This week focused on controlled disruption and coherence making. When asking for change, leaders need to do it in a way that is controlled and not too many disruptive changes at one time. Throughout the process, the leader needs to embark on coherence making actions to collaborate with those involved first hand in the day to day actions of the organization. I learned not only from other this week, but my thoughts promoted a diversity of ideas with my peers.
I learned about different belief systems that teachers may have from Sara. I had never heard these before, but I can see these in myself and those that I work with. They remind me of “The Five Love Languages,” when you know what someone’s belief or language is, clear and more effective communication can take place. Larissa shared ways to create cohesion during disturbances. I thought this was a very helpful list to keep in mind. I know it helps me when I have specific things to focus on as a leader. These insure that you are on the straight and narrow path and covers your bases to make sure that collaboration happens with all parties. My thoughts impacted the learning of Natalie, Sarah, and Larissa. Natalie liked what I said about communicating as a leader and that we need to take a risk, ask for feedback, and share data. Sarah had clarified thoughts about her mentorship. She didn’t realize that it was a controlled disruption for the mentee and herself. Learning to mentor peers also takes time and work! Larissa connected with the communication aspect of the blog post. She noted that her school willingly receives feedback. Overall, the main aspect of this week seemed to involve communication and empathy. As a leader, stepping into the shoes of others and communicating clearly.
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AuthorAndrea Colvin Archives
April 2017
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