SCHOOL CULTURE

The term school culture generally refers to

the beliefs, perceptions, relationships,
attitudes, and written and unwritten rules
that shape and influence every aspect of
how a school functions, but the term also
encompasses more concrete issues such as
the physical and emotional safety of
students, the orderliness of classrooms and
public spaces, or the degree to which a
school embraces and celebrates racial,
ethnic, linguistic, or cultural diversity.
Like the larger social culture, a school culture
results from both conscious and unconscious
perspectives, values, interactions, and practices,
and it is heavily shaped by a school’s particular
institutional history. Students, parents, teachers,
administrators, and other staff members all
contribute to their school’s culture, as do other
influences such as the community in which the
school is located, the policies that govern how it
operates, or the principles upon which the
school was founded.
Generally speaking, school cultures
can be divided into two basic
forms: positive cultures and negative
cultures. Numerous researchers,
educators, and writers have attempted
to define the major features of
positive and negative school cultures,
and an abundance of studies, articles,
and books are available on the topic.
Broadly defined, positive school
cultures are conducive to
professional satisfaction,
morale, and effectiveness, as
well as to student learning,
fulfilment, and well-being.
The following list is a representative selection of
a few characteristics commonly associated with
positive school cultures:

• The individual successes of teachers and

students are recognized and celebrated.
• Relationships and interactions are
characterized by openness, trust,
respect, and appreciation.
• Staff relationships are collegial, collaborative,
and productive, and all staff members are held
to high professional standards.
• Students and staff members feel emotionally
and physical safe, and the school’s policies and
facilities promote student safety.
• School leaders, teachers, and staff members
model positive, healthy behaviors for
students.
• Mistakes not punished as failures, but they are
seen as opportunities to learn and grow for
both students and educators.
• Students are consistently held to
high academic expectations, and a majority of
students meet or exceed those expectations.
• Important leadership decisions are made
collaboratively with input from staff members,
students, and parents.
• Criticism, when voiced, is constructive and well-
intentioned, not antagonistic or self-serving.
• Educational resources and learning opportunities
are equitably distributed, and all students,
including minorities and students with disabilities.
• All students have access to the academic support
and services they may need to succeed.
 Common ways that schools may
attempt to improve their culture:

• Establishing
professional learning communities that
encourages teachers to communicate, share
expertise, and work together more collegially
and productively.
• Providing presentations, seminars, and
learning experiences designed to educate staff
and students about bullying and reduce
instances of bullying.
• Creating events and educational experiences
that honor and celebrate the racial, ethnic,
and linguistic diversity of the student body,
such as hosting cultural events and festivals,
exhibiting culturally relevant materials
throughout the school, inviting local cultural
leaders to present to students, or making
explicit connections between the diverse
cultural backgrounds of students and what is
being taught in history, social studies, and
literature courses.
THANK YOU…
ORGANIZATIONAL
LEADERSHIP
AND
LEADERSHIP IN
EDUCATION
WHAT IS ORGANIZATIONAL LEADERSHIP?
Organizational leadership is a management
approach in which leaders set strategic goals for
an organization and establish milestones to ensure
success. Sound organizational leadership is crucial
for any business that wants to progress. The best
organizational leaders are not only visionaries but
also clear strategic thinkers. They’re empathetic
and good with people. Today's leaders need both
hard and soft skills to deal with the challenges that
modern businesses face.
What Skills Do Organizational Leaders Need?
1. The ability to communicate a mission. Most
organizational leaders feel passionate about the
mission of their company. Communicating that
mission in a way that incites passion within others is
even more critical. The best organizational leaders
do a great job of “firing up the troops,” so to speak,
with their charisma and enthusiasm.
2. Strategic planning. A mission means nothing
without a strategy behind it. Good organizational
leadership requires being not only a visionary, but
also a sound strategist. Setting forth the strategic
vision is key to helping others get on board.
3. Goal implementation. Once there’s a vision and a
strategy, there must be specific goals. Setting goals that
are specific, measurable, attainable, realistic, and time
bound (“SMART” goals) will make it very clear how
teams can help the organization fulfill its mission.

4. Resiliency through challenges. The only certain

thing in an organization’s evolution is that things are
never certain. Challenges will come. Change is constant.
Good organizational leaders are skilled at never losing
sight of the organization’s vision. They focus on the
important aspects and don’t get caught in minutiae that
distracts from the overall organizational mission.
5. Innovation. The speed of innovation in today’s work
environment is dizzying. Organizations that fail to
innovate will be left behind. Effective organizational
leadership means a continual focus on improvement and
proactive progression.

