We have all experienced a moment of doubt in our right and our ability to lead. “What qualifies me to lead these other humans when I’m wrestling with some of the same things they are?”
Heidi Gehman had some questions for Stephen about HLC. Heidi is a higher education administrator and former colleague of Stephen’s at Oregon Extension. This is part of Stephen’s conversation with Heidi about her work here.
Topics discussed in this interview
- Integrated, whole self leadership
- Self leadership
- Fear-based vs. hope-based motivation
- Wisdom jigs
Hooray and dismay.
In reclaiming her own integrity and future by resigning, a Florida teacher in the Orange County Public Schools (OCPS) made a powerful statement about our need to stop following leadership that doesn’t know how to lead. The teacher wrote:
“Florida’s startling attrition rate of 40% for educators [in the first] five years [of teaching] …. means my woes are shared by many. “OCPS Means Success” doesn’t mean squat if those measuring the success only recognize a specific brand of success, and continue to ignore the needs of their educators and students.”
Managers who fail to meet our basic human needs while hiding behind standards and data, have not earned the right to lead us. The current leadership structure may have role-based authority but they also must earn the trust and influence required to lead us. Of course, some educational leaders are doing great work at the nearly impossible task of meeting the changing needs of children, society and the imposed standards, but, clearly others are not meeting the needs of teachers and students.
Recently, the New York Times reported on a crisis in leadership at the New York City Ballet:
“The country’s premier ballet company, which has defined grace, speed and precision since the days of its co-founder George Balanchine, is now also a stage for the era’s #MeToo convulsions.” In the end, the ballet is looking to hire a new “humane leader.”
Principal dancer Ashley Bouder wrote on Instagram, “May we find a moral and fair individual to lead us out of this darkness and into future respect, integrity and success.” Continue reading The Leadership Game: Deciding Who Gets to Play
85% of employees are “not engaged” or are “actively disengaged,” according to Gallup’s State of the Global Workplace report.
We agree with Jim Harter that this points to a crisis of leadership.
How leaders drive performance is one source of this crisis. Aggressive leaders can push their teams to high performance in the short run but will drive away the best contributors over the long run. Great leaders build teams and team productivity simultaneously by creating great experiences based in great performance. Continue reading A More Humane (and Effective) Performance Review