ah keynote w/sml strtgies1 andy hargreaves sustainable leadership welcome to
TRANSCRIPT
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AH Keynote w/SML Strtgies 1
Andy Hargreaves
Sustainable Leadership
Welcome to
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Sustainable development
Sustainable development,
democracy and peace are indivisible as an idea whose time has come.
Wangari Maathai
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Development of the term “sustainability”1980 Term first coined by Lester Brown, founder of the World Watch Institute
1987 Sustainable development defined by Brundtland Report of
the World Commission on Environment and Development
1992 Agenda 21, United Nations Conference on Environment and Development, Rio De Janeiro systematically addressed sustainable development
2002 United Nations Johannesburg Summit – developed practical goals for sustainable development
2005 Beginning of UN Decade of Education for Sustainable Development
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United Nations Decade of Education for Sustainable Development 2005-2015
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Sustainability
Sustainability does not simply mean whether something can last. It addresses how particular initiatives can be developed without compromising the development of others in the surrounding environment, now and in the future.
Hargreaves & Fink 2000
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Sustainable leadership
Sustainable leadership matters, spreads and lasts. It is a shared responsibility that does not unduly deplete human or financial resources, and that cares for and avoids exerting damage on the surrounding educational and community environment.
Hargreaves & Fink 2003
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Sustainability
Sustainability is the capacity of a system to engage in the complexities of continuous improvement consistent with deep values of human purpose.
Fullan 2004
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Educational Lessons of Environmental Sustainability• Rich diversity, not soulless
standardization• Taking the long view• Act urgently for change, wait patiently
for results• Prudence about conserving and
renewing human and financial resources• Examine the impact of our improvement
efforts on others• All of us can be activists and make a
difference
Hargreaves & Fink 2006
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Built to Last Companies• Put purpose before profit• Preserve long-standing purposes amid
the pursuit of change• Start slowly, advance persistently• Do not depend on a single, visionary
leader• Grow their own leadership, instead of
importing others• Learn from diverse experimentation
Collins & Porras 1994
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Seven principles of sustainable leadership1 Depth
2 Endurance
3 Breadth
4 Justice
It matters It lasts It spreads It does not
harm the surrounding environment
Continued…
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Seven principles of sustainable leadership5 Diversity
6 Resourcefulness
7 Conservation
It promotes diversity & cohesion
It conserves expenditure
It honours the
past in creating the future
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Unsustainability
Repetitive change syndrome is
Initiative overload +
Change-related chaos
Abrahamson 2004
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Initiative Overload
The tendency of organizations to launch more change initiatives than anyone could ever reasonably handle
Abrahamson 2004
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Change-related Chaos
The continuous state of upheaval that results when so many waves of initiatives have worked through at the organization that hardly anyone knows which change they’re implementing or why
Abrahamson 2004
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Unsustainability
Imposed, short-term targets (or adequate yearly progress) transgress every principle of sustainable leadership and learning
Hargreaves & Fink 2006
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Principle 1: Depth
Sustainable leadership matters. It preserves,
protects, and promotes deep
and broad learning for all in relationships
of care for others.
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Nelson Mandela The human body has
an enormous capacity for adjusting to trying circumstances. I have found that one can bear the unbearable if one can keep one’s spirits strong even when one’s body is being tested. Strong convictions are the secret of surviving deprivation: your spirit can be full even when your stomach is empty.
1. Depth
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The Two Hungers In Africa, they say there are two
hungers, the lesser hunger and the greater hunger.
• The lesser hunger is for the things that
sustain life, the goods, and services, and the money to pay for them, which we all need.
• The greater hunger is for the answer to the question ‘why’, for some understanding of what life is for.
Handy 1997
1. Depth
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Product IntegrityClif Bar’s Philosophy of Sustainability
Sustaining…• our brands• our company• our people• our community• our planet
1. Depth
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Standards and Sustainability
Learning Achievement Testing
NOT
Testing Achievement Learning
Hargreaves & Fink, 2006
1. Depth
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The four pillars of learning
1. Learning to know2. Learning to do3. Learning to be4. Learning to live togetherUNESCO 1996
1. Depth
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The four pillars of learning
1. Learning to know2. Learning to do3. Learning to be4. Learning to live togetherUNESCO 19965. Learning to live sustainablyHargreaves & Fink, 2006
1. Depth
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BasicsOld basics• Literacy• Numeracy• Obedience• Punctuality
New basics• Multiliteracy• Creativity• Communication• IT• Teamwork• Lifelong Learning• Adaptation &
Change• Environmental
Responsibility
1. Depth
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Slow Knowing The unconscious realms of the human
mind will successfully accomplish a number of important tasks if they are given the time. They will learn patterns of a degree of subtlety which normal consciousness cannot even see; make sense out of situations that are too complex to analyze; and get to the bottom of certain difficult issues much more successfully than the questing intellect.
