Zoe Girl
1-22-17, 12:15pm
Found this great article on 13 leaderships skills that you need today but didn't 10 years ago. It is music to my heart!
http://www3.forbes.com/leadership/13-leadership-skills-you-didnt-need-a-decade-ago-that-are-now-essential/14/
Let's see if linking works this time,
In any case very honestly it fits me MUCH more than older models of leadership. It includes authenticity, collaboration, navigation of ambiguity, etc. Collaboration is my thing. My first way of working with people, even my staff, is to ask questions. What are your goals, what are you good at, what is a struggle. When I had City Year for 2 years at my school we totally did that, we needed attendance data but not the same way, so we found ways to track attendance that met both our needs, also did family nights, after school clubs, etc. Each time we talked through what both of us needed. Same with the PTO, the school admin, summer camp collaborations, meditation/buddhist groups.
The entire article is much better than the leadership style of just badgering people into doing what you want/need because they need the job. For years when I have shared something that came up with my staff my colleagues response is generally 'write them up for insubordination' or a similar response. Geez, there is a place for that but I have built great teams by NOT doing that. And I realize it takes something different, a strength or style or maturity, to even be capable of sitting with people's anger or frustration at work.
http://www3.forbes.com/leadership/13-leadership-skills-you-didnt-need-a-decade-ago-that-are-now-essential/14/
Let's see if linking works this time,
In any case very honestly it fits me MUCH more than older models of leadership. It includes authenticity, collaboration, navigation of ambiguity, etc. Collaboration is my thing. My first way of working with people, even my staff, is to ask questions. What are your goals, what are you good at, what is a struggle. When I had City Year for 2 years at my school we totally did that, we needed attendance data but not the same way, so we found ways to track attendance that met both our needs, also did family nights, after school clubs, etc. Each time we talked through what both of us needed. Same with the PTO, the school admin, summer camp collaborations, meditation/buddhist groups.
The entire article is much better than the leadership style of just badgering people into doing what you want/need because they need the job. For years when I have shared something that came up with my staff my colleagues response is generally 'write them up for insubordination' or a similar response. Geez, there is a place for that but I have built great teams by NOT doing that. And I realize it takes something different, a strength or style or maturity, to even be capable of sitting with people's anger or frustration at work.