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Coaching in Education for learning and leadership
Focus on coaching for leadership and change in K-12 education
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Six Leadership Styles by Daniel Goleman

Six Leadership Styles by Daniel Goleman | Coaching in Education for learning and leadership | Scoop.it

Daniel Goleman, in his article “Leadership That Gets Results”, has identified six different leadership styles, and he believes that good leaders will adopt one of these six styles to meet the needs of different situations.

 

None of the six leadership styles by Daniel Goleman are right or wrong – each may be appropriate depending on the specific context. Whilst one of the more empathetic styles is most likely to be needed to build long-term commitment, there will be occasions when a commanding style may need to be called upon, for example, when a rapid and decisive response is required.


Learn more:


http://www.scoop.it/t/21st-century-learning-and-teaching/?tag=LeaderShip


http://www.scoop.it/t/21st-century-learning-and-teaching/?tag=Daniel-GOLEMAN



Via Vicki Kossoff @ The Learning Factor, Deborah Orlowski, Ph.D., Roy Sheneman, PhD, Wise Leader™, Aki Puustinen, juandoming, Gust MEES
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Javier Antonio Bellina's curator insight, June 13, 7:50 AM

Seis Estilos de Liderazgo, según Goleman

N Kaspar's curator insight, June 13, 8:39 AM

A good overview.  Worth the look.

 

Griffith Consulting's curator insight, August 10, 9:55 PM

An interesting article looking at the different styles of leadership.

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Learning By Thinking: How Reflection Improves Performance

Learning By Thinking: How Reflection Improves Performance | Coaching in Education for learning and leadership | Scoop.it

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Maria Rachelle's curator insight, May 1, 9:15 AM
The effect of reflection on learning is mediated by greater perceived ability to achieve a goal (i.e., self-efficacy). The study results reveal reflection to be a powerful mechanism behind learning, confirming the words of American philosopher, psychologist, and educational reformer John Dewey: We do not learn from experience ... we learn from reflecting on experience." Reflection ha a role in leadership as well.  Read more now.
David Hain's curator insight, May 2, 3:02 AM

Title says it all!  Like most great and worthwhile activities, even better when done with others!

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BOLD: Bold Leadership is Not What You Think

BOLD: Bold Leadership is Not What You Think | Coaching in Education for learning and leadership | Scoop.it

 

Bold leadership isn’t reserved for the chosen few, and it certainly isn’t limited to popular culture’s definition of big, brash, loud leadership.

 

Bold leadership is about the everyday behaviors we use to build trust, focusing on the needs of others, leading with confident humility, and vulnerably engaging with our people in authentic and genuine ways.

Be BOLD!

 


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Gust MEES's curator insight, February 13, 9:48 AM


Learn more:


http://www.scoop.it/t/21st-century-learning-and-teaching/?tag=LeaderShip


Gaetan Klein's curator insight, February 14, 8:52 AM

It is intereting to think about what is bold leadership. One must have quality in my opinion is presence : the quality of the relationship.

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What Teacher Leadership Looks Like for the New School Year

What Teacher Leadership Looks Like for the New School Year | Coaching in Education for learning and leadership | Scoop.it
Last school year, Barnett Berry, CEO of the Center for Teaching Quality, interviewed me for a book called Teacherpreneurs: Innovative Teachers Who Lead But Don't Leave. In it, he focused on how I wor

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Accelerating and sustaining leadership power: Developing a culture of coaching | Accenture Outlook

Accelerating and sustaining leadership power: Developing a culture of coaching | Accenture Outlook | Coaching in Education for learning and leadership | Scoop.it
Organizations are increasingly looking to develop leaders who are good coaches—and to create a broader culture of coaching that can accelerate positive business impacts.

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SbuxTSM's curator insight, August 13, 2013 8:50 AM

Interesting read.

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America's Happiest Companies Make More Money

America's Happiest Companies Make More Money | Coaching in Education for learning and leadership | Scoop.it

Workplace happiness may seem like a fuzzy concept when it comes to financial value. But as the Parnassus Workplace Fund has proven, dignity has - and creates - value.


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AlGonzalezinfo's curator insight, February 22, 2013 7:50 AM

 

"At this point, the evidence suggests many of us remain suspicious of any firm that, say, allows its employees to play foosball or shoot hoops during work hours.

 

But our enduring cynicism may also have its roots in traditional beliefs about leadership effectiveness.

 

Many of us have been taught that it’s actually desirable to have some worker unhappiness. The idea is that keeping people under some constant tension actually is a more powerful driver of productivity.

