Michael Fullan's Four Wrong Policy

926 Words 4 Pages
Before I mention three points that I saw as important, I would like to say thank you for presenting this summary to the class. I’ve order the book, because I feel that Fullan ushered in some very valuable concepts that will benefit me as I move forward in a new phase of my career as an administrator.
The first important point for me from this summary of Michael Fullan’s book by Jenn David-Lang in The Main Idea, were the four wrong policy drivers. I agree with Fullan in that a principal needs to possess the ability to motivate their staff. However, in chapter 2, Michael Fullan points out “four wrong policy drivers” (Jenn David-Lang, 2014) that will cripple a principal in their critical skill of motivation. The four wrong policies include
…show more content…
The mistake with policy lies within the aspect of turning your attention on individual teachers versus investing your time developing the ability of teachers to work as a team. There is power in numbers. A well organized team can accomplish much more than an individual, by tapping into the strengths of each individual. Thirdly, Fullan addresses “technology”. Technology is such a large topic today, but it is important for principals to recognize that technology will not make a bad teacher good. A principals energy is better directed towards searching for new pedagogies to further students learning via technology. Technology is a wonderful resource at our fingertips, and it can be used in a powerful and effective way in shaping young minds. But, if not used properly, it only becomes a distraction. The fourth wrong policy deals with what Fullan refers to as “fragmented strategies” versus “systemness” which is bringing the strategies into alignment (Jenn David-Lang, 2014). It is important for a principal to organize the strategies which will enable the staff to excel as a …show more content…
125) Wow! Jenn David-Lang went on to summarize Fullan by saying, “So, if you want to maximize your ability to change your school, start by developing and mastering your own skills as a change agent-first.” (p. 5). This statement brought me back to “knowledge” which was one of the characteristics for a leader that we posted on the whiteboard last week. Passion is a necessity, but if there is no knowledge of the skill to lead change then passion will lead to disaster. I believe that concrete change in an organization requires passion in the leadership, but also knowledge of how to be an effective change agent. And, as a change agent, a leader must also remain open for personal change. Fullan continues on by discussing “seven change agent competencies” (Jenn David-Lang, 2014). I won’t mention them here, but they line up with my personal standards as leader.
Lastly, it was difficult determining which three important points to respond to. This summary opened up a treasure box of key fundamental aspects for a principal or any leader. Although, I narrowed it down to four wrong policy drivers, “top-down leadership can never lead to significant improvement, but purposeful peers can”, and “passion without skill is dangerous” (Jenn David-Lang, 2014). These three important points and the additional points mentioned by Fullan, opened my eyes to some powerful tools that I

Related Documents