Reflection over Oct 17, 2008 class session
Good leaders change organization.
Great leaders change people.
What does it take to change people?
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- Anita Lie
- Prof. Dr. Anita Lie mendapatkan gelar Doktor Pendidikan dalam bidang kurikulum dan pengajaran dari Baylor University, Amerika Serikat pada 1994. Pada 1996 dia menjadi dosen tamu di SEAMEO RELC, Singapore. Dia juga pernah menjadi dosen tamu di beberapa universitas di antaranya Kwansei Gakuin, Fu Jen University, Chinese University of Hong Kong, Ateneo University dan De La Salle University, University of Brunei Darussalam, Universiti Putra Malaysia dan Universiti Kebangsaan Malaysia. Dia mendapatkan penghargaan The Rotary International Ambassador of Good Will dan 2000 SEAMEO Jasper Fellowship Award dari pemerintah Kanada untuk kategori penelitian terbaik. Saat ini, Anita Lie berkarya sebagai Direktur EduBusiness Consulting (www.edubusiness.info), dosen di Universitas Katolik Widya Mandala, Surabaya. Anita Lie menulis artikel-artikel untuk media massa serta buku-buku pendidikan di antaranya 101 Cara Menumbuhkan Rasa Percaya Diri Anak, 101 Cara Mengembangkan Kecerdasan Anak, 101 Cara Menumbuhkan Kemandirian dan Tanggung Jawab Anak, Cooperative Learning, English via Environmental Education, Building Bridges, dan Beyond the Classroom.
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SEMINAR ON P-RINCIPALSHIP
THE FIRST REFLECTIONS OF SEMINAR ON PRINCIPALSHIP, OCTOBER 18,2008
1. I Think professional bureaucracy is very needed to inherit school reform because is a kind of a structure that permits both decentralization and standardization at the same time. These organizations use standardization of skills as the prime coordinating mechanism; the operating core is the key organizational part; and professionalization is the crucial process. All such structures rely on the skills and knowledge of their operating professionals to function effectively.
2. Yes, I quite agree with this statement because we know that people especially men always think that women are disadvantaged or not beneficial for the organizational. Why is it so? Because in working women always gets extra bonus for working- leave like, pregnant, period, or may be family getting sick and so on. According to Scott ‘Feminists are often critical of bureaucratic organization in fundamental ways that go far beyond the common accusation that qualified women in modern organization do not receive equal treatment or compensation.
THE SECOND REFLECTION OF INDIVIDUALS IN SCHOOLS
It takes motivation to change people because we know that it is very needed to have if we have to do something or if we need something. Based on Bandura’s theory that Current work on individual motivation is cognitively based and adds a sense of emotion to understanding human functioning and behavior. As we know that the major determinants of human behavior are concepts such as beliefs, needs, perceived efficacy, attributions, expectations, goals, and anticipations that individuals have about future events. In other words, individuals have thoughts about events that have happened to them and expectations about what might happen in the future pursue a given course of action or indicate about some goals.
I will assume as a teacher whom do not only teach but also educate our students. Our "environments" are students, teachers, principal, administrative, and many. To make people(here means students) change is not quite easy. They comes from different social or education background. I think as a GOOD teacher we have to be their GUIDE and their FRIEND. As a "guide", we should know better our student's characteristic, then we should advise them if they did some mistakes. Furthermore, as a "friend", we should have an emphaty to get involved with their problems. As we knew before that people have a NEEDS, and sense of belonging is the most important to make different for people. Indeed, we can give them a good motivation to improve their confidence. After that, we hope that they (students) can change to be a good students. That's all my reflection which is related to Individual in School's topic. Thank You.
A leader will change people, if she or he is able to value subordinate as a person. It means that people’s opinions are important to me (as leader)/us/the team/the organization. Asking people for ideas and be assured they will come up with most of the solutions required for them to do their best, both for themselves and for the good of their team and organization. Asking employees improves their self-esteem, motivates them, and empowers them. So, they will take ownership for finding solutions and making change because leadership is essentially about helping people to achieve a better life. And the last, the leader is able to bridge fulfillness of the basic needs of people: (1) Physiological needs, (2) Safety and security, (3) Belonging, love, and social activities, (4) Esteem, and (5) Self-actualization.
