Identifying and Empowering Instructional Leaders

Safara Wright

Department of Education, Grand Canyon University

EAD-533

Developing and Empowering Instructional Leaders

Dr. Barbarba Erwin

March 21, 2023

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Part 1: Analyze the Case

Looking closely at the case, I would mention that I have the same perspective that the

stipend involved is not a motivator. I can say this because I am a team leader, having been

serving consecutively for three years. I have other teachers that have served longer than I have.

The responsibilities, dedication, time and effort goes beyond the call of duty, just as our regular

teaching responsibilities. We cannot look at everything for the pay. Our greatest rewards come

from the gift of service, bettering the lives of others and making a difference. Another point to

make is that sometimes, we grow out of roles and become unmotivated. When we come to this

halt, it is best to allow others to take on the roles. Thus, showing that new change is needed.

Moreover, being a leader I cannot think one sided and I have to think about the time and

their preference of discontinuing their service on the team. Therefore, creating a plan that

empowers all teachers to build and sustain a positive culture is important. The stakeholders that

I would consider are the District, School Board and the SAC Committee. The questions that I

would ask would be based on the purpose of each of these stakeholders. For example, can the

district plan to allocate funds to increase the stipend (although, normalize, I still want to know if

this can be done). I would also ask the district to assist with Professional Development for

Empowering Teachers. For the School Board and SAC Committees, how can we raise funds or

what programs can we include that can be used to assist with empowering teachers and providing

support. Another step to consider is creating a new team, since there is no criteria, protocols or

expectations.

The timeline would be about two weeks. Within the first few days of the first week, I

would meet with the stakeholders to discuss concerns. In the latter days of the first week, a team
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would be created and a survey will be distributed, school wide for those that are interested in

leadership roles. In the beginning of the second week, we will look closely at the information and

recommendations and begin observing. The team would then come to a conclusion or decision

of the selecting leaders.

Part 2: Identify the Larger Issues

I would acknowledge the word done. But with every new leadership, there are changes

that can be made. When we adjust and make changes, this is how the school makes progress.

The outcome of doing nothing would probably lead to a negative school culture, It also can lead

to an unmotivated team with even more issues. On the other hand, when taking action, those

involved would see the leadership attempting to solve the problems. . This can develop a

relationship of trust and hope, which are two key factors in creating a positive culture. The

information that I would need as a part of my decision -making is funding, professional

development and those persons who are willing to be involved in the change. Leaders should

focus on what they can change, their purpose and communicate with others (Crisp, 2023).

Part 3: Create an Action Plan

To empower teachers to take on leadership roles, professional development will be

involved. These potential leaders need to know that they will be supported and have the

necessary resources to carry out their roles and responsibilities. I would have to create a picture

and remind them of their purpose serving as an educator. The selection process would be based

on surveys, observations and recommendations. The first action step is to create a team to assist
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with the selection process. The second step is conducting a survey that will be used to retrieve

information from interested instructional personnel to complete. From that point, the team would

narrow down the selection and begin observations and look closely at recommendations. The

team will discuss, collaborate and a final decision would be made. Therefore, in the decision

making process the critical stakeholders would be the administrators and a representative from

the district.

The challenges of creating a leadership team is guiding the change, handling different

perspectives, providing motivation and finding ways to ensure that everyone aligns to the

expectations and goals (Leading Effectively Team, 2020). To address these, I would

communicate effectively, build trust and develop a positive school culture. To gain support from

teachers, teachers need to know that they are doing their part, doing well, are valued, supported

and rewarded. To release the current leadership team with compassion and empower the new

team, an award of recognition and celebration for their service would be honored. At this time, I

would thank and appreciate them for their efforts and ask that they pass the baton on to the new

leadership team.

Part 3: Create An Action Plan - Support and Professional Growth

One important responsibility of an effective leader is developing other leaders, this can be

done through support, empowerment, building a positive culture, and aligning expectations to the

mission and vision of the school (PSEL, 2015). With the new selected leadership team, they

would undergo training, where they would be informed of their roles, responsibilities and their

expectations. Here they would learn of their purpose, function and how they can be held

accountable. Ongoing professional development would be based on the needs that they
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suggested in the surveys. Periodic recognition would be given, as it serves as an empowerment

factor. Check-ins would be provided as a way to find out how administration can support.

Communication, collaboration and culture would be developed. Together, the leadership would

be a team, with a goal to bring the school to success.

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References

Crisp, K. (2023) Handling Change Gracefully Retrieved on Mar 21, 2023from

https://www.americanbar.org/careercenter/blog/tips-to-weather-times-of-workplace-transi

tion/

Leading Effectively Team (2020) The Top 6 Leadership Challenges Around the World

Retrieved on Mar 21, 2023 from

https://www.ccl.org/articles/leading-effectively-articles/top-6-leadership-challenges/

National Policy Board for Educational Administration (2015), Professional Standards for

Educational Leaders 2015. Reston, VA Retrieved on March 21, 2023 from

ttps://www.npbea.org/psel