". . . loving and investing in your employees in relation to high-quality purpose is the bedrock of success (Fullan, 2008, p. 36)"
"One of the most vexing problems in large systems concerns the need for cohesion of otherwise loosely coupled components. What is the right glue? (Fullan, 2008, p. 37)"
In The Six Secrest of Change, Fullan states the first secret of change is to learn to 'love your employess'. Loving ones employess requires we all go beyond the surface level 'hellos' and 'how are you doing?', to a level of really learning to love and care for one another beyond the job. When there is true love amongst the faculty, one can see it. We have all gone to visit schools and remember the first impression we got upon entering that school. We can tell immediately if the school has a sense of community or not; a sense of love. When you feel a sense of love, you then find that that school is really successful in its goal of educating the students. Accroding to Fullan, when the love is there, we learn to invest in each other, support each other; thus, becoming more successful than an organization that is simply just an organization. They become successful because the love creates a sense of community trying to achive the commoon goal of educating students.
As many of our previous texts stated, the educataional system is one of the most difficult organizations to achieve a shared vision, because of all the different levels in the education system, the number people/stakeholders and all the diffeernt views each stakeholder brings to the job. Fullan alludes in many of his texts that the glue allowing organizations to be successful and to create cohesiveness amongst all levels of the educational system is love and a shared vision of educating the students.
In relation to our cohort, many expressed this weekend we have moved beyond being just a cohort model to a family. We are able to say that because we have learned to love each other and we all share a common goal of learning with and from each other in order to graduate in three years. We are learning to invest in each other so that we all will be successful.
Isn't it interesting that in Leading with Soul, the authors also bring out that we need to love our organization and in that, we will see success. However, I find it sometimes hard to do so with certain ones. I also find it hard when there is a lack of trust. It's a work always in progress.
ReplyDeleteI am not surprised that all of the literature regarding leadership keeps pointing to empowering the followers. It is my belief that this is where the key to good leadership lies. The example is Jesus Christ. He told stories; he had empathy for his followers; he placed them in positions of leadership when he new it was the right time and he too, took time to reflect and meditate. The "Jesus" model of leadership is so prevelant in most of the readings that we have been charged to study.
ReplyDeleteAs Traci mentioned, building love and trust is hard work. I would add that as a work in progress it takes time, patience, endurance, but--above all--it must come from a true heart of agape love and not a desire to build the organization. It has always happened for me in small pockets where the spirits of the participants were willing. As they began to prosper in the joy of their work and the empowerment of leadership (as Billy said), then others began to take notice and want to be a part.
ReplyDeleteKeisha,
ReplyDeleteWhat a thoughtful comment. I also like how Fullan says that Secret One "Love your employees" is the foundation secret. In a Biblical context, Jesus is the foudation of the church. He has shown us unconditional love and forgiveness, and for us to show that kind of love for others sets a foundation for solid relationships, and successful leadership. I also think Fullan's use of the term "secret" is significant. Unfortunately, not everyone can love or is willing to love, and the idea of "loving employees" or loving others will remain a secret to those people. Even as much love as we may show others, some people will never be in on the secret.