Post on 15-Aug-2018
Research question &
methodology
3
The main research question will result in recommendations for
program providers, with secondary lessons for policy makers
What is best practice school leadership
training?
We will learn from:
• High quality school leadership programs
• High quality leadership programs in other
sectors
We will examine programs in the context of:
• The individual program participant
• The education system or sector
Assumption:
• School principals operate in a volatile,
uncertain, complex and ambiguous (VUCA)
environment
Research question Hypotheses
• Who:
• Programs are more effective when they select participants with appropriate prior
experience, skills, knowledge and capabilities to undertake the training
• When:
• Programs that focus on developing leaders at a particular career inflection point result in
better learning outcomes for individual participants
• Programs that ensure participants can implement their new leadership skills within X
time of completing the program are more effective
• Content:
• Programs that align program content to best practice on leadership development (and
individuals’ leadership development needs) have greater impact on individual leader
development
• Assessment
• Delivery:
• Programs that use appropriate delivery methods to develop particular skills, knowledge
and capabilities have greater impact on individual leader development
• Programs that use experts to deliver program content have high impact
• Evaluation
• Programs that evaluate the impact on individual participants use the data to continually
improve the quality of their program content and delivery
• Programs that evaluate the longer term outcomes of the program …
• Alignment with system/sector needs
• Programs that align their program to system/sector needs have greater system level
impact on student outcomes: including leadership development pipeline
(supply/demand), leadership development pathway, alignment to role
description/standards/appraisal processes
4
Overall project research approach and methodology (I)
Industrial bench marking
We will use case studies of high quality leadership development
programs to answer the research questions including
• Education leadership development programs for principals
• Leadership development programs from other sectors
Case study selection
Rationale for selection:
• Programs in systems/sectors who have taken action to
improve leadership development of organizational leaders
• Effect of leadership development on (student) outcomes
where possible; or content and findings of lit review
• Reputation
• A variety of systems/sectors and providers
Data collection to test
hypotheses
Program level data
• high level content (areas/topics; priority given to content areas; length of time on content delivery
• delivery methods (types included; range across program)
• timing of undertaking program (i.e., age, career stage, within what role, likelihood of promotion)
• selection (criteria for entry into program)
• length of program (days/weeks, modules, place in development trajectory)
• provider (external/ internal; qualifications/expertise of staff)
• cost
Policy related data
• System perception of program quality
• Alignment of program with other system signals of leadership quality
• Alignment with system human capital needs
Description Assumptions
• Education can learn from leadership
development in other sectors
• Lessons from other sectors are
transferrable (we will try and assess
extent)
• Quality indicators exist (or we will
come up with proxies
• ‘High quality’ includes cost
effectiveness
5
Overall project research approach and methodology (II)
Interpretation &
recommendations
Recommendations will allow:
• Program providers to asses the quality and effectiveness of programs, make evidence
based changes to improve the quality of their program
• Education systems (states/districts) to assess and improve the alignment of programs
with human capital management policies to have the biggest impact on student outcomes
AnalysisWe will:
• Undertake a literature review on leadership and leadership development to provide a
point of reference for program quality and ‘contemporary-ness’
• Describe programs’ unique and defining features
• Compare and contrast across the cases to assess quality in order to make
recommendations
• Summarise and synthesis findings
• provide a framework for modelling the relevance, usefulness and transferability of
program aspects
• a) into the education sector
• b) into different social, cultural and system contexts by trying to outline the role of
context
6
We will conduct 8-10 case studies, with an equal balance
between education and other sectors
Education Other sectors
Definite:
• Singapore
• US – charter system (x1)
Short list:
• Canada – Ontario
• New Zealand
• UK - NPQH
• Austria
• Norway
• Netherlands
Definite:
• Military
• Executive MBA: INSEAD
• Others on shortlist are UCLA’s Anderson School,
Northwestern University’s Kellogg School
Shortlist:
• Health Administration: Harvard Masters of Public Health
• Social Sector: Masters of Science in Non-profit Leadership at
the University of Pennsylvania
• Tailored MBAs: e.g. INSEAD MBA for PWC and Astellas
• In-house leadership programs: for companies such as Google,
Microsoft, Apple and General Electric
Rationale for selection:
• Programs in systems/sectors who have taken action to improve leadership development of organizational leaders
• Effect of leadership development on (student) outcomes where possible; or content and findings of lit review
• Reputation
• A variety of systems/sectors and providers
Literature and method
8
Thinking on what is effective leadership has changed over time
and current programs draw on a range of leadership theories
Great man theory
Trait theory
Behaviour theories
Contingency/ situational theories
Transformational leadership theories
Transformational Authentic AdaptiveDistributed
Transformational leaders display
the complex characteristics
needed for creating and
sustaining change in an
organisation. They achieve this by
using one or more of the following
factors:
• Charisma and inspiration
• Intellectual stimulation
• Individualised consideration
Authentic leaders have strong
articulated values that guide their
decisions and behaviours.
