“Effective leadership is not about traits or skills but an emotional process.” This statement from Friedman’s Theory video is applicable because I have learned that you can build on these leadership skills and don’t have to be a born leader. I like the analogy of comparing some humans to a virus. I believe we can all relate to this, misery needs company. In the past, I have tried to stay away from negativity because it can be contagious, similar to a virus. I absolutely agree that a major component of stress is getting caught up in the triangle, depending on my state of mind, sometimes I attempt to avoid these breeding grounds and focus on my own priorities. However, I am learning through Friedman’s theory and crucial conversations that avoidance is not the solution. The real solution is resolving the problem in the first place, to keep the toxicity from spreading.
It is easy to get caught up in just trying to accomplish day to day activities that it is challenging to initiate any real change. I have found that even well-planned initiatives can easily become lost if there isn’t any follow-up. I often take professional development that is meaningful at the time but when I try to implement these ideas, sometimes they get lost. In The 4 Disciplines of Execution, the store manager was asking his employees to choose one thing to focus on that week aside from the whirlwind, I thought this was powerful. Just focus on one thing different. I have found that what works best for me is to focus on one goal or one idea at a time. Instead of focusing on several strategies I just get too overwhelmed and stop all of them.
The six sources of influence are structured effectively. It really does assess any future obstacles and how to provide direction back to the primary goal. In the next few months, I will be implemented my blended learning initiative. Through the personal section, I have developed ways for teachers to understand how this benefits their classroom and teachers specifically. Many times, we are making changes and hearing about this through a campus-wide meeting, but don’t see the relevance to our specific classroom and the needs of our students. In the social section, I have addressed how to provide an effective culture for administrators to model the use of this technology and provide a support system for teachers to interact and problem-solve. The structural section provides an opportunity for teachers to receive praise and awards for effectively using technology effectively. Also, this is a crucial section because without structural ability the whole goal falls apart. Teachers need to have access to use of properly working technology, or blended learning will not be possible.
Education Changes Behavior:
There are connections between the strategies that promote change between Dr. Cross ideas and Influencer’s model. Dr. Cross speaks about education changing behavior by making things tangible, include interaction and personalizing the change. There were so many examples in the Influencer of how the same education ideas made positive change possible. One example in the Influencer was where doctors were encouraged to wash their hands, but until this became personalized and tangible, a minor change occurred. When each doctor received a picture of what germs existed on their hands this both made the germs visual and personal to the specific doctor. This reminded me of Dr. Cross example of demonstrating to homeowners the leak in their home was the size of a basketball. When we can visualize the size, we are more likely to take action. We can logically understand the problem, but until it is isolated to directly to us, and we can visualize the problem, we tend to ignore the problem.