Leadership is the ability to develop a vision for change, which leads to improvement in outcome for learners based on shared values and robust evaluation of evidence of current practice and outcome. Leaders create and model standards of excellence, standing for relentless pursuit and completion of action to institutionalize professional values and beliefs (Chang, et al., 2012). Leaders inspire others by sharing their vision and ignite the flame of passion in them. Leaders analyses their situation, recognize the good ideas of others, seek knowledge and learn from it, take risk, innovate and get new ways adopted. They learn from their successes and failures. Exemplary leaders conscript workers’ support, instilling trust among them as a way of facilitating an effective teamwork. A culture of development can be formed through an informal and organizational leadership. Leaders have a responsibility of encouraging perseverance among their followers in times of adversity, tiredness and frustration by recognizing their contributions and goal achievement.
Learning for sustainability is an entire school commitment that helps the school fraternity develop knowledge, skills, attitude values and practices needed to take decisions (Giles & Hargreaves. 2006). Middle leaders in school will have different areas of responsibility in addition to enhance pedagogical skills. These may include curriculum leadership, departmental leadership and faculty leadership which may include support provision or leadership of school improvement priorities. Leadership can be designed in conjunction with the frame for education leadership, to support individual self evaluation and reflection of leadership development. Leaders who have spent much of their careers in an organization may find themselves in position of leading their former peers. There are wide ranges of specialization in professional and leadership qualities which can be applied in the practice.
Professional organizations offer scholarship for college members and mentors for those in the interning or entry positions (Buller, 2010). . These offer an insight into how the industry works, how to navigate it as well a professional development course. Mentoring is the cornerstone of many professional organizations when it comes to working with potential leaders. They have the ability to pare someone with much more experience. Most organizations have an annual conference that creates a network opportunity for potential leaders to mingle in professional and leisure settings.
Ethical codes are another factor which highlights leadership qualities in a team leader. An ethical leader is always just and fair, acting without favorites and treating everyone equally (Zanda, 2018). . Leading by example rather than relying on written policies can promote a culture that encourages employees to internalize the principles of integrity and to do the right thing. A values or principle approach generally has more scope to influence employee decision and actions. Code of ethic and conduct are the key elements of ensuring sound corpora governance and management control.
Multicultural counseling competence in organizations is another key area that diversifies individuals and team players in an organization, by how they define themselves and how they approach others within their organization. Knowledge and understanding of identity develops from and is disseminated within professional psychological practice. It is also the intentional consideration and utilization of culture to facilitate change. Multicultural counseling pioneered for the civil rights in organizations, in the early history in America. Among the more formidable initiatives were attempts to make counseling more accessible to members of organizations and also the development of new competence to shape and guide counseling practice. A leader should also offer GLBTQ-related services (Sharkin, 2012). Gay, lesbian, bisexual transgender and questioning (QLBTQ) also contribute in the understanding of the leadership qualities in organizations through adversity in organizations that privileges heterosexuality and demonizes and oppress other sexual identities and expression. Being identified as a member of GLBTQ community is to be marked deviant an unnatural, marginalized, and to be harassed. When a team leader in an organization identifies area key area with biasness corrective requirement are imposed to mark QLBTQ; hence improving the organization culture in ways that cannot be expected from ad-hoc approaches.
Career development is the process that identifies person’s work identity in an organization. It is a significant part of human development and span over the individual’s entire lifetime, beginning when an individual becomes aware of how people make a living. This type of intervention begins as early as elementary school thus creating new leadership qualities in team players in an organization
Group leadership are those qualities acquired through training or are born with in a leader. A leader should be able to communicate with team players with confidence and maturity. He should be able to coordinate organizational activities and able to finish the task within the stipulated time. All these qualities in leadership practice, inculcates a sense of motivation in the organization. Lastly, a leader should lead the organization with single minded determination taking necessary steps to achieve the organization vision.
References
Buller, J. L. (2010). The essential college professor: A practical guide to an academic career. San Francisco, CA: Jossey-Bass.
Chang, C. Y., Minton, C. A. B., Dixon, A. L., Myers, J. E., & Sweeney, T. J. (Eds.). (2012). Professional counseling excellence through leadership and advocacy. Taylor & Francis.
Giles, C., & Hargreaves, A. (2006). The sustainability of innovative schools as learning organizations and professional learning communities during standardized reform. Educational Administration Quarterly, 42(1), 124-156.
Sharkin, B. S. (2012). Being a college counselor on today's campus: Roles, contributions, and special challenges. New Jersey: Routledge.
Zanda, S. (2018). Building Efficient Management and Leadership Practices: The Contemporary Relevance of Chester I. Barnard's Thought in the Context of the Knowledge-Based Economy. Cham: Springer
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