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Prosiect Datblygu Arweinyddiaeth APADGOS DCELLS Leadership Development Project

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Prosiect Datblygu Arweinyddiaeth APADGOS DCELLS Leadership Development Project

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    1. 1 Prosiect Datblygu Arweinyddiaeth APADGOS DCELLS Leadership Development Project

    2. 2 Croeso! Welcome! Lynne Walters - Andi Morgan

    3. 3 Rhaglen y Bore Sesiwn 1: Gorolwg Sesiwn 2: Gweithgaredd cyn cwrs Sesiwn 3: Edrych ar Arweinyddiaeth Sesiwn 4: Edrych ar Safonau – Adeiladu Portffolio Morning Programme Session 1: Overview Session 2: Pre course activity Session 3: Looking at Leadership Session 4: Looking at Standards - Building Portfolios

    4. 4 Sesiwn 1 – Session 1 Gorolwg: Arweinyddiaeth ac Effeithiolrywdd Ysgol Model Adolygiad Arfer a Datblygiad (AAD) Y Continwwm Arweinyddiaeth Overview: Leadership and School Effectiveness Practice Review and Development Model (PRD) The Leadership Continuum

    5. 5 Sesiwn 1 – Session 1 Model Adolygiad Arfer a Datblygiad (AAD) Model sydd yn addas ar gyfer yr holl weithlu: Ffocws hyd-gyrfa ar wella effeithiolrwydd ymarferwyr Wedi ei yrru gan safonau proffesiynol neu alwadigaethol perthnasol Practice Review and Development (PRD) A model that can be applied to the whole workforce: Career-long focus on improving practitioner effectiveness Driven by relevant professional or occupational standards

    6. 6 Sesiwn 1 – Session 1 Model Adolygiad Arfer a Datblygiad (AAD) Sicrhau ansawdd drwy rheoli perfformiad sydd yn… adnabod anghenion datblygiad proffesiynol, wedi eu cyflywyno drwy … gyfuniad o weithgareddau datblygu gorfodol a chytun sydd yn ... cydnabod cynydd mewn cyfrifoldebau arwain ac yn datblygu sgiliau arwain drwy ddatblygiad proffesiynol ffocysedig. Practice Review and Development (PRD) Quality assured through performance management that… identifies professional development needs, delivered through… a combination of mandatory and agreed development activities and which…. recognises increasing leadership responsibilities and develops leadership skills through focussed professional development.

    7. 7 Sesiwn 1 – Session 1 Y Continwwm Arweinyddiaeth The Leadership Continuum

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    41. 41 Sesiwn 2 – Session 2 Gweithgaredd cyn cwrs ‘Diwrnod ym mywyd…’ Pre course activity ‘A day in the life of…’

    42. 42 Sesiwn 3 – Session 3 Edrych ar arweinyddiaeth Looking at Leadership

    43. 43 Gwaith Tîm ! Teamwork !

    44. 44 Sesiwn 3 – Session 3 Arddulliau arweinyddiaeth Leadership styles

    45. Arddulliau Arweinyddiaeth Leadership Styles Pwrpas I: werthfawrogi ystod arddulliau / ymddygiadau arweinyddiaeth hyrwyddo adfyfyrio ar eich arddulliau ac ymddygiadau personol Purpose To: appreciate the range of leadership styles and how they affect performance promote reflection on your own styles and behaviours 45

    46. Leadership and Management Leadership ‘Building and maintaining an organisational culture’ (Schein 1985) ‘Establishing a mission for the school, giving a sense of direction’ (Louis and Miles 1992) ‘Doing the right thing’ (Bennis 1985) From B. MacGilchrist et al 1997 Management ‘Building and maintaining the organisational structure’ (Schein 1995) ‘Designing and carrying out plans, getting things done, working effectively with people’ (Louis and Miles 1992) ‘Doing things right’ (Bennis 1985) The Intelligent School PCP 46 These are the definitions proposed by MacGilchrist in the publication The intelligent school back in 1997 but still useful today Leadership – about the culture off the organisation, giving direction, vision creation – looking to the long term future doing the right thing Management – about structure, putting things into practice, doing things right- short term view and putting all the processes in place and making sure the cogs are oiledThese are the definitions proposed by MacGilchrist in the publication The intelligent school back in 1997 but still useful today Leadership – about the culture off the organisation, giving direction, vision creation – looking to the long term future doing the right thing Management – about structure, putting things into practice, doing things right- short term view and putting all the processes in place and making sure the cogs are oiled

    47. Pam mae Arddulliau Arweinyddiaeth mor Bwysig? Why are Leadership Styles Important ? Oherwydd eu heffaith uniongyrchol bosib ar sut mae unigolion a thimau mewn ysgol yn teimlo a'r graddau y maent wedi'u hysbrydoli Mae arweinwyr effeithiol yn defnyddio amrediad o arddulliau arwain yn unol â gofynion y sefyllfa, er mwyn gwella ysgol ac achosi newid sylweddol yn safon cyflawniad disgyblion (Rhaglen LPSH Hay McBer) Because of the direct impact they can have on how individuals and teams within a school feel and the degree to which they are motivated Effective leaders use a range of leadership styles according to the demands of the situation, in order to secure school improvement and a steep change in standards of pupil achievement (Hay McBer LPSH programme) 47

