Michael Fullan has come
with a frame work that empowers leaders to deal with complex changes that is
indisputable in today's world. In his
framework for leadership it integrates the five core competencies by attending
to a broader moral purpose, keeping on top of the change process, cultivating relationships,
sharing knowledge, and setting a vision and context for creating coherence in organizations
(Fullan, 20001). Fullan (2001) claims that leaders who adopt this framework will
be transformed into exceptional leaders, who constantly mobilize their people
to do important and difficult work under conditions of constant change.
Moral Purpose
Effective leadership consist
of having a purpose of making a difference in the organization and its people
by coming up with strategies that assemble many people to deal with difficult
problems (Fullan, 2001).
Understanding
Change
Fullan (2001) describes
that it is significant to understand change in order to lead it better. Without
knowing what the changes it is impossible to direct on the change. The leader
needs to identify the difficulties in the change and ways to tackle those complications.
Relationships
According to Fullan (2001)
it is not the people in the organization that assist the manager to become an effective
leader instead it is the relationships formed by the manager and his/her
subordinates that make him/her a good leader. It is important to accept all subordinates
no matter of the culture or social backgrounds. Leaders should be able to get
along with all of his/her subordinates. The interactions between the leader and
subordinate play an important role in becoming an effective leader (Fullan,
2001).
Knowledge
Building
Effective leaders should
be knowledgeable about what is going inside and outside the organization
(Fullan, 2001). Leaders should have sufficient, most up to dated and relevant
knowledge which will impact the organization in the slightest manner. In
addition, Fullan (2001) believes that effective leaders must share and
articulate the knowledge to his/her subordinates. It is also important to make the
knowledge shared convincing and believable for others.
Coherence Making
Effective leaders values
and implement the design that works best for the organization/for a specific
situation (Fullan, 2001).
In
addition to these, Fullan (2001) identifies the significance to maintain high
energy, enthusiasm and hope to encourage people to feel that even difficult
problems can be tackled productively.
What are the implications in our workplace?
As
leaders it is important to meet the demands of the globalized world by having a
purpose of making meaningful change within the organization. In order to
implement a change, firstly leader should understand the change and have sufficient
knowledge/data or fact about the change, its benefits and drawback, its
challenges and ways to deal with the challenges. Once the leader understands and
gathers enough evidence of the worthy change, next is to articulate the changes
and convince his followers about the change. For gaining the trust of the
leader it is important that the leader had built and maintained good
relationships with the followers. Leader’s should accept and have meaningful
interactions with all his followers. Hence, Fullan’s Framework for leadership
can be applied in all situations where there is a manger and his subordinates.
References
Fullan, M. (2001). Leading in a Culture of Change. Retrieved on
March 20, 2014 from http://iowaascd.org/files/5413/4503/4056/MFullanAug15.pdf
Motivating learners requires educators to move into new ways of valuing and collaborating in partnerships with learners and peers building a culture of shared learning to change the culture of a teaching team
ReplyDeleteExactly sheila. I feel that motivating and making relationships with colleagues and fellow staffs is very important for a leader when dealing with dynamic situations
ReplyDeleteThanks Aisher. I like the idea of motivating students. Recently I saw a video of Csikzentmihali (interesting name; the spelling is difficult) on "Flow the secret to happiness". Anyway he goes on to investigate intrinsic motivation. Somewhere in his video (or in one of his books), he came to the conclusion that a measure of challenge is needed for people to be intrinsically motivated!
ReplyDeleteI'm still reflecting on this to see what the implications are in the classroom setting, and asking if it is even ethical to engineer 'challenge' (hardship) with a view at achieving intrinsic motivation in students.
Cheers, Jason
Aisher, I agree with you that if technology is not integrated in teaching- learning process then the schools like ours really confront lots of challenges. This is quite relevant to my professional context as well.
ReplyDeleteMan B. Sunar
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