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Schools need to recognize how vital the role of change leaders is, for they apprehend the complexity of change and are well aware of uncertainty it may bring. To change leaders, this uncertainty creates space for growth and development, which they encourage their followers to prioritize. One may argue that in school, the work of administration might be sufficient since they have required competencies and are capable of making changes to the entire system. Although the said is true, administrators should be relying on school leaders to make long-term improvements and create a sustainable school system. This paper outlines a developmental model for creating such leaders, their formal and informal roles, and necessary skills.
Leaders may take a variety of roles, and establishing these roles after identifying outstanding individuals is one of the essential elements of the developmental model. Formal leadership roles and responsibilities traditionally include top-down decisions that tackle the problems that need a quick response, for example, low performance at reading tests. In search of support, formal leaders discover and capitalize on informal leaders that make changes and influence people around them through their attributes.
Informal leaders may be involved in a variety of tasks and activities, for example, serving on improvement committees, strategic planning groups, and so on. Formal and informal leaders should be collaborating to improve the school system in a meaningful way.
Another crucial element of the developmental model is assessing leadership qualities and skills. One of the most valuable skills in a leader’s possession is the ability to avoid unnecessary conflict. In the case of change leadership, a shared vision that takes into account a school’s and its student’s current needs has to be created. It is important to emphasize that the vision should indeed be shared, that is, the new policies and initiatives cannot be imposed from above as it may trigger reluctance and aggression. A thoughtful leader outlines changes through a discussion and mutual respect, which is usually enough to avoid confrontation.
In schools, change leadership development should be seamlessly integrated into the improvement strategy. It is crucial to follow a workable developmental model that usually includes identifying leaders, establishing roles, and assessing skills and qualities. Formal and informal leaders have different responsibilities but can equally influence the school environment. Both types of leaders should be able to elaborate a vision together with their followers and, thus, create a space where everyone is heard and respected.
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