12 thoughts on “Thought Paper 5”

  1. Distributed Leadership is a kind of leadership that involves teachers and principals working collaboratively(in complimentary but different ways)to build the capacity of the school to enhance it’s outcomes, particularly in relation to teaching and learning. It has some distinct characteristics like; mutualism, a shared purpose, and allowance for individual expression.
    Mutualism is a form of mutual trust and/or respect between teachers and principals of the school, each accepts the responsiblities and expertise that are associated with the role of each other.
    Sense of Shared Purpose a shared commitment to explicit values such as integrity in the context which is characterized by transparent decision making processes, collaborative-problem solving and positive communication.
    Individual Expression-leaders must posses a strong conviction about individual values as well as capacity to accomodate the values of co-leaders and work collaboratively.

  2. Distributed leadership is characterized as a form of collective leadership, in which the teachers develop expertise by working collaboratively. This distributed view of leadership requires schools to “de-centre” the leader and to subscribe to the view that leadership resides not solely in the individual at the top, but in every person at entry level who in one way or another, acts as a leader. Distributed leadership means multiple sources of guidance and direction, following the contours of expertise in an organization, made coherent through a common culture. Distributing leadership equates with maximizing the human capacity within the organization.
    It’s enabling other people to take over…to do things…It’s being able to trust other people. To be confident in your own ability to delegate tasks and know they will be done…to allow people to lead and not to try and control everything yourself.
    You don’t achieve things on your own. You set the way forward, lead by example, communicate what needs to be done and have to be hands on in the way you want it achieved. It doesn’t always have to be you doing the leading.
    There’s a lot of strategies can be used for distributing leadership. These includes involving others in decision-making, allocating important tasks to teachers and rotating leadership responsibilities within the school.
    Student outcomes are more likely to improve where leadership sources are distributed throughout the school community, and where teachers are empowered in areas of importance to them.
    The success or otherwise of distributed leadership within a school can be influenced by a number of interpersonal factors, such as relationships with other teachers and school management. The importance of these is evident, both with respect to teachers’ ability to influence colleagues and with respect to developing productive relations with school management, who may in some case feel threatened by teachers taking on leadership roles.

  3. Effective Principals creates conditions and structures that enable continous improvement of performance not only for children, but for adults as well. They provide opportunities for staff to participate in learning communities inside and outside the school. Effective principals know that such learning groups are necessary to further instructional practices and innovative and effective approaches to education.

    Educators in an effective learning community recognize that they must create collaborative structures to support them as they share ideas, materials, lesson plans and strategies. Collaboration go beyond camaraderie and even beyond cooperation. Members of an effective community join forces to create and implement a systematic process in which principals and teachers work together to analyze and improve practice.

  4. Distributed Leadership can be defined as ‘receiving great attention and increased support in recent educational discourse’ (Gronn, 2000; Harris, 2004; Spillane, 2006).

    Distributed leadership provides a theoretically-grounded framework to examine leadership practice, distributed perspective offers an alternative way of thinking about leadership in schools by foregrounding leadership practice and by suggesting that leadership practice is constructed in the interactions between leaders, followers, and their situations.

    Distributed leadership offers a framework for thinking about leadership differently. As such, it enables us to think about a familiar situation in new ways that come closer to approximating leadership on the ground than many of the traditional popular recipes for school leadership.

    According to some schools of thought, Distributed Leadership (D.L) is present in every organization even when the leader at top tries to micromanage everything and everybody. Good leaders have influence, not control, and they always rely to some extent on that infleunce to achieve desired goal for the organization.

    Its said that leaders don’t decide to distribute leadership, since it is already distributed. However, the irony is that the traditional leadership paradigm remains strong and impades progress in D.L., since people are likely to be skeptical about how effective leadership can be shared. It creates dilemmas for school principal

    Further more, I beleive that, employees may appreciate being consulted and granted some freedom to work, this may increase their multivation level. But because schools are organized hierarchically, with rules ,procedures and structures that facilitates certain kinds of leadership and thus inhibits others within the D.L.

