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Transcript of Step 5
Leaders “prepare organizations for change and help them cope as they struggle through it” (Kotter, 1990).
As an Ed Tech Leader you are the lead learner in implementing new technology and instructional strategies for your organization. Stay up to date on cutting edge tools and strategies. Be there for others as they start to embrace new ideas. Understand your organizations vision and mission ensuring that your efforts help keep them in the forefront.
Grow yourself and help grow others.
Leaders Bring the Energy
Leaders need to be contagious with their energy.
You must inspire through framing. “Effective framing of an organizational mission will ensure emotional impact particularly in terms of building a sense of confidence and excitement about the future” (Conger, 1991).
Leaders motivate their people by using analogies and stories that connect them emotionally to the mission of the organization.
"Keep your message simple and focused and repeat it consistently" (Conger, 1991
Leaders take Action
Leadership is influence
Leaders understand their position in the organization. They pour everything they have into their job and their people with passion and purpose.
Leaders can "do this by very clearly and explicitly seeking contributions, challenges, and collaboration from the people who report to them, using their positional power not to dominate but rather to drive the decision-making process" (Hamm, 2006).
Leaders understand that doing is more powerful than saying
Leaders Develop others
A leader empowers others to grow and get uncomfortable
Leaders Trust First
Leaders Develop structure
Bolman & Deal state that, “at any given moment, an organization’s structure represents its best effort to align internal workings with outside concerns” (2008).
Leaders Develop Strategies
Leaders develop strategies to respond to problems or be proactive before problems occur
Leaders must develop their problem solving skills so they can be sound in their discretion and choice (Zaccaro& Klimoski, 2001)
"Leadership, by contrast, is about coping with change. More changes always demands more leadership" (Kotter, 2001).
Leaders must adjust influence strategies based on the situation. You can't always rely on just one strategy to work for every occassion. (Grenny, Maxfield, & Shimberg, 2008)
Leaders should be open to change and adapt
Leaders will guide their organization to evolve because of the rapid pace in which technology is evolving
Leaders build Relationships
A leader must understand the importance of buidling positive relationships with others. Here is something to think about, “the fact that people always respond to you in a certain way may say more about you than about them” (Bolman & Deal 2008).
Leaders "often fail to get things done because they rely too much on reason and too little on relationships” (Bolman & Deal, 2008).
A good quote to remember, “people don’t care how much you know until they know how much you care.” Theodore Roosevelt
Leaders play a role in developing a culture where individuals "can thrive, discover their talents and have an opportunity to use their best selves daily" (Buckingham, 2011).
Bolman, L., & Deal, T. (2008). Reframing organizations: Artistry, choice, and leadership. San Francisco: Jossey-Bass.
Buckingham, M. (2011). Strong leadership. Leadership Excellence, 28(1), 5.
Conger, J. A. (1991). Inspiring others: The language of leadership. Academy of ManagementExecutive, 5(1), 31-45.
Grenny, J., Maxfield, D., & Shimberg, A. (2008). How to have influence. MIT Sloan Management Review, 50(1), 47-52.
Hamm, J. (2006). The five messages leaders must manage. Harvard Business Review, 84, 114-123.
Kotter, J. (2001, December 1). What leaders really do. Best of Harvard Business Review, 85-96.
Zaccaro, S. J., & Klimoski, R. (2001). The nature of organizational leadership: An introduction. In S. J.Zaccaro & R. Klimoski (Eds.), The nature of organizational leadership: Understanding the performance imperatives confronting today's leaders (pp. 3-41). San Francisco, CA: Jossey-Bass.