TTU Transformational and Distributive Leadership Discussion

“What are your thoughts on this theory? Both good and not so good? Do you think that these are effective leadership theories/styles? When (if necessary) do you think these leadership styles are appropriate when principals are designing and implementing Staff Development?

Please respond to some class mates post.”

I will be giving you other student’s post that comes from the discussion board. I want you to reply to them, their replies don’t need to be long at all, only a few sentences saying you agree and why. Also look at these post and understand you should write a post that’s as longas these.

Reply To these Post:

“Transformational and Distributive Leadership are the types of leadership styles that all principals should strive for.  I believe that both of these leadership styles, working in tandem with each other, have the ability to create a positive school culture where all teachers feel valued, supported, and share common goals.

Transformational leadership “is development oriented for the purpose of change.  The leader’s focus on the individual development of subordinates enhances their performance which, in turn, leads to organizational growth.”  (Kirby, Paradise, & King, 1992, pp. 303)  Transformational leadership allows principals or leaders to work individually with their staff to help them work to their full potential.  I believe that all principals should be transformational leaders as our goal in education is to help students work to and reach their full potential, and students will not be successful in doing this if teachers do not have that same mindset.  It is up to leadership, such as campus principals, to be transformational leaders and help teachers create these common goals so that they are working towards their full potential which, in turn, allows students the opportunity to reach their full potential.

Distributive leadership is also vital for a principal to have established on their campus as “schools with strong supportive leadership are associated with an open school climate with higher levels of satisfaction, cohesion around school goals, and commitment among teachers.”  (Devos, Tuytens, & Hulpia, 2014, pp. 208)  Distributive leadership allows a principal to have a greater influence over a school buy creating leaders within the school that can help share the educational goals of the campus and it empowers the teacher leaders on campus to help work with their individual teams to reach the campus goals.  I believe that this type of leadership is crucial to have on a campus as it does help to create a shared purpose and vision for the school with other teachers; however, there are some disadvantages to distributive leadership.  The article stated that “it is of major importance that these formal leaders coordinate their actions and that they act as one.  Strong individual leaders who communicate differently or even contradictorily can lead to more confusion and disorientation.”  (Devos, Tuytens, & Hulpia, 2014, pp. 212)  If teacher leaders on campus do not share the same vision or goals for the campus, then the team they are responsible for will struggle with working towards the shared vision for the campus as the leader doesn’t share the same vision.  I also see a drawback with distributive leadership with regard to potential jealousy among staff.  If a staff member does not hold a leadership position on campus, it could lead to resentment among teachers as well.

Both distributive and transformational leadership are important leadership styles to use when attempting to implement professional development among staff.  When designing professional development it is important for principals to work with campus leaders to make sure that everybody is on the same page with the reasons why the development is important to the campus and it does help create a bigger ‘buy in’ for the staff.  I also believe that transformational leadership is vital for professional development implementation for the same reason, as it does help provide staff with the reasons why the development is important at the individual level while also creating a campus climate where staff are continuously encouraged to better themselves.

Devos, G., Hulpia, H., & Tuytens, M.  February 2014.    “Teachers’ Organizational Commitment: Examining the Mediating Effects of Distributed Leadership.”  American       Journal of Education, Vol. 120 (2), pp 205-231.   https://www.jstor.org/stable/10.1086/674370

Kirby, P., Paradise, L., & King, M. May 1992.  “Extraordinary Leaders in Education: Understanding Transformational Leadership.”  The Journal of Educational Research, Vol. 85 (5), pp 303-311.  https://www.jstor.org/stable/275“

Peer#2:    ” I really enjoyed reading the article Extraordinary Leaders in Education: Understanding Transformational Leadership. Transformational Leadership is more than just helping others learn the vision for your campus and then for them to carry on the vision and goals. The article said “Transformational leadership is development oriented for the purpose of change. The leaders focus on the individual development of subordinates to enhance their performance which, in turn, leads to organizational growth.’ (Kirby, Paradise, & King, 1992, pp. 303). Transformation Leadership theory is good because it supports the idea of being an extraordinary leader and creating an extraordinary school culture. Not just the administration on campus can be extraordinary, but it is through the shared commitment that the rest of the staff wants to exceed expectations. I definitely think this is an effective leadership style because it creates a high-energy and positive school culture. When the leaders model this behavior and support their staff, then the staff will want to support the leadership team. Transformational Leaders don’t settle for the status quo but challenge the staff to be risk-takers and think outside of the box. We need educators and leaders who are willing to do what we need to do to help our students grow each year. I think you should use transformational leadership anytime you want a campus to grow in unity and strength in any area of professional development. If you want your campus to push the envelope and build rapport with your colleagues by giving them opportunities for growth themselves; be a transformational leader! We need leaders in all parts of the school and the development of your staff with support, which brings me to the next theory. 

     Distributive Leadership is something that I value. Although I might struggle in implementing this right now, I know it is a skill to be practiced and will help my future campus run effectively and the school culture will have more staff satisfaction including myself! Distributive Leadership is “where the leadership is distributed among all members of the leadership team and where teachers can participate in school decision-making.”  (Devos, Tuytens, & Hulpia, 2014, pp. 205). I think this theory of leadership is good and powerful. With distributive leadership, there are two elements to this theory: leader plus and practice aspect. The practice aspect is not just delegating actions for a school to run smoothly but “leadership functions are stretched over the work of a number of individuals, and tasks are accomplished in interaction between multiple leaders.”  (Devos, Tuytens, & Hulpia, 2014, pp. 209). When teacher leaders and administration work together in decision-making, it creates a more motivated staff with an aligned vision or goal. I appreciate that the study said the leadership of the principal creates effective teacher leadership. When the teachers feel more comfortable, they will want to be a part of the distributive leadership and support the growth of the school. “Teachers are more committed when teachers perceive their principal, assistant principals, and their teacher leaders as supportive leaders, who provide clear school vision, set directions for teachers, and provide instructional support to teachers”  (Devos, Tuytens, & Hulpia, 2014, pp. 225). When designing and implementing staff development for a school, I think it is great to use the distributive leadership theory. Principals should use this when creating professional development to get feedback from staff when it comes to decisions for PD. What does our campus need? Then use that goal or vision to create differentiated staff development with leaders of all capacities taking a role in the common vision. 

     Final Thought. This makes me think of the article, One Principal’s Influence on Sustained, Systemic, and Differentiated Professional Development for Social Justice. Principal Union got her staff united on an idea or vision that would help meet the needs of her students. (Kose, 2007, p.34). She developed her staff in training and they became leaders themselves. Principal Union distributed the vision amongst her colleagues and they worked together for that unified goal. Her staff heard from the principal herself but also through leaders and mentors, etc. These theories all have a place in education as we look for extraordinary leadership to support our extraordinary staff and students.”