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Copyright © Allyn & Bacon 2007 Power Point Presentations for Each Chapter of SuperVision and Instructional Leadership: A Developmental Approach Carl D.

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Presentation on theme: "Copyright © Allyn & Bacon 2007 Power Point Presentations for Each Chapter of SuperVision and Instructional Leadership: A Developmental Approach Carl D."— Presentation transcript:

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2 Copyright © Allyn & Bacon 2007 Power Point Presentations for Each Chapter of SuperVision and Instructional Leadership: A Developmental Approach Carl D. Glickman Stephen P. Gordon Jovita M. Ross-Gordon This multimedia product and its contents are protected under copyright law. The following are prohibited by law: Any public performance or display, including transmission of any image over a network; Preparation of any derivative work, including the extraction, in whole or in part, of any images; Any rental, lease, or lending of the program.

3 Copyright © Allyn & Bacon 2007 Chapter 17 Group Development This multimedia product and its contents are protected under copyright law. The following are prohibited by law: Any public performance or display, including transmission of any image over a network; Preparation of any derivative work, including the extraction, in whole or in part, of any images; Any rental, lease, or lending of the program.

4 Copyright © Allyn & Bacon 2007 Dimensions of an Effective Group What is the task dimension? What is the person dimension?

5 Copyright © Allyn & Bacon 2007 Task Roles Initiator-contributor Information Seeker Opinion Seeker Information Giver Elaborator Energizer Orienter Recorder Evaluator-Critic Coordinator Recorder Opinion Giver

6 Copyright © Allyn & Bacon 2007 Person Roles Encourager Harmonizer Gatekeeper or expediter Standard setter: ego ideal Follower Compromiser Observer and commentator

7 Copyright © Allyn & Bacon 2007 Dysfunctional Roles Aggressor Recognition-seeker Dominator Blocker Self-confessor Playboy or playgirl Help-seeker Special-interest pleader

8 Copyright © Allyn & Bacon 2007 Hersey and Blanchard’s Situational Leadership Style 1 (S1): High task, low relationship (Telling) Style 2 (S2): High task, high relationship (Selling) Style 3 (S3): High relationship, low task (Participatory) Style 4 (S4): Low relationship, low task (Delegating) (Hersey & Blanchard, 1988) Hersey, P., and Blanchard, K Management of organizational behavior: Utilizing human resources (5th ed.). Englewood Cliffs, NJ: Prentice Hall.

9 Copyright © Allyn & Bacon 2007 Hersey and Blanchard’s Situational Leadership (cont.) Readiness Level One (R1): Unable and unwilling/insecure Readiness Level Two (R2): Unable but willing/confident Readiness Level Three (R3): Able but unwilling/insecure Readiness Level Four (R4): Able and willing/confident (Hersey & Blanchard, 1988) Hersey, P., and Blanchard, K Management of organizational behavior: Utilizing human resources (5th ed.). Englewood Cliffs, NJ: Prentice Hall.

10 Copyright © Allyn & Bacon 2007 Hersey & Blanchard’s Situational Leadership (continued) Leadership Style Group Maturity S1S1 Telling: Autocratic Directive High Task S2S2 Selling: Democratic Collaborative High Task S3S3 Participatory: Encouraging Nondirective Low Task High RelationshipLow Relationship High Relationship S4S4 Delegating: Laissez Faire Low Task Low Relationship R1R1 Low Readiness R2R2 Moderately Low Readiness R3R3 Moderately High Readiness R4R4 High Readiness Life Cycle of a Developing Group (Adapted from Hersey & Blanchard, 1988)

11 Copyright © Allyn & Bacon 2007 Dealing with Dysfunctional Group Members 1.Observe the member 2.Try to understand the member 3.Communicate with the member 4.Establish rules for future behaviors 5.Redirect the unfavorable behavior

12 Copyright © Allyn & Bacon 2007 Resolving Conflict 1.Ask each member to state his or her conflicting position. 2.Ask each member to restate the other’s position. 3.Ask each member if conflict still exists. 4.Ask for underlying value positions: why do they still stick to their positions? 5.Ask if there is a third position that synthesizes, compromises, or transcends the conflict. If not, reclarify the various positions. Acknowledge that there is no reconciliation, and move the discussion to other matters.

13 Copyright © Allyn & Bacon 2007 Preparing for Group Meetings Distribute an agenda several days before the meeting Establish ground rules Have questions prepared to facilitate group discussion

14 Copyright © Allyn & Bacon 2007 Large Group Decision Making EF SG EF RC Procedure A: Postrepresentational Step 1Step 4Step 2Step 3 Key: Entire Faculty Subgroup Representative Committee Open Chair in Open Forum EF SG RC

15 Copyright © Allyn & Bacon 2007 Large Group Decision Making Procedure B: Open Representational RC SG EF RC EF Key: Entire Faculty Subgroup Representative Committee Open Chair in Open Forum EF SG RC

16 Copyright © Allyn & Bacon 2007 Large-Group Decision Making Procedure C: Prerepesentational SG RC EF RC Key: Entire Faculty Subgroup Representative Committee Open Chair in Open Forum EF SG RC

17 Copyright © Allyn & Bacon 2007 Practitioner Reflection: Working toward the Big Picture What was the author’s experience working on an interdisciplinary team? Share your experience working with a team at your school or in your district.


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