Final Leadership Challenge and Reflection Module 8 Assignment Scott Pelletier EDU 701: Educational Leadership 4/27/11

THE AWARD-WINNING COACH Critical Issues in the Scenario: It was reported that Coach Bradley drove three girls home after a basketball game. Reported that he pulled one of the girls back into the vehicle and kissed her on the cheek. From an investigation that was done by Mr. Black, the principal, the incident did occur. Mr. Black discussed with the Superintendent his findings and used words such as “termination” and “dismissal”. Coach Bradley found out from a couple of friends and has stormed into Mr. Black’s office and confronted the principal.

Reflective Issues What should Principal Black do next? What are the hindering and enabling factors of each relative to its use in addressing issues in the scenario? What conflict model would you use and explain why you would use it?

Proposed Course of Action “After the conflict has been diagnosed, it must be managed, and the style of the leader is a key factor in that process” (Green, 2009). I think in this case, Mr. Black has to “take a firm position and insist that action is taken” (Green, 2009). In this case, using a Forcing Strategy is recommended. Coach Black participated in risky behavior that should not be tolerated. Through a thorough investigation, the incident was confirmed to have happened. What complicates the issue is that Coach Bradley is well-liked and well- known in his community.

Proposed Course of Action Continued The following assumptions would help in considering the severity of the consequence: Discussion and a contract would state that termination of a coach would result in this kind of action. Coach would have been told not to transport any of the athletes and would have been told to call parents. I know as a coach, I have been told not to put myself in a risky situation. He used bad judgment. To compound the issue, he kissed one of his athletes on the cheek. Such conduct is inexcusable and should not be tolerated.

The ISLLC Standards Used in this Scenario Standard 3: A school administrator is an educational leader who promotes the success of all students by ensuring management of the organizations, operations, and resources for a safe, efficient, and effective learning environment. As the principal, it is important to use effective conflict-resolution skills and the problem is identified and confronted and resolved in a timely manner.

The ISLLC Standards Used in this Scenario cont. Standard 4: A school administrator is an educational leader who promotes the success of all students by collaborating with families and community members, responding to diverse community interests and needs, and mobilizing community resources. I think the parents of the three girls, especially the girl who was kissed, should be informed and spoken to. Information about family concerns need to be listened to and considered.

The ISLLC Standards Used in this Scenario cont. Standard 5: A school administrator is an educational leader who promotes the success of all students by acting with integrity, fairness, and in an ethical manner. As a school leader in this case, you must understand and enforce the professional code of ethics. “The leader expects that others in the school community will demonstrate integrity and exercise ethical behavior” (Green, 2009). “The leader applies laws and procedures fairly, wisely, and considerately” (Green, 2009).

Leader Behavior: To manage the conflict, it is critical that leaders “identify and practice appropriate behaviors that tend to minimize conflict(s) in their schools” (Green, 2009). Principal Black must: 1)Avoid taking what people say personally. 2)Remain in control of self and the situation. 3)Avoid getting defensive and making defensive comments. 4)Seek a change in behavior of self and others. 5)Keep in mind that the focus of the conversation should be on the problem, not on the individuals. 6)Identify the real issues and recognize who stands to lose and who stands to win. 7)Seek to identify the truth. 8)Bring closure to the issue. *(Taken from Practicing the Art of Leadership, page 178).

The Process and Final Decision Principal Black and the Superintendent should have never discussed the events in a public place. The discussion should have taken place in the Superintendent’s Office. After the investigation, a meeting should take place with the Coach and the Superintendent. With what has transpired and taken place, I think the action taken by the coach justifies his termination. What he did was poor judgment and could be seen as a case of sexual harassment. He made advances to a girl that regardless if it was welcome or not, is wrong.

My Personal and Leadership Skills and How They Would Affect the Situation 1. I would have formulated a written policy that detailed appropriate and inappropriate behavior. The policy would clearly define unacceptable behavior such as sexual harassment and explain the sanctions for such actions 2. I would have developed and distributed clear rules that prohibit coach-athlete dating and/or sexual relationships. I would periodically distribute these rules to coaches, other athletic personal and students. 3. Coach Bradley would have been provided with information, training and continuing education about how power, dependence, “love“ and sexual attraction can influence coach- athlete relationships. He would have known that such action would result in termination, regardless how popular or how good of a coach he was.

My Personal and Leadership Skills and How They Would Affect the Situation Cont. I coach basketball, so I am familiar with the school policies in place that prohibit such actions. It is recommended that we do not transport athletes and avoid being alone with an athlete. This would involve discussions with the Superintendent, the parents of the athletes, and the Coach. Based on the facts of the case, the most severe decision would be to terminate Coach Bradley.

References Green, R. Leon. (2009). Practicing the Art of Leadership: A Problem-Based Approach to Implementing the ISLLC, 3rd Edition. Boston, MA. Pearson Education, Inc.