Teacher-Librarian as Leader

11 August 2008

Now I am playing catch up. Trying to read and follow what the group has already decided.

This appears to be our topic.

Group 40
Hello Roy, K here from ETL504 group J and M and I think that the following topic is suitable for Part A of Assignment 1 - Scholarly Brief.
Our Topic is "Strategic Planning For Change - Why Collaborate?"

This topic will address Learning Objective 3 "Be able to demonstrate an awareness of the principles and methods of strategic planning for change and identify the role of the teacher librarian within these processes"

In this topic we are going to address the principles of
1. A strategic plan being visionary
2. The power of a positive mindset in strategic planning.
3. The necessity to share knowledge, address problems and pool resources through effective communication in achieving change.

We will also examine the steps of planning
1. Planning to plan
2. Vision and mission statements
3. Analysing the environment
4. Evaluation and Review
that a teacher librarian can take for successful implementation of a library program and provide in conclusion examples of this(on a small scale).

We are hopeful that we are on the right track with what is required for this topic and appreciate any feedback in relation to this.


6 August 2008

I am really behind the 8-ball here. The course started on 21 July and because I am on holiday in Australia I do not have all the information that I need yet. I can see that my group is starting to fomulate some plans, but because I cannot get to chat rooms I seem to be missing out. They don't seem to be using email for communicating at this stage.

Quotes from the prescribed text that I feel are particularly relevant

Data without relationships merely increase the information glut. (Fullan, 2004, p. 115).

Leading in a culture of change does not mean placing changed individuals into unchanged environments. (Fullan, 2004, p. 116).

People do not voluntarily share knowledge unless the culture favours exchange (there is a moral commitment to share or rewards for doing so, or both). (Fullan, 2004, p. 118).
…individuals must rely on others to listen and react to their ideas. (Fullan, 2004, p. 120).

…don’t lock in; allow room for exploration and contribution. (Fullan, 2004, p. 120).

Control freaks need not apply. (Fullan, 2004, p. 127).

…is about enabling, not controlling. (Fullan, 2004, p. 127).

…providing feedback and closure. (Fullan, 2004, p. 131).

…professional time to be allocated to intervistation activities. (Fullan, 2004, p. 134).

There must be strong norms of trust and a developmental, risk-taking set of values for these methods to work. (Fullan, 2004, p. 138).

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