Author: Teri Marie Preisler
Publisher:
ISBN:
Category :
Languages : en
Pages : 151
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This dissertation examines the perceptions of the participants in the Institute of Engaged Principal Leadership at the start and conclusion of their first year of sessions. The study used a single case study qualitative research approach incorporating semi-structured interviews questions, researcher observations, and review of documents throughout the 2012-2013 initial year of the Institute. The results indicate themes of growth within the participants' beliefs, confidence, focus on equity and student-centered school climate, and a need for networking within the educational leadership roles. Based upon these results, recommendations are provided for future Institutes as well as preparation programs for teachers and principals.
Author: Jennifer Leigh Harper
Publisher:
ISBN:
Category :
Languages : en
Pages : 342
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Research on school principals has been narrowed to the factors leading to attrition or retention with little focus on the recruitment and development. The decreasing number of individuals applying for school principal positions has led some school districts to implement new methods to recruit and develop future school principals. One method being used by some large, urban school districts is the creation and implementation of leadership academies; however, few studies have been conducted to determine the effectiveness of this tool in aiding the recruitment and development of aspiring school principals. The purpose of this case study was to investigate the effectiveness of a leadership academy implemented in an urban school district to increase the recruitment of school leaders. Participants were assessed on their perceptions of the effectiveness of the leadership academy, in one urban school district, to prepare them for the school principal role. A qualitative, embedded case study approach was used to describe these perceptions. The study participants consisted of 12 individuals who were working as principals or assistant principals in the district after participation in the leadership academy. The data was based on participants' responses from 25 semi-structured interview questions, non-participant observations, and a document analysis of materials used in the leadership academy. The data revealed four assertions 1) the leadership academy provides an avenue for the district to identify individuals interested in the principal position and get to know the leadership styles of each individual; 2) participants believe the leadership academy aided in their preparation for a principal position in the district; 3) the application and selection process enabled the district to identify individuals interested in the principal position; and 4) the leadership academy was an indirect tool for recruitment. The findings showed that all study participants felt the leadership academy was a valuable experience and did aid them in their journey to becoming a school principal. The findings from this study support the use of a leadership academy as a tool to develop aspiring school principals; however, further research is needed to determine the effectiveness of the leadership academy in recruiting future school leaders.
Author: Colleen Limoges
Publisher:
ISBN:
Category : Educational leadership
Languages : en
Pages : 320
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Author: Kimberly Nicole Quinn
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Although 21 states are currently designating a portion of their Every Student Succeeds Act funds specifically for novice principal induction and support, Tennessee is not currently one of these states. This dissertation uses a qualitative case study approach to interview Tennessee principals serving in years four to five, who did not have formal mentorship support during their novice years, to gather their experiences and support needs during this time. The researcher reviews the current literature on novice principal mentorship programs across the country through the lens of Krams Mentoring Model and Suchmans Program Theory before connecting the literature with the perceived needs of principals in this study. This study aimed to use data from principals interviews to make implications for practice and future district level formal mentorship program development in Tennessee schools. Findings from this study identified the problems faced by novice Tennessee principals as well as suggested inputs, processes, outputs, and potential outcomes if the implicated program were implemented. Using the principal participants as stakeholders in development, a program theory mentoring model, needed to help new Tennessee principals transition into and thrive in the role, is presented. The study concludes with recommendations for multiple stakeholders including state education officials, directors of schools, district leaders, human capital, professional development leaders, district leaders, and selected principal mentors..
Author: Dora Louise Renaud
Publisher:
ISBN:
Category :
Languages : en
Pages : 196
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Principal professional development is vital to the field of education because the principal is expected to be the instructional leader of a school. Even though principals do not provide instruction directly to students, their instructional leadership practices can greatly affect teacher practice and student learning. This descriptive case study examined the variety of professional development models created in Texas ISD (a pseudonym) to determine if one model is more effective than another in enhancing job performance. This study highlighted the principals' perceptions of a variety of components within professional development such as the delivery, design, how the learning needs are met, and how they helped enhance principal job performance. This qualitative case study design was seated within the constructs of Donald L. Kirkpatrick's (2006) Four-Levels of Learning and Evaluation Model that was utilized as the analytical tool to frame the initial and heuristic questions for the principal questionnaire and interviews. This Model guided the data collection, categorization, and emergent themes. Specifically, this study investigated the following: (a) aspects of principal professional development that enhance job performance as an instructional leader, (b) types of delivery and the impact it has on instructional leadership, and (c) comparisons of delivery models to identify the most effective. Ultimately, the findings of this study seek to provide supporting information to researchers and district leaders as they plan, design, and implement future effective principal professional development. The study focused on a group of nine successful principals in a Texas urban school system identified as Texas ISD. Examining the delivery models added to the body of literature regarding how to create effective principal professional development that helps principals enhance jobs performance and offer districts an alternative to the costly price of professional development. In Texas ISD, principal professional development was used as the vehicle for scale and sustainability of districtwide educational reform. In addition, the professional development assisted with K-12th grade vertical articulation of the school system's curriculum and educational plan. To analyze the impact of professional development on instructional leadership practices, questionnaires were given and interviews conducted in which individual perceptions of successful principals in Texas ISD were conducted.
Author: Phyllis H. Lindstrom
Publisher: Corwin Press
ISBN: 148336271X
Category : Education
Languages : en
Pages : 177
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The authors provide principals with the tools needed to help teachers and staff enhance their skills and improve student learning.
