Micro-Credentialing Teacher Leadership

In this chapter, the authors explore the influence of a synchronous teacher leadership coaching design on supporting an educator's micro-credential experience within an established system. The authors include several experienced leadership coaches who had the opportunity to support teachers in this work. The coaching model created by this partnership was particularly interesting because it integrated established best practices of micro-credentials (e.g., tied to financial incentives), while also addressing some of the key challenges (e.g., communication). Findings include that coaching teacher leaders was especially useful to those teachers hesitant to start or complete a micro-credential on their own, thus making coaching a valuable tool for districts looking to implement micro-credentials districtwide.

Interrelations between enhanced emotional intelligence, leadership self-efficacy and task-oriented leadership behaviour–a leadership coaching study

PurposeThe purpose of this paper is to investigate interrelations between enhanced emotional intelligence, leadership self-efficacy and task-oriented leadership behaviour following participation in leadership coaching.Design/methodology/approachOrganisational leaders (coachees) (N = 70) and their subordinates (N = 175) completed online questionnaires pre- and post-coaching. To account for pre-coaching scores, construct latent change scores were assessed using partial least squares structural equation modelling (PLS-SEM).FindingsResults indicate a positive association between enhanced emotional intelligence and leadership self-efficacy, however, little support was found for leadership self-efficacy as a mediator explaining an association between enhanced emotional intelligence and task-oriented leadership behaviour.Practical implicationsOrganisations aiming to improve leader performance through enhancing emotional intelligence and leadership self-efficacy may find value in leadership coaching due to the intervention's positive effect on these constructs, and the positive association observed between developmental changes in these constructs.Originality/valueResearch on the interrelation between emotional intelligence and leadership self-efficacy is scarce. This study extends the literature by investigating the interrelation between developmental changes between these constructs brought about by leadership coaching using latent change scores and PLS-SEM. The study also assesses whether enhanced leadership self-efficacy mediates an association between enhanced emotional intelligence and task-oriented leadership behaviour building on the literature explaining coaching's effect mechanisms.

Strategic Leadership Coaching supports Young Executives decision-making

ABSTRACTDecision-making is central to daily function for executives in any organisation. Strategic leadership coaching (SLC) is an effective way to support complex decision-making, yet empirical neuroscientific data to support is lacking. The purpose of this study was to investigate the effects of SLC on young executive’s cortical arousal and their neural circuitry activation during the completion of computerized tasks which require activation of decision-making circuitry. We hypothesised SLC would improve cortical arousal when engaged with decision-making tasks, specifically increased electroencephalography (EEG) relative alpha band activity and improved neural circuitry engagement, measured as increased amplitude of event-related potential wave components. This study included thirty-one young male executives, of which eighteen underwent 8 sessions of SLC over two months. EEG records were collected thrice from those who underwent SLC (prior, post, and two months post), and twice from the control group (two months apart). The EEG recording session included completion of two decision-making tasks, an Iowa gambling task and Stroop colour-word conflict task. Finding, SLC increased alpha band activity over left frontal and central electrodes, and increased right parietal N170 amplitude and left parietal P300 amplitude. These findings support our hypothesis, as SLC improved cognitive cortical resources (enhanced alpha) which in turn permitted greater efficiency within decision-making circuitry (increased wave component amplitudes). This study provides the first and necessary neurobiological evidence to support and develop this line of research in SLC, and other forms of coaching, as it adds significant value.