Sugeng Mulyanto
A leader will change people, if she or he is able to value subordinate as a person. It means that people’s opinions are important to me (as leader)/us/the team/the organization. Asking people for ideas and be assured they will come up with most of the solutions required for them to do their best, both for themselves and for the good of their team and organization. Asking employees improves their self-esteem, motivates them, and empowers them. So, they will take ownership for finding solutions and making change because leadership is essentially about helping people to achieve a better life. And the last, the leader is able to bridge fulfillness of the basic needs of people: (1) Physiological needs, (2) Safety and security, (3) Belonging, love, and social activities, (4) Esteem, and (5) Self-actualization.
Sugeng Mulyanto
Changes in our lives are important because without changes there is no struggle for success and changes are necessary for continuous success. People, in fact, are afraid to make changes because they do not know what will happen after changes are made; will they succeed or fail? will they be better or even worse than their present condition? To change people is not an easy job to do. The first and most important thing to do is to change ourselves towards the better. The purpose is to set a good example for other people so that they are motivated to change towards the better like us. The second thing to do is to make people grow the courage to change in order to overcome the feeling of uncertainty and fear for failure and make difficult decisions. The third thing to do is to lead people to imagine towards which direction changes are made by allowing them to recognize what the change is for. We need to help people understand what the change will be and why it has to happen. People are not willing to change if they have no idea what it will be like after the change or what the benefit of the change will be. The last thing to do is to make people realize that they have to stick to their commitment to change in order to focus on the effort to reach success. If people have the commitment they will not easily give up when they face problems or obstacles. More than that, it takes patience and understanding to change people as it is not at all a piece of cake.
Dear Mrs. Lie
This is my answers of your question based on the structure in school.
REFLECTION ANSWER OF STRUCTURE IN SCHOOL
1. I think that Weberian model of bureaucracy is appropriate for my school. In Weberian model, there are five keys that can support the successful of school. For instance in the first key of this model said that the organization is divided based on labor and specialization. This relates with the majors of vocational school, The head of departments is handled by the expert in his/her field. It will improve efficiency. The second key about the equal treatment, facilities and justice is also appropriate. Then, the Hierarchy of authority are arranged vertically. The implementation Rule and regulation is needed to uniformity and stability of the members of school. And the fifth key about the system of promotion is not solely to seniority but also based on the achievement. Although this model is strict according expert, but if the principle can join this model with the wise steps, I think this model can bring the efficiency and success.
2. I don’t agree if qualified women do not get equal treatment or respect from subordinates.
According to me qualified women are woman who have characteristic of independence, rationale and competitive as male usually has. They have aspiration, motivation and achievement. They aspire to become leaders. They afford to accomplice their duty and responsibilities in family as mother, wife and also in working place.
Everyone cannot undervalue the qualified woman as far as they can handle organization wisely and professionally. I think that everyone who treats unfair to qualified women is someone who has traditional definition about women. The traditional definition about women said that woman does everything with feeling not with logic. Then woman should be responsibility for husband and sons at home. So in this era, the old perspective of woman should be changed to give the chance for woman to be qualified.
By : SRI ASTUTI
BATCH : XI
NIM : 8212707033
It seems that to change people and moreover an organization is a difficult effort. This needs great sacrifice and strong motivation. This also demands not only a good exemplary, but also a great commitment from a leader. So their subordinates are going to respect and follow what he wants.
In changing an organization, the first think is to share vision to enlist supports from his followers and to have same picture for future of organization. Secondly, a leader should invite all followers to decide the weaknesses of school and asks them to make action plan for producing extraordinary result. Thirdly, a leader should foster collaboration and build trust among of those followers. He knows that in achieving a goal people become exhausted, frustrated then they are often tempted to give up, so it needs encouraging from leader. Finally, the most important thing in changing an organization is a leader deeds in supporting this change. These relate with reward. A leader should have awareness that there is no change without rewarding; it can be incentives, complimentary or a higher promotion.
Seccond Reflection of Individual in School October 17th, 2008
What does it take to change people?
To change people is not easy and it takes long time. The first thing we should do is that we should be a good model for the people. To be a good model, we should have the effort to change ourselves. It means that we should change our bad things which can give the negative sense of us. Based on our effort to change ourselves, we can prove that we can also be changed before we ask others to change. The second step is, we should come closer to them, try to understand them or to get involved with their problems. We should be helpful in any situation. If we have already come closer to them, we can gradually change them. Of course sacrificing is needed in this situation. If we can do it, we will be able to change the people and they will do or obey whatever we ask to change sincerely.