Claxton 1997
1. Depth
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What does the doctor reply?
1. Depth
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Activity
1. Depth
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Slow forms of knowing• are tolerant of the faint, fleeting, marginal and
ambiguous• like to dwell on details that do not fit or
immediately make sense• are relaxed, leisurely and playful• are willing to explore without knowing what
they are looking for• see ignorance and confusion as the ground from
which understanding may spring• are receptive rather than proactive• are happy to relinquish the sense of control
over the directions the mind spontaneously takes
• treat seriously ideas that come ‘out of the blue’
Claxton, 1997
1. Depth
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Slow schooling
• starts formal learning later• reduces testing• increases curriculum flexibility• emphasizes enjoyment• doesn’t hurry the child• rehabilitates play alongside
purpose
Honore, 2004
1. Depth
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Leaders of Sustaining Learning• Passionately advocate and defend deep learning for
all students• Combine and commit to old and new basics• Put learning, before achievement, before testing• Make learning the paramount priority• Become more knowledgeable about learning• Make learning transparent• Be omnipresent witnesses to learning• Practise evidence-informed, inquiry-based leadership• Promote assessment for learning• Engage students in decisions about their learning• Involve parents in their children’s learning• Model effective adult learning• Create the emotional conditions for learning
Hargreaves & Fink, 2006
1. Depth
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Principle 2: Endurance
Sustainable leadership lasts. It preserves and advances the most valuable aspects of learning and life over time, year upon year, from one leader to the next.
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Endurance
• It is a common defect in men not to consider in good weather the possibility of a tempest
Machiavelli, 1532• All leaders, no matter how
charismatic or visionary, eventually die
Collins & Porras, 1994• Few things succeed less than
leadership successionHargreaves & Fink, 2006
2. Endurance
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Approaches to succession
The public sector…
• Passively lets candidates emerge
• Focuses on the short term
• Handles succession informally
The private sector…
• Actively recruits and encourages potential leaders
• Takes the long view
• Manages succession more formally
Continued…2. Endurance
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Approaches to successionThe public sector…
• Seeks replacement for existing roles
• Selects in relation to current competencies
• Views succession planning as a cost
The private sector…
• Defines future leadership skills and aptitudes
• Emphasises flexibility and lifelong learning in the face of changing needs
• Views succession planning as an asset
2. Endurance
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Four Issues in Succession
1. Succession Planning2. Succession Management3. Succession Duration &
Frequency4. Succession and the Self
2. Endurance
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Succession Planning Patterns
Planned(purposeful)
Unplanned(accidental/
unintentional)
Hargreaves & Fink
2006
Continuity Discontinuity
Planned PlannedContinuity
Discontinuity
Unplanned Unplanned
Continuity Discontinuity
2. Endurance
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Good succession plans• Are prepared long before the leader’s
anticipated departure or even from the outset of their appointment
• Give other people proper time to prepare• Are incorporated in all school improvement
plans• Are the responsibility of many, rather than the
prerogative of lone leaders who tend to want to clone themselves
• Are based on a clear diagnosis of the school’s existing stage of development and future needs for improvement
• Are transparently linked to clearly defined leadership standards and competencies that are needed for the next phase of improvement
2. Endurance
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Successful Succession Management• Distributes leadership effectively• Builds strong professional communities• Deepens and broadens the pools of
leadership talent• Establishes leadership development
schools• Stresses future leadership competencies• Supports and sponsors aspiring school
leaders• Replaces charismatic leadership with
inspirational leadership• Plans early for the incumbent leader’s exit• Moderates and monitors leadership
succession frequency
2. Endurance
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Three Cultures of Teaching• Veteran dominated
– serves experienced teacher interests– feels exclusionary– offers few leadership opportunities
• Novice orientated– surrounded by fellow novices– feels inclusive– driven by enthusiasm rather than expertise
• Blended– provides mentoring– offers leadership– reciprocal learning
Johnson et al, 2004
2. Endurance
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Sound succession, strong selves, through• Availability of counselling and coaching for
exiting leaders• Quick, clear and open communication of
reasons for departure• Acceptance of emotional confusion and
