Developing Academic Leadership Capability 2. Learning Outcomes Review and understand personal...
-
Upload
alexina-goodman -
Category
Documents
-
view
219 -
download
1
Transcript of Developing Academic Leadership Capability 2. Learning Outcomes Review and understand personal...
Learning Outcomes
• Review and understand personal leadership results using the iCVF.
• Conceptualise a leadership development plan in line with experiential learning principles.
• Further build your peer coaching practice network.
Ground Rules
• What happens here stays here
• No power relationships
• Assist each other
• Build a community of practice
• Be interactive
• Take responsibility for what you want to do
• Lifelong skills and development
• Enjoyable, fun and challenging
Acknowledgement
The authors would like to acknowledge Professor Tricia Vilkinas and her team for their contributions to these PowerPoints based on their work in their ALTC project, “The development of a web based 360 degree feedback process for utilisation by Australian universities to develop academic leadership capability in academic coordinators.”
Interpreting the Feedback
Go to feedback manual:
1. See number and type of respondents (p.1-3)
2. Focus on effectiveness scores
3. Integrator score
4. Then go to operational roles
Sources of Feedback
• Your perception of yourself• Others perceptions of you• What you said is important – your
benchmarks• What others said is important – their
benchmarks• Others: Line managers ( Head of School etc)
PeersCourse CoordinatorsProfessional staff
Effectiveness (p. 2-1)
What score did you give yourself?What score did the others give you?
• If your score is above 4 – need to make sure that you keep up the good work:
fine tuning
• If your score is between 3 and 4: a major service
• If your score is below 3: a major overhaul or rebuild
Make some notes on the sheet provided
Interpreting Your Feedback-Effectiveness
Were any of the scores below 3 – if so make a note
Difference of > 1 between how effective I said I was and they said I was
Do I need to do some work to improve my effectiveness?
Integrator
What does your integrator score tell you about your ability to critically observe
and then reflect on those observations?
Interpreting Your Feedback-Effectiveness
Role
Displayed
Role
Importance
You
SO
If you:• have a difference of 1 or more on any of the ones (A,B,C or D) below, or• any of your scores are less than 3.5then some action may be needed.
Focus on A, then B, then C
A = gap between You and SO for displayed roles
B= gap for You between role displayed and importance
C = gap between You and SO for role importance
D = gap for SO between role displayed and importance
A
B
C
D
Interpreting Your Feedback-Integrator
Were there any differences in the importance scores of you and your SO?
Do I need to do some work on my Integrator?
A B CRole Difference of 1 or
more
(direction): What you said you did and what they said you did
Difference of 1 or more
(direction): What you said you did and what you said was important.
Interpreting Your Operational Roles
Role Difference of 1 or more (direction): What you said you did and what they said you did
Difference of 1 or more (direction): What you said you did and what you said was important.
Were there any differences in the importance scores of you and your SO?
Do I need to do some work on my Roles
Innovator
Broker
Deliverer
Monitor
Developer
A B C
Thingsknown to others
Thingsnotknown to others
Things known to self
Arena(Open Area)
Facade(Hidden Area)
Blind Area
Unknown Area
Things not known to self
Feedback
Sharing
Yo
urs
elf
as s
een
by
oth
ers
Yourself as seen by you
Johari Window
Initial responses to feedback:“Feelings”
• Confirming
• Conflicting/confusing
• Surprising
• Threatening
• Infuriating
22
Action plansPlan
Do(action)
ObserveBehaviours:
yours and others
ReflectNote: thoughts
& feelings
Learnings
Plan
Teaching and LearningLeadership Practice
Action Plan
• The role that I wish to take some action on is…
• The actions I am going to take are:
• How will I know when I have been successful with my action plan?
Your Action Strategies
• In your reflective journal note:
• Start small
• Low risk
• High control
ObservationsBehaviours:
yours and others
ReflectionsNote: thoughts
& feelings
Journal Format
What I observed:
Their behaviour
My Behaviour
Reflections:
What did I think and feel about these behaviours?
What did I learn about me?
What do I need to do differently?
Or the same?
Develop a Network of Peer Coaches
• Link with others• Share best practice and challenges• Create a sense of community• Create a support network for the
implementation of plans• Help you to:
– Retain motivation– Continue learning
• Where do you start?
Managing Performance with Learning Agendas
Process• Diagnose learning needs• Formulate learning goals• Identify resources• Select strategies• Evaluate outcomes• Specify criteria (KPIs)• Specify the time frame
Knowles, M., Holton, E., & Swanson, R. (1998). The Adult Learner (5th ed.). Woburn, MA: Butterworth Heinemann.
CoachingReflective Journaling
Development Plan for Monitor Role (6 months)
1. Diagnose learning need (Monitor)2. Formulate learning goal:
Within 2 months, produce succinct yet comprehensive course review and mapping documents that include well researched background factors, course statistics, strategic plans and options with recommendations that support the amendment/development of course review/developments.
3. Identify resources and strategies:a. Attend course review committee meeting—note common
questions, issues that need to be addressedb. Identify partner CC and work collaboratively through
review processes – meet fortnightly.c. Etc…