There are 2 major variables that should be possessed by a great leader to change people:
a.Controlled-variables are variables that can be obtained or gained
-. The willingness to change
It is the crucial part to bring changes to one’s surrounding. My mom always says that before you ask somebody to change or to do something, make sure that you start it from yourself. If you’re not able to do the changes don’t expect somebody to do what you’re not able to. Start it from yourself! I always remember that motto.
-. Approach style
Changing people is dealing with human with different characteristics. A great leader should learn different style of approach to different people. Applying a proper approach to ones can bring changes to them.
-.Communication strategy
A proper approach should be supported by great communication strategy. Most successful leaders are great communicator. Speak clearly and briefly.
-.Treatment
People will treat you the way you treat yourself. If you want others to treat you well, you have to treat others well in the first place.
b.Uncontrolled-variables are variables that are gifted
-.Charisma
Most great leaders are born with charisma. They just simply have it. That’s a gift that hardly gained by others.
-.Personality
Great leader possess great personality. You cannot be a great leader if you are annoying. I know that it’s impossible to satisfy everybody, but having great personality will create fewer problems. One can change his personality, but it might be so hard and takes time.
A leader is someone who can lead his or her people to achieve the goal. Also, in achieving the goal, a leader needs to work together with his people. Sometimes, his people are not getting along to their leader. Thus, leaders must struggle to change their ideas or opinion so that they can cooperate. Actually, there are two ways how a leader can change his people, they are making the rules and creating the supportive environment.
Leaders must make some rules and socialize to their people. Generally, having the new rules can make some people protest or criticize. Also, they will usually find the weakness from the rules set. However, he as a leader should not give up to the critics given to. He must be tough and need to set the consequence so that everyone breaking the rules must get the consequences. Besides giving the consequences, leaders sometimes need to grant some bonus based on their merit in order to motivate his people to change. For example: when my boss wants to make the office hour ends at 18.00, some staff protested. They tried to make some critics and protest, but my boss did not care. He was still strict to the rules and everyone who did not want to go home late would get bonus cut. On the other hand, others following the rules will get extra bonus such as additional transport and meal fee.
Not only setting the rules, but also creating the supportive environment can make the leader feel easier to change people. As can be seen from the fact, people have different characteristics which make the leaders need to be aware to influence someone to follow what he wants. Thus, he must build a good encouraging environment. For example, my course had a Halloween program for the students. Some teachers did not want to participate because they thought it is too childish. However, my coordinator was smart. She did not get mad but she asked others who agreed join the program. Next, almost all teachers agreed to participate it. Some teachers firstly disagreed finally wanted to join because no one wanted to cancel the program.
To sum up, changing people attitude is difficult, but the leaders can make the rules and build supportive environment so that they can achieve the goals they want to get.
In the reality, people are afraid of making changes for their own life. They think the changes that they do, it can make their life become better or even worse. Changing people is difficult and don’t ever think you can change people easily. If you want to change people, start from yourself. Be a good example for others. Motivation and people are the factors that can change people. If everyone has the motivation to do the task in working environment, he will get a good position and high salary. By having the motivation, people can change their life easily. Another factor is people. People can change people. I ever had an experience dealing with this factor. Two years ago, my principal had a meeting with all the teachers at school. Since it was the first year for the principal, she had 20 agendas to be discussed in the meeting. At that time, the meeting started from 8 o’clock in the morning up to 5 o’clock in the evening. What a tiring day for the teachers. My principal is a person who likes talking so much. However, some teachers came to her office and gave advice dealing with the meeting. She listened to us, and now the meeting takes only less than an hour. My principal wants to make changes for others and she is a good example. All in all, time and patience are needed to change someone to be a better person.
what does it take to change the people?
I do believe that we or a person can change the people if they change themselves first.
I learn something about leadership and the leader itself from my friends (it's kind a group of friends). in this group, we believe that if we want someone to do something we have to do it first. so we will never ask someone to do something if we haven't done that before. moreover we have to praise every little thing that someone has done. know them or the people personally, regard them as "someone" not as "everyone".
in that case, I believe that it can change the people, in a good way of course.