vulnerability• Celebration of the leader’s contributions• Recognition that succession is subject to the
four stages of grief – denial, awakening, reflection and execution
• Confrontation of the Messiah and Rebecca myths
• Prepares oneself and others early for the possibility of succession
Hargreaves & Fink, 2006
2. Endurance
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Principle 3: Breadth
Sustainable leadership spreads. It sustains as well as depends on the leadership of others
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Culture and Contract Regimes
PermissiveIndividualism
CollaborativeCultures
ContrivedCollegiality
CorrosiveIndividualism
Professional Learning CommunitiesPerformanceTraining Sects
C U
L T
U R
E
C O N T R A C T
-
=
+
+-
3. Breadth
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Professional learning community Collaboration
Learning & teaching focus
Achievement and
Engagement
Learning,
reflection &
review
Use of evidence
3. Breadth
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3. Breadth
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Professional learning communities aren’t…X Merely convivial and congenial – they
are demanding and critical
X Just a collection of stilted teams looking at data together
X Obsessed with scores and results, instead of
depth of learning
X Forced and imposed, they are facilitated and
supported
X Ways to hijack teachers to carry out administrative agendas
3. Breadth
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Communities and Sects
Professional learning
communities
• Transform knowledge
• Shared enquiry• Evidence
informed• Situated
certainty
Performance training
sects
• Transfer knowledge
• Imposed requirements
• Results driven• False certainty
Continued…3. Breadth
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Communities and SectsProfessional learningcommunities
• Local solutions
• Joint responsibility
• Continuous learning
• Communities of practice
Performance training sects
• Standardised scripts
• Deference to authority
• Intensive training
• Sects of performance
3. Breadth
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Relationships
It’s hard to eat something you’ve had a relationship with
Hargreaves & Fullan, 1998
3. Breadth
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Distributed leadershipsees leadership practice as a product of theinteraction of school leaders, followers and
theirsituation.• Leadership practice involves multiple
individuals within and outside formal leadership positions
• Leadership practice is not done to followers. Followers are themselves part of leadership practice.
• It is not the actions of individuals, but the interactions among them that matter most in leadership practice.
Spillane, 2005
3. Breadth
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Raising the temperature of distributed leadership
Anarchy
Assertive distribution
Emergent distribution
Guided distribution
Progressive delegation
Traditional delegation
Autocracy
Too hot
Too cold
3. Breadth
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Principle 4: Justice
Sustainable leadership does no harm to and actively improves the surrounding environment by finding ways to share knowledge and resources with neighboring schools and the local communities.
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Sustainability and Social Justice
do not steal your neighbour’s capacityuse multiple indicators of
accountabilityemphasize collective accountabilitycoach a less successful partner schoolmake a definable contribution to the
community your school is inpair with a school in a different social
or natural environmentcollaborate with your competitors
4. Justice
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Responsible leadership
Mutual relationships among the domainsof ethical responsibility
Starratt, 2005
4. Justice
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Principle 5: Diversity Sustainable
leadership promotes cohesive diversity and avoids aligned standardization of policy, curriculum, assessment, and staff development and training in teaching and learning. It fosters and learns from diversity and creates cohesion and networking among its richly varying components.
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Differences
You learn more from people who are different from you, than ones who are the same
Hargreaves & Fullan, 1998
5. Diversity
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Effective organizations are characterized by:• A framework of common and enduring values,
goals and purposes• Possession and development of variability or
diversity in skills, talents and identities• Processes that promote interaction and cross-
pollination of ideas and influences across this variability
• Permeability to outside influences• Emergence of new ideas, structures, and
processes as diverse elements interconnect and new ones intrude from the outside
• Flexibility and adaptability in response to environmental change
• Resilience in the face of and in response to threats and adversity
5. Diversity
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Networked learning communities
• Enable and encourage schools to share and transfer the considerable knowledge already in existence that can help children learn better. Individual schools have limited knowledge, but collectively they have almost as much as they need.