Followers are drawn to them
because they understand and
believe in these underlying
values. Authentic leaders are
great at tapping into their own
motivations and strengths,
building supportive teams around
themselves and motivating others
Adaptive challenges involve a
discrepancy between values and
circumstances and cannot be
solved by just good management
and expertise. They require
innovation and learning as
peoples values and beliefs come
into play. Adaptive leaders should
not try and solve the problems for
their followers but instead create
an environment conducive to
innovation and experimentation.
Distributed leadership theory
appreciates that an effective
leader does not have to be good
at everything. Instead effective
leaders know their shortcomings
and compensate by building
supportive teams that can
complement them.
Emotional intelligence is a linking theme in all contemporary theories of leadership. Without high levels of self-awareness,
leaders will be unable to be effective in the modern world.
1840s 1930s 1940s 1960s 1970s
9
School leaders today operate in a volatile, uncertain, complex
and ambiguous (VUCA) environment
Definition Leader intervention
Volatility Turbulent, unstable change • Clear vision
• Invest in risk management procedures
Uncertainty Inability to forecast what will
happen next
• Invest in new models of gathering information
• Communicate and collaborate with employees at all
levels to obtain new information
Complexity Volume and
interconnectedness of
information is overwhelming
• Shut out the noise
• Increase complexity of organisational structures
Ambiguity Little known about the situation
and its possible outcomes
• Quick decision making
• Experimentation
VUCA describes the volatile, uncertain, complex and ambiguous environment that modern businesses
operate in. Originally a military term, VUCA gained traction to describe the post 9/11, post global financial
crisis world.
Sources: Kirk Lawrence (2013) Developing Leaders in a VUCA environment, Scott Berinato (2014) A Framework for Understanding VUCA
Leaders need less function-specific leadership and management skills (horizontal development). Rather, they
need to develop other cognitive capabilities (vertical development).
A very different form of leadership development is required to develop these capabilities
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The latest thinking on leadership development suggests that
leaders need both horizontal and vertical development
Vertical development
BRAIN
Horizontal development
BRAIN
Technical skills
Strategic skills
Interpersonal skills
Horizontal development refers to the acquiring of skills, knowledge or
competencies that can typically be learned in a classroom setting. The
breath of knowledge skills and competencies that can be learned
through horizontal development range from technical skills (eg.
finance) to interpersonal skills (eg. communication) to higher level
strategic skills (eg. strategic thinking).
Vertical development however refers to a change in the person’s
mindset and advancement in their thinking capability. Vertical
development results in the leader thinking in more complex,
systemic, strategic and interdependent ways. The process is usually
one of ongoing self-reflection and self-discovery to create changes at
a deep, cognitive level.
• Planning and budgeting skills / finance
• Identifying good instruction
• Setting directions / visioning
• Strategic thinking
• Strategic resoucing
• Communicating
• Conflict resolution
• Developing staff
5 Self-
transforming
Can critically evaluate ones own
ideology and appreciate it partiality
4 Self-authoring Holds a strong set of internal values
and beliefs that guide decisions
3 Socialised Opinions and sense of self are
shaped by the external environment
Sources: Nick Petrie (2014) Future Trends in Leadership Development, Robert Kegan (1994) In Over Our Heads
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Leaders require a whole range of horizontal and vertical skills
to perform their role effectively
Horizontal
Vertical
Leading and
managing a
system or
organisation
Leading and
managing the self
Leading and
managing people
Technical skills
Transformation of
mindset
Interpersonal
skills
Strategic skills
Planning and budgeting skills / finance
Managing facilities
Talent management & HR
Technical expertise - instructional
leadership
Communicating
Collaboration skillsAligning people
Motivating and inspiring employees
Social skills
Obtaining buy-in / influencing
Setting direction / creating a vision
/ strategic thinking
Change management
Self-awareness
Self-regulation
Agility –
making
quick
decisions
Clarity – ability to identify
within chaos and make sense
of things that are happening
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A range of leadership practices impact student learning
Leithwood et al Wallace foundationRobinson et al
• Establishing clear shared goals and
an academic focus
• Building social networks and
structures that enable goal
achievement
• Being directly involved in
instructional supervision and
support
• Building teacher capacity and
providing high-quality opportunities
for teacher learning
• Caring for staff as individuals
• Being skilled in problem solving and
conflict resolution
• Shaping a vision of academic
success for all students
• Creating a climate hospitable to
