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INTRODUCTION
What is the DIFFERENCE BETWEEN LEADERSHIP AND MANAGEMENT? Is there a difference?
RESPONSE:
“In my understanding, Leadership is basically guiding people towards a shared goal. Motivating and inspiring them. Giving them a sense of ‘We are in this together’ to achieve success. Management is basically about structure and organization. Ensuring the system runs smoothly” – Uche
Leaders are change agents – Setting a vision and inspiring people to move in a new direction. Leaders are pace setters. Leaders are influencers ensuring that everyone is aligned with the culture of the organisation. Leaders have the mindset of ownership meaning they take responsibility. Managers are those that ensure the daily operations run smoothly and that teams achieve their targets. Managers are maintainers. They are administrative in their approach Managers are operational in their approach Managers without the leadership mindset can be in danger of playing the blame game. But it is possible for Leaders instead of leading to safely assume the role of a Manager
REFLECTION QUESTIONS
Do you set aside time to be strategic – for planning and partnership is this part of your calendar?
Do you ensure you are delegating effectively?
Do you find out at the end of the day you are exhausted with the daily operation of the school?
Do you have a School Strategic Plan?
Do you have a succession plan for all the senior leaders in your organization?
RESPONSES
For me, what I do is, I delegate responsibilities. I have someone in charge of organising the educators for assembly in presentations and monitoring the dress code of teachers. There’s also someone in charge of administrative matters. She works with the janitors and handles other responsibilities. I give them a free hand to take decisions, but step in when I think they need guidance. They report to me
MYTHS OF LEADERSHIP
Positional Leadership: You are not truly a leader because you have a position
Compliance Leadership: You are not truly a leader because you have the power to penalise
Influential Leadership: You are only truly a leader because you have cultivated the power and skill of positive influence.
This means that the aim of the senior leader is to raise leaders and have managers who embrace the models and characteristics of effective leadership If we have managers without the framework and mindset of leadership our organisation and schools would lack the innovation and entrepreneurial mindset required to navigate new heights. No one is a born leader everyone. Some may have the charisma of leadership. Some can have the disciplines of leadership. But everyone can be trained and built into effective leadership.
FRAMEWORK OF LEADERSHIP
1. Support
2. Inspiration
3. Responsibility
4. Motivation
5. Team work
Which best defines you, SUPERHERO or a BUILDER?
The Superhero Traits – sweeps in to save, constantly having thinking cap on.
This is disempowering to your team. What happens when you are not there? What is your succession plan?
If you step in to do it yourself when things are going wrong,
If all the ideas come from you,
If you are constantly micromanaging,
If you panic when you are not privy to everything it means that you adopt a Super Hero approach and you are indirectly disempowering your team and creating a very weak team.
To be a Builder: it is important to adopt 2 leadership models
- Situational Leadership and
- Solution Focused Leadership Approach.
Today I want to discuss a leadership model called Situational Leadership. This is a model that is effective in leading a diverse group.
The Idea is not to build a few competent people but to create a culture of competence, character and excellence. It starts with building leadership
To framework we like consider now is SITUATIONAL LEADERSHIP.
This is a model that is effective in leading a diverse group. We recognise that your team is DIVERSE, are at DIFFERENT LEVELS and have DIFFERENT DEVELOPMENTAL NEEDS.
The next model I want to share is the SOLUTION FOCUSED APPROACH.
Do you have staff that just come and only want to discuss the PROBLEMS?
Have members of your team problem oriented?
Ensure grow coaching model.
Ensure coaching conversation define the purpose and goal of conversation,
Ensure that the members tease out the problem and solution RESPONSE. This means that the aim of the senior leader is to raise leaders and have managers who embrace the models and characteristics of effective leadership.
If we have managers without the framework and mindset of leadership our organisation and schools would lack the innovation and entrepreneurial mindset required to navigate new heights.
“No one is a born leader. Some may have the charisma of leadership. Some can have the disciplines of leadership. But everyone can be trained and built into effective leadership.” – Joy
This piece is powerful and insightful. In most organizations, we actually have managers without the framework and mindset of leadership. They work on existing structures without innovation. But not this is an eye opener and additional training and mentoring are imperative.
The Idea is not to build a few competent people but to create a culture of competence, character and excellence. It starts with building leadership.” This is so true in the face of massive exodus of teachers and other school managers. An organization with this management model suffers in the event of sudden exit of a staff, So never end your conversation with a staff with saying Let’s design an action plan This is called INTENTIONAL EMPOWERMENT It means they are now empowered to be the Change. Lead for the issue they brought to you
WHY IS THIS IMPORTANT?
According to John Maxwell everything rises and falls on leadership. That means that leadership takes responsibility for the current state of their school or team.
Your organisation will only grow in direct proportion to your leadership. Which means that if YOUR GROWTH as a leader is stunted your organisation, school or team would be stagnated. Therefore the responsibility of leadership is huge and requires up skilling
Leadership is the umbilical cord for progress, innovation and scaling, It is not about having a few sharp people. It is about creating a culture of excellence, character and competence. Thereby building a team with competence and character. It is possible to say you are the leader but just function as a Manager because you are more Operational than Strategic. It is time to set aside time for planning and developing partnership. To be effective you must “Not use the Superhero approach” always saving your team. You must adopt a “Builders Approach”
CONCLUSION
Finally, To be a Builder it is important to adopt 2 leadership models
- Situational Leadership and
- Solution Focused Leadership Approach.
Situational Leadership: This is a model that is effective in leading a diverse group. We recognise that your team is DIVERSE, are at DIFFERENT LEVELS and have DIFFERENT DEVELOPMENTAL NEEDS.
Solutions Focused Leadership: is a model of constantly empowering your team to transition from thinking problems to curating solutions so every conversation must become a COACHING CONVERSATION.
“So this is like giving them ownership of some sort to feel free and empowered at the same time to lead” – Ehi
“What an incredibly mind-blowing and deeply insightful session we’ve just had!” – Member
“I strongly encourage us all to take some time to go over the key takeaways again—this session holds the power to spark meaningful corrections and improvements within our systems” – Member
“A heartfelt thank you to Angelina Ikeako for yet again delivering with excellence. Your wisdom, clarity, and passion for education continue to bless and inspire us. We are truly grateful to learn from your wealth of knowledge every single time”. – Uche
“This is thought provoking and inspirational. Thank you so much Angelina for helping us to sharpen the edges of our skills. An excellent presentation.” – Phil
“A heartfelt thank you Ms. Angelina. You sure have woken us up from slumber. We do things ourselves striving for perfection without realizing we are all alone in the game. We get worked up and exhausted. Most times we say to ourselves no one really cares coz it’s not their school but truly we failed to groom leaders and successors. We shall use the knowledge acquired to turn the tables around. Thank you so much for an inspiring session” – Khadijah
“This is amazing and so educative as well. It’s time to get back to work and mentor our staff and change them from ordinary, to leaders according to their various capacities. Thanks a lot, I really appreciate”
– Joy in Africa