9:30am Our first Leading from the Middle Development Day.
Another welcoming start to the day, if a little tight for space. The opening discussions on protocols led to a sharing of our perspectives for the course, with and between delegates. Not an atypical start to a course however my frustrations was that a significant amount of time was allocated to professional themes.
‘As middle leaders subscribed to LFtM are we not lead professionals? I would like to think that we were aware that we should show trust, discretion, professionalism, honesty, that we were expected to participate and mediate constructive criticism of ourselves and of one another….’
I made these notes following the lengthy 55 minute development day opening. By the end of the course and considering the confidentiality of some of the topics discussed during the day, it was important, if a little long winded.
Next, Boyatism – International Change Model set against a diagnostic model we had completed at the start of the course. Now, I have to admit that the diagnostic model provided valuable feedback for me personally, but I am finding this review a little turgid. More on leadership and here we are being reminded that leadership change is “not automatic,” that change needs “action, monitoring and reflection.” This early into the experience. I find myself thinking how best I can use my time? Perhaps I should be more open-minded and take more care listening to the conversation. Break…
How do we learn leadership?
Without question the main contribution to the delegates (and my own learning) was “modeling positive leadership behaviour in others” delegates have/are worked/working with. The needs around our table highlighted that the opportunity to learn / lead actions to address ‘the really difficult, under-performing or inappropriate professional behaviour,’ were rarely offered. It was conceded, that the nature of these leadership opportunities / situations made it almost impossible to experience. As a consequence, the most challenging leadership/professional situations may become sink of swim situations later on in our careers. Where / when do we learn these skills?
Time was given over to reviewing the diagnostic feedback we had received, but as I had already done (and posted) this. A little frustrating, I used the time to catch up on other duties / reading and so forth. Making notes about the experience to date that you are reading here. In the lead up to lunch we review changed models, Moharry model and how you extend the influence the public / open content about you and your leadership. An interesting concept but perhaps more applicable to dispersing a leadership teams ‘public content’ than to that of an individual, IMHO.
The afternoon sessions focused on ‘Coaching and Mentoring.’ However, our triad were distracted and discussed the relevancy of coaching to our positions / role rather than engaging in an observed coaching task. Coach, coachee and observer. It didn’t work, it felt contrived. I don’t like role play at the best of times. Most importantly (instead) our conversation focused on whether you can coach or be coached when the roles are not sufficiently disparate. We were still undecided despite encouragement to see coaching as a leadership tool. One interesting point I drew from a colleague’s response was that if we are to encourage coaching, should the coach be an external role, an employee not directly employee by the school but perhaps the County? If given an external coach, would colleagues be more open and the outcomes monitored more appropriately/skillfully? In truth, coaching in such a small team is a challenge, but to support coaching between colleagues may be an option. Given the time I might post and extend this conversation in the course forum.
To end, a number of tasks were set and some online expectations. Finally, identifying the coaching sessions with my coach at Hamble College, dates for Day 2. That’s a wrap for Development Day 1. Overall, 5/10. I enjoyed the peer conversation, unsure about the structure/content of the day especially as I had given up personal time to review the diagnostic model, that was then given to us on the day.
(I forgot to publish this post, so back dated it sorry).