Opening the black box of leadership coaching: an examination of coaching behaviors

PurposeLeadership coaching is an increasingly popular development tool for school principals. However, specific coaching behaviors are rarely conceptualized or examined in prior research. This study presents a coaching behavior framework and then analyzes actual coaching conversations between principals and coaches to illustrate how specific coaching behaviors create opportunities for principals to reflect and think critically about their leadership.Design/methodology/approachBuilding on theories of interpersonal learning, the authors develop a framework of coaching behaviors to distinguish coaching inquiries and assertions that facilitate critique and reflection and, therefore, activate opportunities for learning. The authors use this framework to code transcripts of 55 principal coaching sessions. The authors analyze the prevalence of certain coaching behaviors and then examine qualitative patterns in how the use of certain behaviors shapes the nature of coaching conversations.FindingsOnly about one-third of coded coaching behaviors in the analytic sample are categorized as coaching inquiries and assertions that activate opportunities for learning. In the qualitative comparisons of extracts from coaching conversations, the authors find coaches' use of these behaviors produced richer, more meaningful dialogue.Originality/valueUnlike much of the past research on leadership coaching, this analysis examines what happens in conversations between coaches and principals. This framework could be applied to a broad range of coaching programs intended to promote professional learning.

Modernisasi dan Penguatan Perekonomian ‘Aisyiyah Pada Masa Kepemimpinan Siti Baroroh Baried 1965-1985 M

This study discusses the organization of 'Aisyiyah during the leadership of Siti Baroroh Bared, in which in her leadership she succeeded in making 'Aisyiyah known and collaborating with international organizations. This article will reveal the condition of 'Aisyiyah before the leadership of Siti Baroroh Bared and how the development of 'Aisyiyah during her leadership. The method used in this research is the historical method. Siti Baroroh Bared has a high intellect so that she can create superior and new programs in an 'Aisyiyah organization including the development of the Bustanul Athfal Kindergarten, establishing a school for midwives and nurses, conducting recitations by traveling outside the Kauman village, the existence of an Economic Business Entity program The 'Aisyiyah family (BUEKA), conducts regeneration and leadership coaching and training programs, organizes compensation programs for orphans and the poor, in addition to cooperating with various parties or organizations and establishing several federations of women's organizations

The ACLGIM LEAD Program: a Leadership Program for Junior-Mid-Career Faculty

Background Junior to mid-career medical faculty often move into administrative and leadership roles without formal leadership training. Many national leadership training programs target senior rather than junior faculty. Aim To address the leadership development needs of junior and mid-career faculty. Setting Sessions at annual meetings combined with online learning, independent work, and leadership coaching. Participants 79 junior-mid-career general internal medicine (GIM) faculty enrolled in five consecutive annual cohorts from 2014 to 2018. Program Description LEAD scholars participate in a full-day anchor session followed by selected workshops during the annual meeting. They then participate in monthly online sessions, complete a project, interview a senior leader, and receive leadership coaching from senior GIM faculty. Program Evaluation Post-program evaluation indicated the LEAD program was effective in helping participants understand what it means to be a good leader (93%, 37/40), become a more reflective leader (90%, 35/39), and apply principles of leadership to increase effectiveness in their role (88%, 34/39). Discussion LEAD provides junior-mid-career medical faculty an opportunity to learn effective leadership skills and build a network.

The Conceptual Confusion of Teaching Quality and Teacher Quality, and a Clarity Pursuit

This study aimed to establish and understand the conceptual confusion between teaching quality and teacher quality and design a path for their distinction. The study conducted searches on ERIC, ScienceDirect, JSTOR, Sage Journals, Sage Knowledge, Web of Science, and random Google search engine utilization for teaching quality, teacher quality, differences between teacher quality and teaching quality, and conceptual confusion. The study applied Gidden's structuration theory to foster clarity development amid conceptual confusion. The study also highlighted the relevance of the concepts' distinction, inter-relatability, and connecting boundaries and was guided by the research questions: how can the concepts be distinguished from each other? How can the conceptual confusion between them be cleared? The study discovered pathways to understand the conceptual differences through deconstruction, classification, and relationship and role pairing. The study discovered: differences do exist between the two concepts in content and realization; some of the relationships between the concepts serve as their explicit conceptual differentiators: some were discovered to possess purposes of linking the concepts, while some detached the concepts; the existing relationships also unveiled the deriving roles of the concepts on each other and in practice; and proposed a framework for their distinction and clarification. Implications for practice include enablement of professional development needs identification for teachers; clarification of areas for leadership coaching and mentoring of teachers; self-awareness creation for teachers in seeking professional growth; student achievement; school improvement and action research enhancement.