    Distributed leadership is a non-hierarchical and inclusive leadership approach that fosters collaborative and ethical practice, performance is negatively impacted when people feel alienated and powerless, the “ability to empower others” “the commitments and capacities of organizational members” through bottom-up participation of others towards the attainment of organizational goals.

    Conclusively, D.L also holds certain setbacks, distributed framework gives minimal attention to the roles, responsibilities or circumstances under which the formal leader (i.e., the principal) must exercise leadership. To simply ignore the legislation and policies that define the role of the principal, and hold principals accountable for their actions and school-based results, would pose significant ethical, professional and organizational concerns.

  5. Although distributed leadership is being practice in a certain institution it does not mean that all the decision making will be done on that manner. As a Leader of the institution/school you collect ideas, information and other related information to make a sound judgement on what to do. Leaders are bound to make decision based on his assessment on the situation presented. Being a leader is sometimes difficult, decison are to be made no matter how hard that decision will be.

  6. First and foremost I would like to share some of the stories of leadership successes: there was a charismatic leader, often the CEO or school principal, takes over a struggling school, establishing new goals and expectations and challenging business as usual within the organization. This leader creates new organizational routines and structures that with time transform the school’s culture, contributing in turn to greater teacher satisfaction, higher teacher expectations for students, and improved student achievement. The story is good, however, there were problems seen which states two reasons. First, these stories equate school leadership chiefly with an individual leader typically the school principal. This is inaccurate because school principals, or any other leader for that matter, do not single-handedly lead schools to greatness; leadership involves an array of individuals with various tools and structures. The second problem with these accounts is their inattention to leadership practice. They dwell mostly on the “what” of leadership-structures, functions, routines, and roles-rather than the “how” of school leadership-the daily performance of leadership routines, functions, and structures. With these statements, Distributed leadership then is a recent antidote, or more correctly a series of antidotes, to the work in the heroics of leadership. Distributed leadership has garnered considerable attention in the United States and abroad. It often is used interchangeably with “shared leadership,” “team leadership,” and “democratic leadership.” Some use distributed leadership to indicate that school leadership involves multiple leaders; others argue that leadership is an organizational quality, rather than an individual attribute. Still others use distributed leadership to define a way of thinking about the practice of school leadership. My understanding of distributed leadership is somewhat spreading of a certain authority or simply a shared tasks wherein everyone is entitled to have its own rank that will allow him/her to open ideas, share and suggest what is good and what is better for the organization. It is also a collaborative work between leaders and members to achieve a certain pre-defined goals and to accomplish the things which are need to be done and with distributed leadership there is a product of the interactions of school leaders, followers, and their situation.

  7. Under distributed leadership, everyone is responsible and accountable for leadership within his or her area. It is an environment where everyone feels free to develop and share new ideas. A central goal of the approach is for individuals to succeed in a setting of shared purpose, teamwork, and respect in which can reach out to help one another and feel free to ask for help. In other words, distributed leadership supports and strengthens already outstanding individuals. It doesn’t mean delegating, it encourages finding of an individual’s expertise and effort to turn mistakes into discovery of new techniques. Not everyone here decides, but contributions of ideas are strengthened to have the best output. Everyone matters and is given a chance to be more efficient, meaningful and effective.

  8. Distributed leadership defines differently with other types of leadership. It delegates works for every member, not being autocratic and gives openness for organizations. Leaders should be a good example and can manage organization by distributing or delegating works for the members. It emphasizes the equity of people working in an organization through good leadership and participation on decision making. The treatment of leaders to their subordinates are not followers or order takers but as one of the part of the body which is vital for an organization to meet its goals. The leaders shares’ the authority with its colleagues that is to get things done in an efficient and effective way. Most important that distributed leadership that there is trust and confidence that qualified leaders can see or visualize the future or what will going to happens if this or this would be the designation. Reaching the goals is very difficult if the leaders themselves will not unite on doing or accepting each others differences, compromise I think will be included in distributing tasks among colleagues. Distributed leadership has different definitions among the references that I have but I knew that its purpose(s) varies with the same concept of being a good leader. I can say that in our changing times, leaders are preparing for the future education that might change somehow for the betterment of children’s learning and skills.