    48. Arddulliau Arweinyddiaeth Leadership Styles Gorfodol neu Orchmynnol (Gwnewch fel yr wyf yn dweud) Awdurdodol neu Weledigaethol (Dewch gyda mi) Cydgysylltiol (Pobl sy'n dod yn gyntaf) (Hay McBer) Coercive or Commanding (Do as I say) Authoritative or Visionary (Come with me) Affiliative (People come first) (Hay McBer) 48 The coercive style, in which the leader unilaterally directs action and requires compliance, summarised as "Do what I tell you." Used when the leader wants control. Once solved, use affiliative. The authoritative or visionary style, in which the leader identifies a vision and motivates those responsible for achieving the resulting goal to choose their approach to it, summarised as "Come with me." Best when people seem to be drifting aimlessly. Of all the styles, this has the most positive impact The affiliative style, in which the leader focuses on building harmony and strong working relationships, summarised as "People come first." useful when morale is low. Good for team building. Gives lots of feedback. This leader often shy’s away from dealing with difficult people The democratic style, in which the leader seeks to build consensus among team members by giving each a voice, summarised as "What do you think?" The pace setting style, in which the leader sets and adheres to high standards for performance for him- or herself and the team. Leads by example. Little feedback. Given. Can result in low morale summarised as "Do as I do, now!" The coaching style, in which the leader focuses on developing team members' performance least used in the workplace! This leader good at helping you to identify strengths and weaknesses. Plenty of feedback given. Experts at delegating and giving you challenging assignments summarised as "Try this." The coercive style, in which the leader unilaterally directs action and requires compliance, summarised as "Do what I tell you." Used when the leader wants control. Once solved, use affiliative. The authoritative or visionary style, in which the leader identifies a vision and motivates those responsible for achieving the resulting goal to choose their approach to it, summarised as "Come with me." Best when people seem to be drifting aimlessly. Of all the styles, this has the most positive impact The affiliative style, in which the leader focuses on building harmony and strong working relationships, summarised as "People come first." useful when morale is low. Good for team building. Gives lots of feedback. This leader often shy’s away from dealing with difficult people The democratic style, in which the leader seeks to build consensus among team members by giving each a voice, summarised as "What do you think?" The pace setting style, in which the leader sets and adheres to high standards for performance for him- or herself and the team. Leads by example. Little feedback. Given. Can result in low morale summarised as "Do as I do, now!" The coaching style, in which the leader focuses on developing team members' performance least used in the workplace! This leader good at helping you to identify strengths and weaknesses. Plenty of feedback given. Experts at delegating and giving you challenging assignments summarised as "Try this."

    49. Arddulliau Arweinyddiaeth Leadership Styles Democrataidd neu Gyfranogol (Beth yw eich barn chi?) Gosod y safon/patrwm (Gwnewch fel yr wy'n ei wneud, nawr) Parod i hyfforddi (Rhowch gynnig ar hwn) (HayMcBer) Democratic or Participative (What do you think?) Pace Setting (Do as I do, now) Coaching (Try this) (HayMcBer) 49

    50. Arddulliau Arweinyddiaeth Leadership Styles Tasg/ Task 50

    51. 51 Amser i gael paned! Time for a cuppa!

    52. 52 Sesiwn 4 – Session 4 Edrych ar Safonau … Datblygu Portffolio Looking at Standards … Developing Portfolios

    53. 53 Agweddau’r Safonau Aspects of Standards Mae pob ‘Safon’ yn cynnwys… Gwybodaeth a sgiliau Nodweddion a gwerthoedd personol Nodweddion proffesiynol Gweithredoedd Each ‘Standard’ contains… Knowledge and skills Personal qualities and values Professional characteristics Actions

    54. 54 Safon 2 – Standard 2 Arwain ar Ddysgu ac Addysgu Leading on Teaching and Learning

    55. 55 Safon 3 – Standard 3 Datblygu a gweithio gydag eraill Developing and working with others

    56. 56 Safon 5 – Standard 5 Sicrhau atebolrwydd Securing accountability

    57. 57 Amser cinio – Lunch time

    58. 58 Rhaglen y Pnawn Sesiwn 5: Edrych ar Safonau – Adeiladu Portffolio Sesiwn 6: Cynllunio Datblygiad Proffesiynol Sesiwn 7: Rhwydweithio Afternoon Programme Session 5: Looking at Standards - Building Portfolios Session 6: Professional Development Planning Session 7: Networking

    59. 59 Sesiwn 5 – Session 5 Edrych ar Safonau … Datblygu Portffolio Looking at Standards … Developing Portfolios

    60. 60 Safon 1 – Standard 1 Creu cyfeiriad strategol Creating strategic direction

    61. 61 Safon 4 – Standard 4 Rheoli’r ysgol Managing the school

    62. 62 Safon 6 – Standard 6 Cryfhau’r ffocws cymunedol Strengthening the community focus

    63. 63 Sesiwn 6 – Session 6 Datblygu CDP… Cynllunio a blaenoriaethu ar gyfer fy Natblygiad Proffesiynol Developing a PDP… Planning and prioritising for my Professional Development

    64. 64 Sesiwn 7 – Session 7 Rhwydweithio… sut allwn gefnogi ein gilydd? Networking… How can we support each other?

    65. 65 Sesiwn nesaf Next session Edrych ymlaen at eich gweld ar… Looking forward to seeing you all on... ‘16.6.11’ MRC – Llandrindod Wells

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