| Challenges to Implementing Shared Decision-Making |
6/10/04 5:35 AM |
Author:
Patricia Bradley
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Successful implementation of a school's commitment to teacher leadership begins in the recruitment and selection phase. Charter schools need to be clear about the school's mission and what part investing leadership in teachers plays to that mission. The school's vision should clearly outline the leadership expectations of teachers. Will they be strategic, managerial, operational or all? Not all teachers are willing or able to function in all these leadership capacities and, in fact, not all schools are designed for this level of teacher involvement. Governing boards need to be cautious not to over-represent the voice and roles teachers will have. Teacher's who are promised more leadership than they are later allowed, lose motivation. Schools are wise to allow "space" in the organization for individual teachers to participate in ways suited to their personal style, experience and skills and where they are in their professional lifecycle. On the other hand, the school needs to maintain a climate that encourages performance and rewards teacher contributions while supporting teachers as they develop the skills needed to assume meaning roles in helping the school achieve its mission.
Posted as a reply to:
Leadership: Teachers & Administrators by Bob Montgomery 
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