6. Communication. One of the greatest threats to an

organizational leader’s success is poor communication.
Organizational leaders must be clear and specific in their
digital and interpersonal communication, focusing on
accuracy and clarity. Candor is key, but using tact is also
important so that contributors feel valued while knowing
exactly what expectations and next steps are.
7. Motivation. Teach them the mission, give them some
basic direction, and let them go. Continued feedback on
what is and isn’t going well will help departments stay
motivated. Giving praise and offering incentives can also
be great ways to motivate and keep morale high.

8. Calmness and clarity with stakeholders. Leaders

have the difficult task of dealing with many stakeholders.
Whether inside or outside the organization, these key
players can ask very direct and even potentially
inflammatory questions. Organization leaders should be
comfortable always staying calm and providing accurate
and positive answers, even in hostile environments.
 WHAT IS EDUCATIONAL LEADERSHIP?

Educational leadership is the

process of enlisting and guiding the
talents and energies of teachers,
students, and parents toward
achieving common educational
aims.
 TYPES OF LEADERSHIP STYLE
1. Autocratic leadership style
Also called the “authoritarian style of leadership,”
this type of leader is someone who's focused
primarily on results and team efficiency. Autocratic
leaders often make decisions alone or with a small
and trusted group and expect employees to do
exactly what they’re asked.
Autocratic leaders typically have self-confidence
and are self-motivated. They communicate clearly
and consistently, are dependable and follow the
rules. They value highly structured environments
and are proponents of supervised work
environments.
2. Bureaucratic leadership style
Bureaucratic leaders are similar to autocratic
leaders in that these leaders expect their team
members to follow the rules and procedures
precisely as written. The bureaucratic style focuses
on fixed duties within a hierarchical system, where
each employee has a set list of responsibilities, and
there's little need for collaboration and creativity.
This leadership style is most effective in highly
regulated industries or in departments like finance,
health care or government. This style may fit your
leadership approach if you're detail-oriented and
task-focused, value rules and structure, are strong-
willed and self-disciplined and have a great work
ethic.
3. Coaching leadership style
A coaching leader is someone who can quickly recognize
their team members’ strengths, weaknesses and
motivations to help each individual improve. This type of
leader often assists team members in setting smart goals
and then provides regular feedback with challenging
projects to promote growth. They set clear expectations
and creating a positive, motivating environment.
The coach leadership style is one of the most
advantageous for employers as well as the employees
they manage. Unfortunately, it’s often also one of the
most underused styles—largely because it can be more
time-intensive than other types of leadership. Coaching
leaders are supportive and value learning as a way of
growing. They're self-aware, offer guidance instead of
giving commands and ask guided questions.
4. Democratic leadership style
The democratic style (aka the "participative style")
is a combination of the autocratic and laissez-faire
types of leaders. A democratic leader asks their
team members for input and considers feedback
from the team before they make a decision.
Because team members feel their contributions
matter, a democratic leadership style is often
credited with fostering higher levels of employee
engagement and workplace satisfaction.
Democratic leaders value group discussions and
provide all information to the team when making
decisions. They promote a work environment
where everyone shares their ideas and are
characteristically rational and flexible.
5. Laissez-faire leadership style
The laissez-faire style is the opposite of the
autocratic leadership type, focusing mostly on
delegating many tasks to team members and
providing little to no supervision. Because a
laissez-faire leader doesn't spend their time
intensely managing employees, they often have
more time for other projects.
Managers may adopt the laissez-faire style when
all team members are highly experienced, well-
trained and require little oversight. However, it
can cause a dip in productivity if employees are
confused about their leader’s expectations, or if
some team members need consistent motivation
and boundaries to work well.
6. Pacesetter leadership style
The pacesetting style is one of the most
effective for achieving fast results. Pacesetter
leaders primarily focus on performance, often
set high standards and hold their team
members accountable for achieving their
goals.
While the pacesetting leadership style can be
motivational in fast-paced environments
where team members need to be energized,
it’s not always the best option for team
members who need mentorship and feedback.
7. Servant leadership style
Servant leaders live by a people-first mindset
and believe that when team members feel
personally and professionally fulfilled, they’re
more effective and more likely to regularly
produce great work. Because of their emphasis
on employee satisfaction and collaboration,
they tend to achieve higher levels of respect.
Servant leaders motivate their teams and have
excellent communication skills. You may find
this leadership style a match for your own style
if you tend to encourage collaboration and
engagement among team members and if you
commit to growing your team professionally.
8. Visionary leadership style
Visionary leaders possess a powerful ability to
drive progress and usher in periods of change by
inspiring employees and earning trust for new
ideas. A visionary leader is also able to establish a
strong organizational bond. They strive to foster
confidence among direct reports and colleagues
alike.
Visionary style is especially helpful for small, fast-
growing organizations, or larger organizations
experiencing transformations or restructuring.
Visionary leaders tend to be persistent and bold,
strategic and open to taking risks. They're often
described as inspirational, optimistic, innovative
and magnetic.
THANK YOU =)