Professional Documents
Culture Documents
David Hopkins
and
David Jackson
(Senge, 1990)
-----------------------------------------------------------
= A learning community. (a way of viewing
capacity)
(Mitchell and Sackney, 2000)
In focusing on capacity, a school will be able to
sustain continuous improvement efforts or to
manage change effectively.
Bldng the Capcty for Lding and Lrning 4
School Capacity - A
The collective competency of the school as an entity
to bring about effective change. Key components:
Knowledge, skills and dispositions of individual
staff members.
Staff working collaboratively to set goals as a
professional learning community engaged in
inquiry and problem-solving.
Programme coherence as in a clear learning
programme.
Technical resources to facilitate and support.
Leadership capacity
Bldng the Capcty for Lding and Lrning 10
5 elements making up Capacity
Foundation conditions
The personal
The interpersonal
The organisational
External opportunities
schools require
both internal
and external networking
Alignment – moving
distributed function in a
common direction.
Bldng the Capcty for Lding and Lrning 20
Organisational implications
Entwined power relationships and role
responsibilities – the right to lead has to
be earned, granted by the followers.
The more hierarchical the management
structure, the more the liberation of
leadership capacity is likely to be stifled.
School as an organisation must adapt and
reshape its practices in order to generate
natural contexts for people to take
responsibility in working with and through
others i.e. the development of internal
networks. 21
Bldng the Capcty for Lding and Lrning
The Function of
Distributed Leadership in Practice
It involves collective meaning-making in the light
of emerging knowledge and understandings
from inquiry. It is where leadership and
organisational growth collide; where knowledge
creation and the implementation of change
connect, because
‘such leadership also creates action that grows out
of these new and shared understandings. This
transformative dimension is the core of
leadership – and, by definition, it is distributed’.
(Lambert, 1998, p. o)
Bldng the Capcty for Lding and Lrning 22
Groups of teachers, working collaborative
inquiry or planning activity, led by someone
whose leadership is not entwined with role
status, provide opportunities for the
expression and growth of leadership
capacity. It also provides lateral learning
impetus required to break down
organisational barriers and to foster cultural
norms hospitable to internal networks.
Knowledge creation and knowledge-sharing
are processes at the heart of leadership or
collaborative enquiry.
Bldng the Capcty for Lding and Lrning 23
The Role of the Designated Leader
Everyone has both the potential and the
entitlement to contribute towards leadership.
The designated leader’s role is to facilitate
this entitlement – to create the organisational
conditions, the climate and the support for all
members to be able to contribute their latent
leadership – to release both the kinetic and
the potential energy of leadership.
In organisations seeking to learn together,
school leaders give away power, distribute
leadership and support others to be
successful. Bldng the Capcty for Lding and Lrning 24
Conclusion
In moving towards distributed leadership
models, the leader is the critical change agent –
the guardian and facilitator of transitions.
Transition management is the new focus for
transformation.
Distributive leadership and collaboration is a
social capital built on trust. Trust relationships
allow open engagement and knowledge-sharing.
Such leaders will unite the school around
shared values and higher-order purposes.
Such re-design should normalise collaborative
learning in which leadership can be widely
available and unrelated to role status.
Bldng the Capcty for Lding and Lrning 25