education
• Cultivating leadership in others
• Improving instruction
• Managing people, data and
processes
• Establishing goals and
expectations
• Resourcing strategically
• Planning coordinating and
evaluating teaching and the
curriculum
• Promoting and participating in
teacher learning and development
• Ensuring and orderly and supportive
environment
Sources: Kenneth Leithwood, Karen Seashore Louis, Stephen Anderson & Kyla Wahlstrom (2004) How Leadership Influences Student Learning; Viviane Robinson, Margie
Hohepa & Claire Lloyd (2009) School Leadership and Student Outcomes: Identifying What Works and Why; Wallace Foundation (2013) The School Principal as Leader:
Guiding Schools to Better Teaching and Learning
13
Pre- and post-program initiatives and issues
Pre-programProgram
Content addresses
the learnings that
create effective
leaders
Delivery methods
suitably match the
content
Post-program
Participant is able
to utilise and
continue learnings
from program
Level of
• Experience and
• Expertise
of participant is right for
the program
Evaluate program
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Analysing a good leadership development program includes a
range of program and system variables
Selection Content SupportModes Evaluation
• Establish whether
applicants have the
relvant experience,
skills, motivations and
personal qualities to
get the most out of
the program
• Instructional
leadership expertise
• Management and
leadership skills
• Higher order
leadership
capabilities
• Consideration of
adult learning
techniques
• Collaborative
learning
• Varied learning
experiences
• Mentoring and
coaching
• Integration with
practice
• Ongoing mentoring
and coaching in
schools upon
completion of the
program
• All good leadership
programs should
have processes in
place to evaluate the
elements of their
program
Sources: The Wallace Foundation (2012) The Making of the Principal: Five Lessons in Leadership Training; Ben Jensen, Amelie Hunter, Anna Clark (2015) Aspiring Principal
Preparation
15
Case study selection within sectors is challenging given the
range of programs offered by providers: executive leadership
programs offered by INSEAD
INSEAD
Executive education
General management
Strategy Programs
MBA program
Global Exec MBA
Leadership
programs
Marketing & sales
• Advanced Management Programme
• Transition to General Management
• Management Acceleration Programme
• Asian International Executive
Programme
• The Challenge of Leadership
• AVIRA – Awareness, Vision,
Imagination, Role and Action
• LEAP – Leadership Excellence
through Awareness and Practice
• The Challenge of Leadership
• Leading the Business of Sustainability
• The Leadership Transition
• Leading for Results
• High Impact Leadership Programme
• Learning to Lead
• LEAP: Leadership Excellence through Awareness and
Practice
• Leading Successful Change
• Management Skills for International Business
• Managing Global Virtual Teams
• Achieving Outstanding Performance
• Negotiation Dynamics
• Strategy Execution Programme
• AIMS: Advanced Industrial Marketing Strategy
• Strategic Marketing Programme
• Powering Growth
• Leading the Effective Sales Force
• Negotiation Dynamics
• Leading the Business of Sustainability
• Competitive Strategy
• INSEAD Blue Ocean Strategy
• M&As and Corporate Strategy
• Managing Partnerships and Strategic
Alliances
• Strategy Execution Programme
• Powering Growth
• Strategic Marketing Programme
• Business Strategy for HR Leaders
• International Management in Asia
Pacific
• Strategic R&D Management
16
Data collection and analysis of programs will be detailed in
order to answer the research question and hypotheses
Participant SelectionProgram structure
Data collection
methodINSEAD
Annual enrolmentsDesk Research 160
Program length Desk Research 12 weeks
(spread over 14-
17 months)
Program cost to
participants?
Desktop
Research
$110,000 US
Data collection
methodINSEAD
What is the ideal
candidate for the
program?
Interview
At what age do people
complete the program?
Desktop Research Average age of 37
At what career stage do
people complete the
program?
Desktop
Research/Interview
After 13 years of work
experience, At least 3
years in a
management role
How are people
identified for the
training?
Interview/Survey
What entry requirements
are there?
Desktop Research,
Interview
GAMSAT,
What percentage of
applicants are accepted
into the program?
Interview
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Program design and delivery data: INSEAD EMBA
Program content Program delivery
EMBA
Management
dimensions
Operations X
Financial Management X
Data Analysis X
Ethics
Leadership
dimensionsPeople Management X
Communication
Strategy X
Culture and Change
Management
Program design
Which delivery
methods are
used? Which
methods are used
to develop which
skills?
Coaching, 360 degree
feedback
Does it include
coaching, peer
learning,
shadowing or
‘acting’?
Are
placement/Interns
hips involved?
Program cohort –
do participants
study with people
from other
sectors?
Who are the
stakeholders involved
in the program?
INSEAD, Employers,Employees
Who designed the
program?
What is the cost of the
overall program?
Who pays for the
program?
Individuals/Their
employers
How are the programs
chosen?
How many providers
are available?
Many
Is the training aligned to
employer Performance
Management systems?