Note your observations in your blog about Bolman & Deal.
This has been probably the most valuable of all readings so far. Two separate educators from other international schools happened to bring up this reading and engage in conversation about the article at a conference I was at this past week suggesting that it is extremely relevant and widely referred to by educators.
The article begins with an overview of leadership to distinguish Leadership from management where leaders are focusing their energies on the purpose (mission/vision/values of the organisation) and management is much more about getting things done from planning to effective implementation (Bolman & Deal, 2008, p. 343). They continue to suggest leadership is not a solo act but rather it requires followers who support the idea of the leader.
A high-interest area of the article was the idea of gender and leadership with the ceiling effect for women in leadership. Unfortunately, I feel I am becoming more aware of the differences as I try to navigate a move in countries and seek more leadership opportunities. It is interesting how my current organisation and prospective schools feel as I begin to transition. This is also an area of interest as a group of international educators met in Hong Kong last month at the 21st Century Learning Conference with a session to discuss our ideas of #lead our initiative of supporting, discussing and sharing ideas about gender equality in education and leadership. I encourage anyone interested to please reach out or find us on Twitter or join our Facebook group as we begin to develop this idea.
I don’t believe there is one best way to be a good leader as I have had a few inspirational leaders that have led, motivated and inspired staff in very different ways. I know that I find certain aspects of the way leaders lead better for my style of learning and following but this may not be ‘better’ for everyone. I do believe the idea of leadership being somewhat situational. While leaders are more likely to have one approach to rely on most of the time, a good leader should be able to adapt to the needs of the situation and those involved to best support all participants.
The idea of the 4 frames of leadership are as follows:
1. Structural Frame (Bolman & Deal, 2008, p. 356)
This type of leadership frame focused heavily on implementation with an effective leader designing approach choices for planning for implementation whereas an ineffective leader would be much more bureaucratic in their approach. Unfortunately, the structural framework often does not allow for anticipating resistance to change and misreading cues.
2. Human Resource Frame (Bolman & Deal, 2008, p. 361)
Human resources frame focuses on the leader as a facilitator for change, a change agent. They have a very open approach as they support, coach and empower their followers through strong communication. There is a clear sense of people being put first through a partnership of all working towards goals.
3. Political Frame (Bolman & Deal, 2008, p. 364)
The political frame approach is much more about being real with clarity. These types of leaders think about the different stakeholders and what their power and interests are and work towards building valuable relationships. Power is used to persuade, negotiate and coerce.
4. Symbolic Frame (Bolman & Deal, 2008, p. 366)
The symbolic frame approaches leadership through leading by example and looking for symbols to highlight a need for change. There is a clear vision with the focus on reaching the values level of the subordinates as they approach concerns with a bidirectional approach to leadership.
Bolman, L. G., & Deal, T. E. (2008). Reframing Leadership. In Reframing Organizations: Artistry, Choice and Leadership (4th ed., pp. 341-372). San Francisco: Jossey-Bass.