Author: Richard Martin Gonzales
Publisher:
ISBN:
Category :
Languages : en
Pages : 332
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Research has documented the need for school districts to recruit and retain qualified school leaders capable of navigating the organizational challenges for school improvement, particularly in high-poverty, low-achievement contexts. Recently, scholars have studied principal pipeline structures implemented by school districts to recruit and retain effective principals. A key finding of this research is that clearly-defined standards and performance criteria can inform school districts' strategic identification and development of individuals with the potential to become effective principals. Further research is needed to understand and define potential and readiness for the principalship in assistant principals, commonly the largest candidate group in a principal pipeline. I used a qualitative case study design to investigate veteran principals' perceptions about potential and readiness for the principalship in assistant principals. Six principals in one urban school in Texas were purposefully selected based on their experience with supporting, developing, and/or endorsing former assistant principals for promotion to the principalship while under their supervision. I collected data through questionnaires and in-depth interviews to understand this phenomenon through the informants' lived experience. I found that the principals view professional competence and personal dispositions as indicators of potential and readiness for the principalship. They believe an assistant principal's potential to perform as a principal is evident in the processes and products of their work, but they don't believe all high-potentials are necessarily ready to become principals. Shared leadership was instrumental to developing readiness for the principalship in their assistant principals, and developing capacity by building on strength and targeting weakness worked equally well in their experience. Using these findings and existing research, I identify state and district-level policy implications for the field. I also make recommendations for further study of this topic in the future.
Author: Ann Leiter
Publisher:
ISBN:
Category : Educational leadership
Languages : en
Pages : 166
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The purpose of this qualitative study was to examine 12 school principals’ perceptions of their professional development experiences to advance their leadership capacity. The study explored the alignment of the principals’ professional development experiences and their existing school challenges through Bolman and Deal’s four frames theoretical model. One-on-one interviews gave voice to the principals’ experiences, reflections, and challenges, providing insight into their decision-making processes and the connections they perceived developed their leadership capacity. The results of this were that the school principals perceived the development of their leadership capacity as having occurred through their self-selected professional development opportunities rather than through the mandated NYCDOE professional development courses, with the mandated professional development courses identified as predominantly focused on compliance and policy issues. Three key factors that influenced the principals’ choice in self- selected professional development topics were their perceived gaps in professional development content knowledge regarding curriculum and instruction, perceived gaps in leadership skills, and perceived gaps in both curriculum and instruction, their perceived gaps in leadership skills. There were differences in the principals’ understandings of the definition of process of change, perceptions of preferred methods of delivery of professional development, and the application of Bolman and Deal’s four frames to their existing school challenges. All 12 principals identified Bolman and Deal’s structural and human resource frames as elements of their self-selected professional development topics that contributed to the growth of their leadership capacity, enabling them to better meet their leadership challenges and promote school improvement. The most frequently identified frame perceived by principals as needed to support current school challenges was the political frame, which was also the leadership frame identified as the least developed, as well as the least available in mandated or self-selected professional development opportunities. An unexpected finding of this study was that all the principals were unclear as to which professional development courses were mandated by the NYCDOE. In addition, some principals perceived the process of change as updates and modifications rather than stages of transition from data analysis and goal setting through the stages of implementation and progress monitoring. This perception further expanded systemic incoherence. Recommendations from this study include a need for system leaders to align principal job responsibilities with mandated professional development opportunities in change theory, social networking, and culture to empower principals with the professional knowledge needed to more effectively pursue school- improvement goals. A final recommendation was to institute mandated professional development systemically aligned to Bolman and Deal’s political frame to fill the gap in developing leadership capacity to confront daily school challenges.
Author: Diana Kay Peer
Publisher:
ISBN: 9781267794581
Category : Career development
Languages : en
Pages : 358
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A qualitative dissertation study was conducted to examine the impact of the Arkansas Leadership Academy's Master Principal Program through the perspective of those who have completed the entire program and attained designation as a Master Principal. A logic model for the Master Principal Program offered a context for the study. A review of relevant literature provided the identification of gaps in the research which included limited findings for a program comparable to the Master Principal Program. Research methods for this phenomenological study were explained. The research sample included Master Principals, as of 2011. Interviews and a focus group using collaborative tools for reflection were the primary data collection methods. Five major findings emerged from this study as areas of impact of the MPP grounded both by the individuals' strong convictions and practice, and from the collection of information from all participants: 1. The universal and almost immediate reaction from principals when asked about their reaction to the MPP was, "It was the best professional development I have ever had!" 2. Significant changes in the performance of Master Principals' leadership practices occurred as a result of the knowledge and skills they acquired from Institute experiences. 3. A strong element in each principal's story was the culture change within their school toward one of collaborative stakeholder involvement, a commitment to continuous improvement and high expectations, and an increased sense of efficacy and respect. 4. Though never satisfied, all principals noted positive changes in student achievement results both during their participation in the MPP and since Designation as a Master Principal. 5. Though all principals expressed a humble attitude about their success and influence, increases in Master Principals' influence beyond the school was found at the local, state, and national levels. Acquiring the knowledge and skills of effective leadership in all five performance areas of the MPP, with the support of work assignments to help them implement the learning, and a network for collegial reflection, summarizes the participant described take-away from the Master Principal Program. Synthesis of the findings indicated that it was the principals’ implementation of their new knowledge and skills that, over time, changed school culture which subsequently had a positive impact on student learning.
Author: Philip Hallinger
Publisher:
ISBN: 9780865521230
Category : School administrators
Languages : en
Pages : 160
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