 

There’s also the concern that when employees are cared for to any extent they’re likely to get soft in the middle--so sufficiently sated that motivation to work hard and produce is spoiled. "

 

Check out this article for evidence that suggests that our enduring cynicism  and thought patterns are wrong...

donhornsby's curator insight, February 23, 2013 6:03 AM

(From the article): According to a 1997 article in the San Francisco Chronicle, many business leaders dismissed Moskowitz’s earliest list of “Best Places To Work” and derided it as being “a ’beauty contest’ that didn’t matter to anyone outside of corporate personnel departments.” But Moskowitz, and soon after, Dodson, have gone on to prove that the leaders at organizations which ensure employees feel valued, supported, developed, and rewarded are the most enlightened. They inspire a greatly expanded bottom line and set an example for all to follow in this 21st century.

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The impact of trust in the workplace

The impact of trust in the workplace | Coaching in Education for learning and leadership | Scoop.it
According to the Merriam-Webster dictionary, Trust is defined as: assured reliance on the character, ability, strength, or truth of someone or something.
In the

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ThinDifference's curator insight, February 2, 2013 11:09 AM

Key thoughts on building and sustaining trust in organizations:

1)  Integrity must be embedded; 2)  Treatment of people (create the right culture); 3)  Focus on shared goals; 4)  Do what's right, regardless of personal risk.

Peg Gillard's curator insight, February 3, 2013 2:45 PM

Trust is one of the essential keystones at the core of any organization or relationship. 

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10 Traits of Courageous Leaders - Forbes

10 Traits of Courageous Leaders - Forbes | Coaching in Education for learning and leadership | Scoop.it
To move your organization forward during times of fear and stress, it takes courage and stamina. Do you possess the ten traits of courageous leaders?

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Mercor's curator insight, January 21, 2013 2:07 AM

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Patricia D. Sadar - Career and Leadership Acceleration Coach's curator insight, January 26, 2013 6:14 AM

Great article! 

 

My philosophy:  Act in Spite of Fear!

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The Four Kinds of Burning Platforms | Conner Partners

The Four Kinds of Burning Platforms | Conner Partners | Coaching in Education for learning and leadership | Scoop.it
I promised to curate the next article by Daryl Conner on the four types of burning platforms stories and how they are used in org change work. Well, here it is -- and it is really good.

Any leader, business, or consultant needs to know the particulars in this article. Here is a sneak preview -- the burning platforms stories are NOT really about creating urgency for change.

I appreciate Daryl for clearing up these misconceptions about this story. And don't forget to read his first blog post about the burning platform that I curated below.

This review is written by Karen Dietz for her curated content on business storytelling at www.scoop.it/t/just-story-it
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Billy R Bennett's curator insight, December 11, 2012 6:01 PM

Karen Dietz curated this article by Daryl Conner on four types of burning platforms.  A burning platform is a concept leaders use to define the reason for change.  As Daryl points out this may be based on a negative problem  based appeal or a positive, future opportunity.


Which is better?


Research on personal change has reported greater long term success with positive images.    In most serious change projects, we usually use both. 


You cannot and should not hide business challenges from employees.  


However, once they understand the challenge they will then want to hear your reasoning about why they should consider giving more of themselves to the organization.   I would make it good.


www.pyramidodi.com 

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Three Keys to Mindful Leadership Coaching - Forbes

Three Keys to Mindful Leadership Coaching - Forbes | Coaching in Education for learning and leadership | Scoop.it

"Mindful coaches perfect a form of conscious and comfortable simultaneous attention to themselves, their coachee, the relationship between them, and the mental, emotional, and relational dynamics occurring in the moment. There are three aspects of mindfulness that have particular pertinence to leadership coaching:

 

1)      an empty mind

2)      non-reactivity

3)      permissive attention"

 

Read the article to gain insights on the three keys to mindful leadership coaching.


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Learning to Learn

Learning to Learn | Coaching in Education for learning and leadership | Scoop.it
I’m not good at many things.  Let me rephrase that.  I’m not naturally good at many things. There are many people who are smarter than me, process things quicker and overall just have a b...

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Leadership | It's Not About Us - It's about OTHERS!

Leadership | It's Not About Us - It's about OTHERS! | Coaching in Education for learning and leadership | Scoop.it

By Linda Fisher Thornton

You may have noticed that people's expectations of us as leaders have increased exponentially. Consumers are choosing companies that care about their well-being. Employees want to work for companies that treat people well, do meaningful work and give back to the community. To survive in this new land where ethics is key to success, we must understand that it is not all about us.

 

Leadership may have once been defined by eloquence, power, or charisma, but today’s successful leadership is defined by creating value for others.  In a human development sense, our understanding of leadership has essentially “grown up” and moved past personal ego and a self-centered view of things. It has progressed from being “all about us” to being about our long-term impact on others.


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Gust MEES's curator insight, May 2, 12:12 PM

Leadership may have once been defined by eloquence, power, or charisma, but today’s successful leadership is defined by creating value for others.  In a human development sense, our understanding of leadership has essentially “grown up” and moved past personal ego and a self-centered view of things. It has progressed from being “all about us” to being about our long-term impact on others.


