Download
1 / 16
160 likes | 269 Views
This document presents critical insights into the aspirations and challenges faced by educators in Australia, especially regarding leadership positions such as principals and assistant principals. Conducted as part of comprehensive research under Professor Gronn at Monash University, it explores factors influencing leadership aspirations, including job satisfaction, personal life impact, and societal perceptions. Key strategies for attracting, selecting, developing, and retaining aspiring leaders are discussed, alongside disincentives that particularly affect female educators. This research aims to inform educational policy and planning.
E N D
I’d rather drive a different bus AIS NSW 14 May 2007
Research history • Masters of Education • PhD • Monash research with Professor Gronn • Eleanor Davis • APPA
Current projects • Teaching Australia • University of Melbourne • APAPDC • Eleanor Davis
Key definitions • Aspirations • The level and type of position which teachers ultimately hope to attain • Succession planning • A deliberate and systematic effort made by an organisation to recruit (attract and select), develop and retain individuals capable of implementing current and future organisational goals.
Current leadership aspirations • Be a classroom teacher 53% (51%) • Be an assistant principal 12% (5%) • Be a principal 12% (12%)
Factors that impact on leadership aspirations • Job satisfaction • Challenge as a motivator • Perception of job satisfaction • Impact on personal life • Career planning
Incentives • Opportunity to motivate others • Opportunity to impact on the learning environment • Opportunity to shape an educational vision • Meaningful, interesting, challenging work • Gaining new skills
Disincentives • Stress level of the job • Time required by the job • Effect on family • Impact of societal problems on the role • Adequacy of school budget
Strong disincentives for females • Effect on family • Offer of increasing responsibilities • No/less direct teaching • Stress level of the job • Accountability requirements • Demands of parents and/or the community • Community attitudes towards principals
Blockers to aspirants • Location of the position • Selection processes • Time required by the role • Age/gender of the participant • Community perceptions of what a leader looks like
Strategies • Attraction • Selection • Development • Retention
Attraction - the bait • Perception of the role v reality • Reality • Workload • Conditions • Fast track for career changers • Flexible work options • Networks • Professional supporters
Selection - the hook • Merit and equity • Resilience • Preconceived ideas of what a leader looks, smells, sounds like
Development - the line • Aspirants • Shadowing • Acting • Leadership Programs • Mentoring • Induction • Coaching • Mentoring • Skill development • Experienced • System leadership • Sabbatical
Retention - the sinker (or reel) • Role overload and intensity • Job swaps • Challenging assignments • Coach/mentor roles • Co and part-time principalship • Networks
Key papers • Understanding principal-class leadership aspirations: Policy and planning implications • Women in teaching: Factors that impact on their leadership aspirations • How sad, Too bad: Patterns of resilience among aspirant principals • Cloning their own: Aspirant principals and the school-based selection game • Positioning oneself for leadership: Feelings of vulnerability among aspirant school leaders • Expectations and realities of mentor relationships • Attitudes to job-sharing and co-principalship