• Stimulate the professional fulfilment and motivation that comes from learning and interacting with colleagues in ways that help teachers be more effective with their own students.
Continued…5. Diversity
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Networked learning communities
• Capitalize on positive diversity across teachers and schools who serve different kinds of students, or who vary in how they respond to them, rather than maintaining the negative diversity of cut-throat competition that prevents mutual learning and assistance, or than denying diversity altogether through imposition of standardized solutions.
• Provide teachers and others with opportunities for lateral leadership of people, programs and problem-solving beyond one’s own school setting.
Continued…5. Diversity
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Other advantages
• they provide opportunities to draw on and develop evidence-informed, research-derived practice
• they promote innovation and its dissemination across large groups of interested schools
• they give teachers more of a voice in professional and school-based decision-making
Continued…5. Diversity
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Other advantages• they help personalize every school as a
learning community, enabling them to adopt emergent solutions to their own needs, that are diffused and made available throughout the network, instead of being subjected to overly prescribed programmes.
• they are flexible and resilient in the face of crises or misdirected system initiatives that turn out to be unsuccessful – allowing new learning and fresh solutions to emerge and fill the gap that the false starts and failures have left behind.
Jackson, 2006
5. Diversity
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Network risks
• Restricted to enthusiasts• Shared delusions• Self-indulgent• Limited scale• Unaccountable• Over-regulation• Over-participation
5. Diversity
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Strong networks have…
• Strong branding, definite products• Clear moral purpose• Clarity, focus, discipline• Evidence informed substance• Accessibility in real and chosen
time• Hacker ethic• Embedded in altered structures• Support from lateral leadership• PLCs as nodes
5. Diversity
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AH Keynote w/SML Strtgies 62
Networking and interaction
• Paired schools• University-school
partnerships• Internet
communities• Families of
schools• Collaborative
accountability• Professional
networks
5. Diversity
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AH Keynote w/SML Strtgies 63
Short-term strategies
• Exam strategies• Revision sessions• Tutoring• Recognition of achievements• Pupil-teacher conferences• Bananas and water
5. Diversity
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AH Keynote w/SML Strtgies 64
Medium-term strategies
• Teacher mentor programs• SAM technology• Data-driven assessment for
targeted instruction• Training days
5. Diversity
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AH Keynote w/SML Strtgies 65
Long-term strategies
• Restructuring• Student voice• Continuous improvement• Teaching and learning
5. Diversity
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Principle 6: Resourcefulness Sustainable
leadership develops and does not deplete material and human resources. It renews people’s energy. Sustainable leadership is prudent and resourceful leadership that wastes neither its money nor its people.
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Two theories of energy
Energy
Entropy
Restraint
Energy
Exchange
Renewal
6. Resourcefulness
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Four Forms of Energy Renewal
1. Physical Renewal2. Emotional Renewal3. Intellectual Renewal4. Spiritual Renewal
Loehr & Schwartz
6. Resourcefulness
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Energy restraint
• No achievement without investment
• Shared targets, not imposed ones
• Slow leading, slow learning• Time• Political continuity and
stability
6. Resourcefulness
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AH Keynote w/SML Strtgies 70
Three Sources of Renewal
Trust
Confidence Positive emotion
6. Resourcefulness
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Three forms of trust & betrayal
Communication
Contract Competence
Hargreaves, 2002
6. Resourcefulness
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Trust involves
• reliability and predictability• reaching shared
understanding• assumptions of good faith• trusting yourself as well as
others• trusting processes as well as
people
6. Resourcefulness
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Betrayal involves
• loss of trust or absence of trust
• spectacular breakdowns of trust
• small, accumulated breaches of trust
6. Resourcefulness
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Contractual trust
meeting obligations completing contracts keeping promises
Page 76
6. Resourcefulness
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…and Betrayal
Xnot pulling one’s weightXpoor work-rate or effortXteaching the same thingXclockwatchingXcomplaining without
commitmentXself-servingness
6. Resourcefulness
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Competence Trust
trust own & others’ capabilityeffective delegationproviding professional growth
& development
6. Resourcefulness
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…and Betrayal
X constant criticism/dissatisfactionwith others
X martyrdom/inability to delegateX abandon people when faults first
appearX recruitment and retention problemsX micromanagement, scripting,
standardization
6. Resourcefulness
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Communication Trust
clear, high-quality, open and frequent communicationsharing information,
admitting mistakestelling the truth, keeping confidences
6. Resourcefulness
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AH Keynote w/SML Strtgies 79
…and Betrayal
X malicious / mischievous gossipingX public shaming / humiliation in
front of:colleaguessuperiorsstudents
X miscommunication/misunderstanding
X self-servingness
6. Resourcefulness
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Conclusion
Many problems that we treat as being a result of other people’s contract or competence betrayal, are actually a result of their or our communication
problems. In other words… Competence failures or contractual
failures are often really communication failures.