Things that a great leader should possess in order to change people are not only the controlled and uncontrolled variables, but there are also some important things, such as: open-mindedness, motivation, and right compensation. An open-minded leader is a leader who is willing to listen to other people’s opinions, suggestion, and critiques. A great leader must also be able to give right and appropriate motivations to his/her subordinates. With those motivations people are encouraged to change to be better. The last thing is about the right compensation, which is very important. Actually it can be seen as one of the ways to motivate people. It is a kind of a form of appreciation towards people’s work and achievements. There are many kinds of compensation, such as: giving rewards, certificate of appreciation, giving people chances to learn more by sending them to seminars and/or workshops, etc. These things are the things that are simple but crucial for being a successful, great leader.
Change is necessary and contributes a great effect for the survival of individuals and organizations. The meaning of change is that letting go the old habits. Some says that making changes is difficult to be done. There is an assumption that the hardest thing to change is people's behavior. Many of them are reluctant to make changes, they will think that the changes will create an interpersonal conflict and make them feel bad about themselves .The good start to make a change is from ourselves then follows by changing people. The willingness to change is the important thing to be considered. We should think about what actions need to be taken to make the change. A whole hearted commitment to any changes should involve effective communication and also need the involvement of the members. Moreover, a great motivation from a leader is an element to make those changes successful. Overall, the indicator of successful changes are willingness to change , effective communication between leader and members, the involvement of the members in which the changes are created, and motivation from each other.
The word " change " seems easy to say but it is the hardest thing to do. It is not easy to change other people but it is not impossible. If a leader wants to be able to change people, he will need to know who, where, what and why factors. For instance, a leader wants to make changes in a new school. She/he should consider who are the people he/she wants to change because he/she should understand their needs and characteristics. The leader should be also aware where he/she is working at the moment. It will be helpful to know what is the most appropiate steps to take. Third, the leader should think about what they are going to do and the reasons behind the decision of doing the steps. Besides all of those considerations, the most imporatnt thing is to give the real examples to the members. One of good examples. My principal wants every body to be puntual in the meeting, she always becomes the good role model for it. I do agree that becoming the role model is crucial because no matter how good your programs for changing are but the real example really works.To sum up,changing people needs real action from the leader before asking the members to change.
Each person has his/her own character. One to another might be have different character. Someone character is formed from he/she was still small kid. There are many factors that form his/her character, such as: his/her environment, his/her childhood, family, friends, etc. Since someone character is formed for years, it is not easy to change someone character as we want it. If a leader wants to change his/her teachers/staffs characters, he/she has to change his/her own character. A leader should be able to demonstrate what he/she expect from his/her teachers/staffs. For example, if a leader wants his/her students to speak English well, he/she has to speak English all the time to his/her teachers. By doing this, hopefully the teachers will follow hms/her by speaking English to his/her students. A leader has to show good model or example to his/her teachers/staffs. If he/she does not able to do it, he/she cannot expect his/her teachers/staff to do what he/she wants.
Another thing that a leader can do to change his/her teachers/staffs is by having good relationship with them. A leader needs to see his/her teachers/staffs as partner not his/her subordinate. A leader has to be a good listener, he/she must know and understand what problems/difficulties that are faced by his/her teachers/staffs. By knowing his/her teachers/staffs well, he/she can direct his/her teachers/staffs to walk together as the school’s vision.
Those things above can be difficulty things to do but if a leader has commitment and is humble, he/she might be able to change the people even not 100%.
Good leader is person who able to recognize the strength and weakness of her/him self and her/his people in organization. He/she has knowledge how to manage people and how to treat every person on her/his organization base on their needs.
Great leader is person who is good leader and has a wonderful heart to share and courage people to change. He or she has clear vision for her/his life and inspire other to find their own vision. People who have vision will change. Every moment and choices that happen on their life will be faced differently. They chosen consider their vision. They focus their energy to make their vision closer and closer.