  9. Distributed leadership is a unique management technique wherein all the members of the faculty and staff cooperatively working together, sharing knowledge and wisdom and creating an atmosphere in which everyone feels free to turn and ask for help to attain common goal. But it doesn’t mean that everyone takes part in decision-making rather everyone is involve in knowledge sharing which contributes in decision-making process. It does not also means that it’s delegating rather, it means tapping the best expertise, ideas and effort of everyone involved. Since it is a unique management technique it also has unique way in attaining goal and accomplishments because everybody share the same mission though they contribute it in different way.

    But we cannot deny the fact that no type of leadership and styles of organization are perfect it still has its own floss. Since more heads and ideas are involve more clashing of ideas and conflict may arise. Furthermore, if distributed leadership is far better than any other type of leadership and if it will just be use properly surely it will be very effective and very useful.

  10. According to Bennett, distributed leadership is an emergent property of a group or network on interacting individuals. People work together pooling their initiative and expertise. It suggests openness of the boundaries of leadership. It entails the view that varieties of expertise are distributed across the many, not the few.
    Important leadership tasks can be accomplished in an organization with distributed leadership through working together, helping each other, and making each decision wiser.
    Distributed leadership encourages every individual in the group to participate, which makes work efficient and effective since everybody is motivated to work because he/she feels that she is closely connected.
    However, when it comes to decision-making, coming up to a final decision would be very slow and difficult; since, every one in the institution would give her/his ideas to the group. More often, these ideas would clash with one another. Hence, would take time to agree with each other for the final decision.
    On the other hand, if an educational institution has an effective leader, he/she could distribute those important tasks to those who are only competent and effective teacher or staff. Although the leadership is distributed but then there should still have one person who has the highest authority to lead the group in a right direction.

  11. Distributed Leadership is an attitude rather than a management technique. It means seeing all members of the faculty and staff as experts in their own right – as uniquely important sources of knowledge, experience, and wisdom. Above all, the approach allows the school’s vision for the future to be shared and implemented across the campus.

    Under Distributed Leadership, everyone is responsible and accountable for leadership within his or her area. Good ideas come from throughout the school, and many people cooperate in creating change. With ramifications in virtually all areas of campus life, Distributed Leadership is an environment where everyone feels free to develop and share new ideas. A central goal of the approach is for individuals to succeed in a climate of shared purpose, teamwork, and respect – an atmosphere in which we can reach out to help one another and feel free to turn to ask for help. In other words, Distributed Leadership supports and strengthens already outstanding individuals.

    Leadership happens in everyday routine. Though, we quite seem to recognize a leader who’s engaged in all responsibilities like the principal, in Distributed Leadership, it plays a great role in producing better outputs and in accomplishing tasks. There’s success in handling problems, threats and change – good ideas can come to fruition because a team is ready to ignite the process moving from concept to reality. Not everyone is a decision-maker, but everyone is an expert whose knowledge contributes to the decision-making process. With these it empowers everyone to make his/her works efficient, effective and meaningful. Distributed Leadership then means tapping the expertise, ideas, and effort of everyone involved. Everyone do matters.

  12. Distributed leadership is a kind of leadership where every stakeholder (i.e. principal, teachers, students, parents, community) of an educational institution collaboratively work and do leadership tasks for the achievement of common and specific goal. In this form of leadership, each one’s opinion towards certain matters is sought after before a decision is being done. This form of leadership is democratic and delegated.

    In an organization where distributed leadership is employed, it is important to view distributed leadership not only as management or a leadership technique but more than that as an attitude. It simply means considering every individual of the organization as an important source of ideas. Through this kind of leadership, respect is seen and felt in every corner of the organization. It must be understood that distributed leadership is a call for responsibility from the members of the organization. This way, important leadership tasks can be achieved while working collaboratively and examining each one’s mistake as source of ideas for development. In this kind of leadership, everybody is expected not just to become part of the solution but to the prevention itself as well.

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