Leading Organizational Change: Improved Leadership Behaviors Among Public Health Leaders After Receiving Multirater Feedback and Coaching

Background: Leading Change is one of five Executive Core Qualifications (ECQs) used in developing leaders in the federal government. Leadership development programs that incorporate multirater feedback and executive coaching are valuable in developing competencies to lead change. Methods: We examined the extent by which coaching influenced Leading Change competencies and identified effective tools and resources used to enhance the leadership capacity of first- and midlevel leaders at Centers for Disease Control and Prevention’s National Center for HIV/AIDS, Viral Hepatitis, Sexually Transmitted Diseases, and Tuberculosis Prevention. Data included qualitative data collected via semi-structured interviews that focused on leadership changes made by leaders in the Coaching and Leadership Initiative (CaLI), a leadership development program for Team Leads and Branch Chiefs. Findings: Ninety-six participants completed leadership coaching; 94 (98%) of whom completed one or more interviews. Of those 94 respondents, 74 (79%) reported improvements in their ability to lead change in 3 of 4 leading change competencies: creativity and innovation, flexibility, and resilience. All respondents indicated tools and resources that were effective in leading change: 49 (52%) participated in instructor-led activities during their CaLI experience; 33 (35%) experiential activities; 94 (100%) developmental relationships, assessment, and feedback; and 25 (27%) self-development. Conclusions/Application to Practice: First- and midlevel leaders in a public health agency benefitted from using leadership coaching in developing competencies to lead organizational change. Leadership development programs might benefit from examining Leading Change competencies and including instructor-led and experiential activities as an additional component of a comprehensive leadership development program.

Model Konseptual Coaching Dalam Pelatihan Pengembangan Kepemimpinan: Sebuah Tinjauan Pendekatan Integratif

Leadership development programs have been integrated coaching as part of learning. Coaching has the potential to be a method that will help Widyaiswara (teacher) meet, support, and encourage the leadership talents of leadership trainees. Leadership training that only aims to change or increase knowledge, attitudes, and skills of the participants, will not have a significant impact on improving organizational performance, when the gap lies in the basic capacity as a human being. The study aims to determine the most appropriate coaching model to be applied for the leadership training program at PPSDM Apparatus. The research method used is a literature study of leadership coaching models inorganizations that are developing at this time. The results of the study showed that an integrated coaching model that is appropriate to the stages, outputs, and learning objectives in leadership training is expected to be a solution to optimize the coach's role and will be able to improve learning outcomes. ABSTRAKProgram pengembangan kepemimpinan saat ini telah mengintegrasikan coaching sebagai bagian dari pembelajaran. Coaching sangat potensial menjadi metode yang akan membantu Widyaiswara memenuhi, mendukung, dan mendorong talenta kepemimpinan peserta pelatihan. Pelatihan kepemimpinan yang hanya bertujuan untuk mengubah atau menambah pengetahuan (knowledge), sikap (atittude), dan keterampilan (skill) peserta saja, tidak akan memberikan dampak yang siknifikan terhadap peningkatan kinerja organisasi, ketika kesenjangan justru terletak pada kapasitas dasar sebagai manusia. Penelitian ini bertujuan untuk mengetahui model coaching yang paling sesuai untuk diterapkan pada program pelatihan kepemimpinan di PPSDM Aparatur. Metode penelitian yang digunakan adalah studi literatur terhadap model-model coaching kepemimpinan di organisasi yang berkembang saat ini. Hasilkajian menunjukkan bahwa model coaching terintegrasi yang sesuai dengan tahapan, output, dan tujuan pembelajaran dalam pelatihan kepemimpinan diharapkan dapat menjadi solusi untuk mengoptimalkan peran coach dan mampu meningkatkan capaian hasil pembelajaran.