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Why Trust is the New Core of Leadership - Forbes

Why Trust is the New Core of Leadership - Forbes | Coaching in Education for learning and leadership | Scoop.it
Not long ago, most discussions of leadership were about leaders – their personality traits, how to identify and groom those with ‘leadership potential,’ and what were the skills that leaders employed.

Via Maria Rachelle, Katherine Bryant, Wise Leader™
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Zian Peak's curator insight, May 6, 7:49 AM

I dont believe it's the new core, it's been there all along, perhaps we are only just taking notice. Do you agree?

Nancy J. Herr's curator insight, June 1, 5:37 AM

Collaboration and Shared Leadership are the norm in schools today. At the base of success with these tools is trust.

Mercedes Jahn's curator insight, June 1, 8:06 AM

Trust is the invisible and powerful  life "glue" 

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Show You Care: Four must-have strategies to build feedback channels in your organization

Show You Care: Four must-have strategies to build feedback channels in your organization | Coaching in Education for learning and leadership | Scoop.it
Great leadership and employee engagement: Four must-have strategies to build feedback channels in your organization

Via Claudia DeSalvo, Scott Span, MSOD
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Claudia DeSalvo's curator insight, August 16, 2013 11:55 AM

Communication is key, especially when it comes to giving feedback. Talking at people isn't as effective as taking the time to build a structure for relationships.

 

Understanding is a must, especially when it comes to building trust and engagement. Do your employees know what they need to do to be successful? Giving them adequate resources is a crucial part in ensuring top quality results from them. The article gives a good question to ask yourself:


“What is the most important thing these employees want to know, what is the best way to encourage dialogue and how would they be most comfortable sharing input?”

 

After taking the employees into consideration, think of good ways to get them to share their ideas. This will be an opening for formal[printed] and informal[a quick convo] feedback. The feedback should be respected by both parties, and should be responded to in a timely manner. This makes it so that the employee feels valued. After exchanging feedback, you should continue regularly sharing ideas. Communication is best when its two-way.

AlGonzalezinfo's curator insight, August 19, 2013 3:40 AM

Great scoop Claudia.  The only thing I would add to the article is that the supervisor should ensure to request additional feedback from her/his direct reports, in addition to getting feedback from established organiazation channels like suggestion boxes, etc.  

 

The reason this is so important is becuase direct report have great specific insight that can help the supervisor learn even more from the feedback.  

 

Frrom the article:

 

Act on feedback – Highly engaged employees are enthused about their organization and believe they can positively influence its success. Acting on employee feedback and highlighting the impact employees make is a strong engagement builder. Be sure that all employees know how their colleagues’ suggestions or ideas are being implemented.


Regularly sharing results and requesting additional feedback creates predictable, consistent two-way communication that encourages employees to take ownership and understand their ideas are valued by the organization. 

Scott Span, MSOD's curator insight, August 20, 2013 6:58 AM

What strategies would you add? 

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Train the Trainer Tips: 7 Truths About Remembering (Free Download)

Train the Trainer Tips: 7 Truths About Remembering (Free Download) | Coaching in Education for learning and leadership | Scoop.it
Whether we are developing a large curriculum or delivering a single workshop, our clients often need us to train the trainer. The trainer is oftentimes not a trainer at all, but a subject matter e

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Gust MEES's curator insight, August 7, 2013 9:55 AM

 

A MUST read!!!

 

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Rediscovering Leadership: Service Versus Self-Interest

Rediscovering Leadership: Service Versus Self-Interest | Coaching in Education for learning and leadership | Scoop.it

 

Whatever happened to leadership? Have all the great leaders gone from the world scene? Are leaders born, or do they emerge in appropriate circumstances?

 

A few years ago the London Sunday Times ran an article with the title “Whatever Happened to Real Leaders?” It read in part: “The foreign secretary was a stuffed shirt. But the prime minister was not even that: ‘he was just a hole in the air.’ The words are George Orwell’s, applied to Lord Halifax and Stanley Baldwin, in the late 1930s. What resonance they have today! . . . What the country needs is leadership, and this is true of the Western world as a whole.”

 

The article continued, “The gap between the desirable and the real has never been as great in this respect. As you open the newspapers or watch the television news, is there a single political leader in the West whose words you would expect to remember? Would you expect to learn anything from them? Do you expect them to do anything inspiring or creative, or even just the right thing? We have reached a real low point in leadership, lower than at any other time in recent history. . . . ‘I sowed dragons, and I reaped fleas,’ said Nietzsche.” It’s a powerful plea for the kind of leadership that can deliver humanity from the grip of its many problems and evils.


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Vicki Kossoff @ The Learning Factor's curator insight, March 19, 2013 2:35 PM

At some point each of us has the opportunity to lead. What are the principles that enable us to lead with the interests of others foremost in mind?