6. Resourcefulness
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Principle 7: Conservation
Sustainable leadership respects and builds on the past in its quest to create a better future.
Page 83
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Modes of organisational forgetting
New KnowledgeEstablished Knowledge
Accidental
Purposeful
Failure to consolidate DISSIPATIO
N
Failure to maintain
DEGRADATION
Abandoned innovation
SUSPENSION
Managed unlearning PURGING
DeHolan & Phillips, 2004
7. Conservation
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The Past, Present & Future of Change Acknowledge the past. Preserve the best. Learn from the rest. Wildness, diversity and disorder have value. The past is not pure. Do not romanticize it. The past has no Golden Age to which we should return. We view the past differently. We must therefore interpret it together. When we dismiss or demean the past, we fuel defensive nostalgia among its bearers.
7. Conservation
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Creative Recombination for RenewalFrom:Firing and rehiring
Developing new communications
Inventing new values
Re-engineering new processes
Complete restructuring
To:Redeploying the talent companies already have
Plugging into & reinventing
existing social networks
Reviving and renewing existing values
Salvaging existing good Processes
Reworking and rebuilding
existing structuresAbrahamson, 2004
7. Conservation
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Stop, Start, Continue…
STOP
What is less valuable
START
What is more
valuable
CONTINUE
What remains highly
valuable
SUBVERT
What is formally required but
threatens what is valuable
7. Conservation
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Conserving the past through…
• Retreats that renew the vision• Audits of the organization’s memories of
analogous change• Asset inventories of existing experience and
knowledge• Organizational abandonment meetings• Appointments made mid-term to cultivate
learning of the culture• Storytelling to pass on wisdom• Mentoring that runs in both directions• Good written records• Creation of blended professional cultures• Creative recombination, not repetitive change
7. Conservation
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The Long & Short of Educational Change
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RATL
A Network of Over 300 Underachieving Secondary “Schools Helping Schools”
An Invitational Process to Three Annual Cohorts
A “No Strings Attached” Stipend of 9,000 pounds per annum
Conferences
Expert Analysis of School Achievement Data
Mentor Schools and Consultant Heads
Data-Informed Reflection and Decision Making
A Menu of Short, Medium, and Long-term Strategies
A Web Portal with a Chat Room and Discussion Forum
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Research Design
Individual and focus group interviews with school
heads, teachers, and policy makers
Conference attendance, site visits to schools, and
ethnographic observations of instruction
Review of pupil achievement data
Analysis of RATL’s web portal
Targeted interviews of heads in the top and bottom
quartiles
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QuickTime™ and aTIFF (Uncompressed) decompressor
are needed to see this picture.
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The Failures Car Park
… there was a bit of a joke that we’re going to
have our wrists slapped because we didn’t do
terribly well, and we met a whole lot of other
headteachers who we knew who said, “well,
you’re in the failures car park,” you know,
those sorts of things.
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Achievement Gains
63.2% of Cohort A Schools (141 of 224) maintained or
improved GCSE results from 2003 to 2004--an increase
of 2.4% in contrast to .8% among all secondary
schools
82% of Cohort B Schools (86 of 105) maintained or
improved GCSE results from 2004 to 2005--an increase
of 5.4% in contrast to 2.9% among all secondary
schools
73% of Cohort A Schools (173 of 224) maintained or
improved their performance from 2003 to 2005--an
increase of 4.7% compared to 3.7% among all
secondary schools
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What about the schools without gains?
