Goals, Challenges, Potential Outcomes, and Consequences Lindsey, Roberts, and Terell (2009) defines, “leadership is the process of inspiring others to work together to achieve a specific goal” (p. 49). Despite the multiple human resources management challenges, the new principal must use her list of needs to prioritize, plan, implement, support, and monitor success. The first challenge that she has is to effectively communicate with her faculty and staff. She needs them to know her as a leader who appreciates their awesome work. Ms. Zola needs to communicate her vision and expectations. Also, she probably communicated monitored the secretary’s communication skills, but most likely she makes her part of some decisions for her
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Zola demonstrated her knowledge of the politics of schools when she learned about the accident of the teacher by the superintendent himself. The challenge of following the advice of the superintendent and hired a qualify and certify in special education substitute for two months in such short notice is difficult, but the responsibility to cover that vacancy relies on her shoulders. However, when she decided to learn about the organizational chart of the district, it seems as if she was looking for a secondary plan in case that the suggestion of the superintendent of hiring a qualify substitute to cover for the special educator teacher did not …show more content…
By being strategic, she could use the help of the technological companies to hired a technology resource support staff. Standard 4 of the Florida Principal Leadership Standards (2011) describes the one of the leader’s responsibility, “identifies faculty instructional proficiency needs, including standards-based content, research-based pedagogy, data analysis for instructional planning and improvement, and the use of instructional technology”. Ms. Zola planned to request the input of her faculty as what they needed to support the implementation of the district and school new goals. Even when the district allocated funds for professional developments for the schools’ personnel, she could have use the help of the companies around the community for those trainings. Also, she could support and monitor the teachers’ progress with the help of those companies and their
Zola demonstrated her knowledge of the politics of schools when she learned about the accident of the teacher by the superintendent himself. The challenge of following the advice of the superintendent and hired a qualify and certify in special education substitute for two months in such short notice is difficult, but the responsibility to cover that vacancy relies on her shoulders. However, when she decided to learn about the organizational chart of the district, it seems as if she was looking for a secondary plan in case that the suggestion of the superintendent of hiring a qualify substitute to cover for the special educator teacher did not …show more content…
By being strategic, she could use the help of the technological companies to hired a technology resource support staff. Standard 4 of the Florida Principal Leadership Standards (2011) describes the one of the leader’s responsibility, “identifies faculty instructional proficiency needs, including standards-based content, research-based pedagogy, data analysis for instructional planning and improvement, and the use of instructional technology”. Ms. Zola planned to request the input of her faculty as what they needed to support the implementation of the district and school new goals. Even when the district allocated funds for professional developments for the schools’ personnel, she could have use the help of the companies around the community for those trainings. Also, she could support and monitor the teachers’ progress with the help of those companies and their