I have been reading articles and note taking all morning. I have read this blog prompt several times and have tried to unpack it but I must admit to being frustrated by it:
Reflect on how the traits of a specific leadership style can support leaders when planning for and managing change, particularly when that leader is the TL. Choose one of the following components of change management, and briefly highlight the traits from one leadership style that would be vital to help you, as a TL, manage this change.
- Problem-solving
- Communication
- Conflict resolution
If I concentrate on distributed leadership’s capacity and directive to foster collaboration and apply this to problem-solving in the context of change management, it seems likely that answers to emerging problems would emerge. In my experience, stakeholders in an organisation, particularly schools, have opinions and theories on emerging problems with change.
As a TL initiating change in a DL model, there would need to be clear data informing and directing changes. I do not see this as particular to a TL. It may be particularly poignant given that any substantial change initiated from the library would be bold and would need mandates from formal leadership, heaven itself, and understanding from teaching staff. Change led by a distributed leadership style must emerge from some shared experience and be valued. Authority alone cannot be counted on to push change through in distributed leadership coming from the middle.
For problem solving, the TL would need to go back to those consulted with; collaboration would need to be ongoing.
I am not confident that this will make much sense when I re-read it and reserve the right to revisit this later!
