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Summary LDR 535 Week 4 Applying Leadership Theories.docx LDR/535 Applying Leadership Theories LDR/535 University of Phoenix There are several leadership theories, which can be observed throughout the educational setting. The level of input in the various lea
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LDR 535 Week 4 Applying Leadership T LDR/535 Applying Leadership Theories LDR/535 University of Phoenix There are several leadership theories, which can be observed throughout the educational setting. The level of input in the various leadership theories ranges from shared responsibility to th...
ldr 535 week 4 applying leadership theoriesdocx ldr535 applying leadership theories ldr535 university of phoenix there are several leadership theories
which can be observed throughout the educ
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LDR/535
Applying Leadership Theories
LDR/535
University of Phoenix
There are several leadership theories, which can be observed throughout the
educational setting. The level of input in the various leadership theories ranges from
shared responsibility to the leader or another individual taking majority of the control.
The school I have chosen for this assignment as well as the duration of this course is
Francis Elementary in Aldine School District. Dana Stelly is the principal of Francis
currently. I spent two years working with Ms. Garrison has allowed me to observe a few
different leadership styles, which vary according to the situation at hand in the classroom
setting versus online.
The focus leadership style was the participative style. The style of leadership is
when the people affected by the decision have the most genuine amount of input, but the
leader of the building makes the final decision. Lam, Huang, Chan (2015) define
participative leadership style as shared influence and joint decisions being made between
the leader and the followers. Mr., Sciarabba is always asking for input from staff
members and when creating committees and teams of teachers he asks for teachers to
volunteer to join a committee. He is open to suggestions and feels that the staff members
have many ideas that should be shared but he ultimately makes the final decision after
receiving input from the staff. However, with this leadership style it can occasionally be a
struggle because the staff members do not always participate. According to Lam, Huang,
Chan (2015) state that there is often a high level of reluctance with the participative
leadership style because it requires employee participation as well as the leader releasing
some of the control over the decisions being made. Also, Ford and Fottler (1995) state
, that releasing control is often hard for some administrators because if the employees fail
to perform adequately the leader is still held accountable. In most cases leaders give their
employees just enough input that they improve their performances (Ford & Fottler 1995).
Therefore, your leader would only partially implement the participative leadership style,
the employees could get confused and misread the cues the leader is giving off causing a
lack of input or effort (Ford & Fottler 1995).
Another leadership style observed was the coaching style that John Whitmore
(2009) defines the coaching leadership style as the means to “tutor, train, give hints to,
prime with facts”. The leader works with those staff members to help train them to
become leaders by creating a strong, supportive relationship between them. The key point
that John Whitmore (2009) makes is that the person, or people, being coached are
learning the skills needed to be successful. Of course, these skills are not directly taught
by the coach, they are instead simulated so that people being coached must look within
themselves to solve their internal obstacles and improve their performance. “Coaching is
unlocking people’s potential to maximize their own performance” (Whitmore 2009). The
main point of coaching is to unlock their ability to learn rather than instruct them while
helping them learn all that the coach knows.
When speaking with Ms. Garrison she discussed how there were a couple of other
teachers that do not collaborate well with other staff members and rarely participate in
staff meetings or grade level meetings. I would later see this in staff meeting that I would
attend. However, after the training and with using the coaching leadership style with the
staff in order to mentor and support us in increasing our competency level with
collaboration. Ms. Garrison would tell us that young teachers would value more than the
older teachers and be stronger teachers so her reason for coaching the young staff
member specifically is so that teacher can enhance their strength and leadership skills in
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