What Got You Here Won't Get You There: Evolving Leadership Skills in K-12 Education

In the dynamic world of K-12 education, the skills that once propelled individuals into leadership positions are no longer sufficient to meet today's complex challenges. The adage "what got you here won't get you there" underscores the necessity for continuous growth and adaptation.

For educational leaders, developing advanced leadership skills is a deliberate practice that requires commitment and reflection.

Reflecting on Our Leadership Journey: The PDMRSA Framework

Effective leadership in education goes beyond administrative competence—it's about people and relationships. It requires a deep understanding of what I call PDMRSA: Purpose, Direction, Motivation, Resources, Support, and Accountability. As leaders, it's our responsibility to provide our teams with PDMRSA—the essential elements that empower them to succeed. Think of PDMRSA as the helium that lifts your team, enabling everyone to pull in the same direction.

Consider the following aspects as you reflect on how you provide PDMRSA, the helium for your balloons (see article) to your team:

Purpose

• Reflection: How effectively do you communicate the 'why' behind your team's objectives?
• Action: Connecting team goals with the broader mission of education fosters a shared sense of purpose and commitment among your staff and students.

Direction

• Reflection: What strategies do you employ to guide your team toward achieving their goals?
• Action: Providing clear direction ensures that everyone is aligned and moving towards common objectives, enhancing efficiency and effectiveness.

Motivation

• Reflection: How do encourage your people and inspire them to achieve excellence?
• Action: Cultivating an environment that encourages initiative and recognizes achievements boosts morale and drives progress.

Resources

• Reflection: Does your team have the necessary tools, training, and support to execute their tasks effectively?
• Action: Identifying and providing adequate resources is crucial for successful execution and demonstrates your commitment to their success.

Support

• Reflection: In what ways do you back your team's efforts and initiatives? Do they have phycological safety?
• Action: Offering support strengthens team cohesion and encourages the adoption of new ideas, showing that you value their contributions.

Accountability

• Reflection: What measures are in place to ensure responsibilities are met and objectives achieved? Do you have conversations with your people to let them know when they are on and off track?
• Action: Implementing robust tracking and performance metrics enhances accountability and promotes continuous improvement.

Embracing New Leadership Frameworks

Transitioning from traditional leadership approaches to more effective ones involves adopting new frameworks and mindsets. Two core models can guide this journey:

The Doctrine of Completed Staff Work

This doctrine emphasizes that, as leaders in our Area of Responsibility (AOR), we must thoroughly analyze challenges and present fully developed, actionable solutions to our senior leaders. In other words, don't bring problems without proposed solutions.

At the same time, as members of a larger organization, we are responsible for the competent execution of decisions made by higher leadership, ensuring that we proactively address challenges efficiently.

Key principles include:

• Proactive Problem-Solving: Anticipate issues and address them before they escalate.
• Complete Staff Work: Present senior leaders with fully developed plans and recommendations.
• Clear Communication: Articulate intentions and recommendations clearly, aligning with organizational goals.
• Accountability: Assume full responsibility for recommendations and their execution.
• Risk Mitigation and Scalability: Identify potential risks and ensure solutions are scalable and sustainable.
• Staff Development: Equip your team with the necessary training and resources.

The Leadership Decision-Making Process

As leaders, we must balance making decisions within our AOR while contributing to organizational strategies. The Leadership Decision-Making Process provides a structured framework to evaluate decisions and support higher-level directives.

This process involves several stages:

1. Receipt of the Problem, Project, or Directive: Understand assignments and allocate appropriate resources.
2. Situation Analysis: Conduct thorough analyses of challenges and opportunities, considering all variables.
3. Strategy Development: Create multiple Courses of Action (COAs) using the 1-3-1 Rule (1 problem, 3 solutions, 1 recommendation).
4. Strategy Analysis and Feedback: Engage stakeholders to refine strategies based on diverse insights.
5. Strategy Comparison: Evaluate options based on impact, effectiveness, cost, and sustainability.
6. Strategy Approval: Present the best options for senior leadership approval, or make decisions within your authority.
7. Execution, Communication, and Review: Implement the approved strategies, monitor progress, and adjust as necessary, ensuring ongoing improvement.