Changing people is not an easy thing to do, a person’s habit, behaviors, and personality is sometimes so rooted that it can be virtually impossible to change people. Changing oneself is hard enough, let alone changing others. When we want to change people, we want them to behave and do things the way we want them to. Basically, people don’t like to be told what to do. People would like to think that they are the ones calling the shots and making the decisions in their own life. Due to the statement above, within an organization, it’s important that leaders involve subordinates on some decision making. This way, they will feel appreciated and valued. On Maslow’s Need Hierarchy Theory this is level 4 (esteem) and when they have achieved this then they’re moving up to level 5, and that’s the point where they will want to do and try new things and do the changes that are expected of them. There was a time in my company when the people resisted to a huge change on the testing system. Some even refused to do the new tests. The leader got into action and had a meeting asking all the teachers how to make this change bearable for all of us. What can be done to make things better? Teachers gave lots of ideas and people were delegated to implement and realize those ideas. Follow ups were done on the progress of things. People felt appreciated and acknowledged. Everyone was a lot happier after that. For me, change is easier said than done. It’s not easy to battle with our own ego to accept other people’s opinions so it’s also important to be able to change oneself before expecting others to do so.
When we ask to ourselves what should we do to change people? I am sure it is not easy to answer it correctly. There are three important things we should remember : (1) We should appreciate others first before they appreciate us and (2) We cannot satisfy every person we meet.
First, how can we appreciate others? If we do not interrupt our subordinates or finish their sentences when they talk to us, especially when they want to share their difficulties. Because if we interrupt them before they finish talking, it will make them nervous, irritable and annoyed. We have to remind ourselves for being patient and waiting before the conversation begins. By giving chance to them to talk more, the people we communicate with will feel more relaxed around us when they feel heard and listened to.
Second, we cannot every person we meet. There is an old story, about a father with his son and their donkey. Once upon a time, they walked together in a journey. The father laid the son on the donkey and they walked on and on. On the half way, people said:” What a bad son he is. He does not take pity to his father for letting his father walk while he is carried by the donkey. Then the father changed the son by himself on the donkey. Not long, the people said : “ What a bad father he is. He does not take pity on the donkey.” After this, the father and the son carried the donkey together to finish their journey. So in short, we cannot satisfy every people include our staffs or subordinates.
In conclusion, if we want to change people or our staffs, we should change ourselves first. By doing this, they will follow us a leader. Anyway, life is a test, it is only a test.
In my opinion, it is not easy to change people and it is a nature thing, but changing people is not something that is impossible to do. I think, if we want to change people, we have to be able to show them the right thing to do. Not only showing them how to do something correctly but also giving advice why do you have to do things in the right way. It is because people will not accept only theories but they also want an example of good things that we keep saying. By doing that, slowly, we will be able to change people in the right way.
Based on my experience and my observation in place where I work:
1. The leader should become a good example for his subordinates
He should try to change himself first, then automatically the subordinates will follow him. If he can not be a good example for his subordinates, there might be some question from his subordinates, such as:How can he schande his people,meanwhile he can not change himself or how can we obey the leader, meanwhile he can not be a good figure for his people?
2. The leader shares his goals with his people
The leader discusses his purpose to his people, so that the people know what the leader wants. Then the leader also discuss and decides the commitment with his subordinates.Next, all the members of the organization including the leader must promise that they will definitely do all the commitment
3. The leader provides training /seminar or workshop to change the people
I think training, seminar and workshop are important to change people better.In my organization, training the employees is must, since by training we can get many advantages such as :
How to manage our time?
How to become people who has good attitude?
How to set our goal?
How to become a good leader?
all of the training that I attended give positive impact for me, not for myself but all the staff in my organization.
I believe, if we always get positive input regularly, automatically we can be better person in behaviour.
When there is a toxic culture in a school where teachers and staff discourage one another to achieve their best, if I were a newly appointed principal, I would do the clinical strategy as developed by Alan Brown ( 1965) and then combine with the Changing norms strategy as developed by Ralph Kilmann ( 1984).
The first step is gaining knowledge of the organization. It is the first step in clinical strategy. In this case, I would gather all the teachers and staffs in a meeting, in which I would listen and open to their problems and suggestions. I would observe them carefully, understand the salient aspects of organizational life including the basic norms and values of the schools and analyze them.
The second step is making a diagnosis. It should be made from a variety of perspectives, such as distorted communication, unilateral decision making, weak motivation and so on.
The third step is surface new norms, by identifying the norms that guide their negative attitudes and behaviors.
The fourth step is to establish new norms that they can identify a set of new norms that they believe will lead to improvement and organizational success.
The last step is to close the culture gaps between the present norms and the new ones. For example by motivating them to enhance their togetherness and collaboration. I would try to convince them that the desired norms will replace the old norms and that the changes will be monitored and enforced.
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