Leadership transitions
Leadership instability
Leadership isolation
No prior networking
experience
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Short-Term StrategiesProviding students with test-taking strategies
Offering revision sessions after school and on weekends
Creating tutoring opportunities with peer and subject specialists
Celebrating student accomplishments
Implementing supplementary materials using ICT
Initiating parent-teacher conferences
Providing nutrients before exams
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Medium-Term Strategies
Teacher mentor programs to assist struggling or
coasting colleagues to improve instruction
SAM technology learning program to track and
encourage pupil homework on challenging curricula
Data-informed assessment to target specific groups
of pupil for further study and customized
interventions
School training days to enhance awareness of new
approaches to raise achievement and transforming
learning
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Long-Term Strategies
Organizational restructuring of a school’s leadership team
Increasing student voice through Learning to Learn
Emphasizing continuing assessment and improvement
Building professional learning communities that
continuously review upon and revise instruction
Developing new strategies for creating local capacity that
include parents and other community constituencies
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AH Keynote w/SML Strtgies 97
The Long and Short of Change
Hargreaves and Fink’s Proposition
The urgency of targets is inversely related to the degree of power held by those responsible for implementing them.
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SHORT LONG
cynical,
opportunistic
evasive,
unaccountable
urgent,
confidence-boosting
enduring,
sustainable
–
+
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AH Keynote w/SML Strtgies 99
SHORT LONG
Government-imposed
short-term
achievement targets
UN Millenium Goals
shared targets,
quick “wins”
authentic transformations
In practices and beliefs
–
+
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Negative Longs
• Long-term targets, such as Millenium Goals, that are evasions of political and corporate responsibility
• Mission and vision building processes that do not survive the leaders who initiated them
• Long-range plans that are soon made obsolete by unanticipated events
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Negative Shorts
Targets that are
• Imposed upon the powerless• Do not engage those responsible
for reaching them• Are politically convenient and
arbitrary• Are imposed in cultures of
distrust and fear
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Positive Shorts
• Also demand changed behavior among the powerful
• Are collectively shared• Are inspired by cultures of trust
and hope• Build confidence to persevere
with longer term struggles
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AH Keynote w/SML Strtgies 103
Positive Longs
• Promote and depend on patience, discipline and perseverance
• Inspire people to see beyond the present
• Symbolically guide and articulate short-term measures
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Happiness
Comes from
• Choice, but not too much• Control over one’s own destiny• Achievement of purposes along
the way
Jonathan Haidt, The Happiness Hypothesis
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Sustainable Leadership
One of the most important and neglected aspects of leadership is leadership succession. Schools tend to focus on improving schools or remaking them anew rather than sustaining what has been created by past leaders. Similarly, leaders rarely think about how the improvements they make will survive their own departure. In this book, Andy Hargreaves and Dean Fink examine what we know about making leadership last and offer seven p rinciples of sustainability. They provide an ov erview of the topic, a s ummary of research, examples of good practice, and guidelines for the future. This is a volume in The Jossey-Bass Leadership Library in Education, Andy Hargreaves, Consulting Editor.
• This landmark book focuses on the important (but neglected) topic of leadership succession in schools. • Offers a concise, practical, and easy-to-read guide for the busy professional. • Written for both aspiring and practicing leaders who must keep current in this dynamic f ield.
Andy Hargreaves is co-director of the International Centre for Educational Change at the University of Toronto, and professor of educational leadership and change at the University of Nottingham and the National College for School Leadership in England. Dr. Hargreaves consults widely in the United States, Europe, and Australia and is the author of numerous books including Learning to Change. Dean Fink is professor of education at the Ontario Institute for Studies in Education at the University of Toronto.
Jossey-Bass, A Wiley Imprint · 10475 Crosspoint Drive, Indianapolis, IN 46256 · PH: 800.956.7739 · FX: 800.605.2665 · www.jbp.com
and Learning.
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Seven Principles of Sustainability • Depth – Learning and Integrity • Length – Endurance and Succession • Breadth – Distribution not Delegation • Justice – Others and Ourselves • Diversity – Complexity and Cohesion • Resourcefulness – Restraint and Renewal • Conservation – History and Legacy
ISBN: 0-7879-6838-2 ~ $25.00 ~ Paper ~ 304p ~ www.jbp.com
Available October 2005
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By Andy Hargreaves and Dean Fink
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AH Keynote w/SML Strtgies 106
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