Rim Riahi's curator insight, March 19, 2013 11:59 PM

Whatever happened to leadership? Have all the great leaders gone from the world scene? Are leaders born, or do they emerge in appropriate circumstances?

John Michel's curator insight, March 20, 2013 5:17 PM

True leadership is and always has been a selfless action. It involves taking yourself out of the picture and considering the needs of others. It is a way of thinking that takes other people into account even when your own needs are pressing.

///////////

John Michel, experienced leader, humanitarian, visioneer, and renown status quo buster, is the author of the ground breaking book, Mediocre Me: How Saying No to the Status Quo will Propel you from Ordinary to Extraordinary. Check out his blog at www.MediocreMe.com or drop him a note at johnmichel@MediocreMe.com


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[Infographic] Leadership Qualities | Leadership In Action

[Infographic] Leadership Qualities | Leadership In Action | Coaching in Education for learning and leadership | Scoop.it
We put together an infographic that describes some leadership qualities that can be developed and put in your own skills filing cabinet.

...


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Ali Godding's curator insight, February 21, 2013 8:14 AM

There it is... the challenge of management on one page.  Being all of these things is a tall order.  Many are up for it, few really live it.... great infographic! 

Larry Davies's curator insight, February 21, 2013 11:52 AM

Love me some infographics.

Lauran Star's curator insight, February 21, 2013 1:00 PM

Leadership qualities.

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Five Big Discoveries About Leadership

Five Big Discoveries About Leadership | Coaching in Education for learning and leadership | Scoop.it

...4. Turns out leadership really is personal

Bosses are typically viewed as arrogant individuals who drive people using objectives and metrics. One study found that 60% of employees are miserable – not because of low pay, poor workplace benefits, or insufficient vacation days – but because they don’t feel connected at work.


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AlGonzalezinfo's curator insight, January 21, 2013 11:33 AM

for some reason, the link takes us to the last page of the report.  Its worthwhile to click on the #1 and read the whole report.

 

I totally agree with David Hain on his commentary, great to see the research!

Eric Van Camp's curator insight, January 24, 2013 12:16 PM

really liked "the office"

Richard Hart's curator insight, January 31, 2013 7:13 AM

Research such as this breathes new life into the leadership truisms we all know, but sometimes fail to attend to in the midst of our busy lives

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10 Simple Behaviors That Diminish Trust

10 Simple Behaviors That Diminish Trust | Coaching in Education for learning and leadership | Scoop.it
Self-check: are you reducing trust without knowing it?

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Angie Mc's curator insight, January 19, 2013 1:40 PM

Spot on! Whether at work or at home, avoiding these behaviors increases trust in all relationships.

Angie Mc's comment, January 19, 2013 1:41 PM
Tools to improve trust in all relationships.
Trumans's curator insight, January 20, 2013 2:47 PM

Trust is the thing that holds all relationships together, be they business or persoanl...

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Do Less, Achieve More: The Beauty Of Effective Delegation

Do Less, Achieve More: The Beauty Of Effective Delegation | Coaching in Education for learning and leadership | Scoop.it

"...you need to focus only on the items that add the most value to your organization. In general, these are the things that you, and only you, are capable of doing."

 

 

Five Steps to Effectively Delegate

 

1. Identify the Right Person for Delegation

2. Clearly Define the Project

3. Discuss the Plan of Action or How the Task Can Be Accomplished

4. Have Them Repeat Back the Plan

5. Monitor Progress and Provide Feedback (Longer-Term Tasks)

 

Great point:

 

"You must also accept that many delegated tasks may not get done as well as if you did them yourself. Although this isn’t acceptable for some areas of your business (e.g., providing a service to a customer), for others (e.g., reordering supplies, completing paperwork), good enough is good enough.

 

Effective delegation makes you replaceable, and although it sounds a bit strange, this is what you want. It allows you to spend time growing--rather than simply maintaining--your business. You can spend less time working and take real vacations. It also makes your business attractive to buyers, which is particularly important if your end vision is to sell your company."

 

Read more on this Fast Company article.

 


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The Top 5 Reasons Your Decisions Fail You

The Top 5 Reasons Your Decisions Fail You | Coaching in Education for learning and leadership | Scoop.it
What makes bad decisions, and how can you avoid them? Learn the 5 top reasons decisions fail you, and the lessons they teach you about effective decision making.

Via Bob Corlett, Roy Sheneman, PhD, Kevin Watson, ThinDifference, Philippe Vallat
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Four Lessons From the Best Bosses I Ever Had

Four Lessons From the Best Bosses I Ever Had | Coaching in Education for learning and leadership | Scoop.it

"Having a great boss shouldn't be such an unusual experience."

 

3 great lessons to read. 


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