid-point gathering, • sponsor support and peer learning, • school improvement project • peer learning groups • online materials • negotiated tertiary credit

  18. Overarching framework: Sydney CEO • Features • Whole of system/whole of career perspective • Research based • Overarching leadership framework • System wide support

  19. Sydney CEO • Leadership dimensions • Strategic leadership • Organisational leadership • Human Resource leadership • Religious leadership • Leadership for learning

  20. Sydney CEO • Elements- professional learning • Leaders for the future (under 30s) • Induction for coordinators • Developing leadership skills for middle managers (coordinators with three years experience) • Induction program for Assistant Principals • Preparation for Principalship/Enrichment Program for Assistant Principals (minimum of 2 years in role) • Induction program for Principals • Experienced Principals Leadership Program

  21. Sydney CEO • Elements – Performance Review • Generic role statement • Annual Development Plan • Active role description • Annual discussion of achievements

  22. Sydney CEO: Leaders for the Future • Target: • Any interested teacher under 30 years old – all were invited.

  23. Sydney CEO: Leaders for the Future • Elements • 16 three hour, post school or vacation modules • Speakers from other areas as well as education • Negotiated tertiary credit • Launch and Graduation - recognition

  24. The challenge • “Today's leaders need to grow in a leadership rich environment - one that is invitational, developmental and explicit. It is an environment where leadership, initiative and corporate responsibility is an expectation of all staff. That means leadership development is as much a part of formal reform and development agenda of school as curriculum and structural change.” Principals Australia

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