Balancing Leadership and Followership

One of the most challenging aspects of leadership is balancing decision-making within your AOR while executing directives from higher leadership. This balance requires:

• Understanding Leadership Intent: Align your actions with the broader mission, vision, strategy, and goals of the organization.
• Executing Decisions with Precision: Implement directives thoroughly, tracking progress and making adjustments as needed.
• Providing Feedback: Maintain open communication with senior leaders, sharing insights and updates.
• Developing Future Leaders: Empower your staff, encourage professional development and foster a culture of continuous improvement. Yes, that means sometimes we they miss or drop the ball. It's what happens afterwards that matters most.

So What's an AOR?

I've talked quite a bit about your AOR, so I'd thought it would be good to explain it. Your AOR includes the administrative and operational functions you oversee, including staff, resources, systems, processes, and projects within your scope. Recognizing how your AOR contributes to the larger organizational goals is essential.

• Tactical Leadership: Focuses on daily operations and immediate challenges (e.g., department heads, team leaders).
• Operational Leadership: Oversees multiple tactical areas, ensuring that strategies are effectively integrated across the organization (e.g., managers, directors).
• Strategic Leadership: Sets the vision for the organization, influencing policies and initiatives (e.g., executives, superintendents).

Understanding these interconnected levels ensures alignment with organizational objectives and promotes effective collaboration.

Evolving Your Leadership Skills

To meet the demands of today's educational landscape, consider the following strategies:

• Continuous Learning: Stay informed about the latest developments in educational leadership through professional development opportunities.
• Mentorship and Coaching: Seek guidance from experienced leaders and mentor your team.
• Reflective Practice: Regularly assess your leadership effectiveness, identifying areas for improvement.
• Embrace Innovation: Encourage creative solutions and leverage new technologies to enhance organizational performance.
• Prioritize Communication: Develop strong communication skills to effectively convey goals and expectations.

The Role of Leadership Skills in Creating Safe and Innovative Schools

Developing these advanced leadership skills is essential for creating and maintaining safe and innovative schools. Here's how:

• Cultivating a Safe Environment: By providing clear Purpose and Direction, and ensuring Accountability, leaders can establish and enforce policies that promote safety. Proactive problem-solving and risk mitigation are crucial in anticipating and addressing potential safety concerns.
• Fostering Innovation: Through Motivation, Support, and providing necessary Resources, leaders can encourage teachers and staff to explore new teaching methods, integrate technology, and adopt innovative practices that enhance learning experiences.
• Building a Collaborative Culture: Effective communication and the Doctrine of Completed Staff Work promote collaboration and shared responsibility. This collective effort is vital in maintaining a safe environment and fostering innovation.
• Enhancing Adaptability: The Leadership Decision-Making Process equips leaders to make informed decisions in a rapidly changing educational landscape, allowing schools to adapt to new challenges and opportunities.
• Empowering Staff: Developing future leaders within your team ensures that the commitment to safety and innovation permeates throughout the school, creating a sustainable culture that values continuous improvement.

By integrating these leadership skills, educational leaders can create schools that are not only safe but also thriving hubs of innovation, preparing students for the challenges of the future.

Moving Forward: Actionable Steps

By embracing these frameworks and focusing on deliberate skill development, leaders can:

1. Clarify Vision and Mission: Ensure alignment with strategic objectives and communicate them effectively.
2. Strengthen Team Cohesion: Build a collaborative culture where staff feel supported in their roles.
3. Enhance Leadership Skills: Apply leadership models to improve practices and outcomes.
4. Identify Resource Needs: Determine the tools, training, and technologies necessary for success.
5. Create Accountability Structures: Establish metrics to evaluate effectiveness and progress.
6. Develop Actionable Plans: Formulate specific strategies to address challenges and leverage opportunities.

Embracing Continuous Growth

Leadership in K-12 education is a dynamic journey requiring constant evolution. Recognizing that the skills that brought you to your current position may not suffice for future success is the first step.

By committing to deliberate practice and embracing new leadership frameworks, you can navigate the complexities of your role and drive your schools and districts toward a safe and innovative future.

Remember: What got you here won't get you there—but with intentional effort and a commitment to growth, you can acquire the skills needed to lead effectively in today's educational landscape.