Alex Johnson, is an education consultant and executive coach for leaders within the private-school system. He has worked with administrators, principles and even legislatures around the country to help improve student outcomes. His focus is primarily K- schools along with grades 5 through 9. From the interview, he focuses primary on transactional leadership theory. As a leader, he focuses on supervision, organization and performance as it relates student outcomes (Bennis, 1994).
To begin, from the interview, Johnson indicated that the education industry is undergoing fundamental change. For one, the industry is shifting to a more hybrid approach. COVID-19 has changed the manner in which education services are rendered throughout the country. These services, in large part, incorporate a large technological component. This in turn, has required a shift in leadership to one that looks to be more accountable for performance both within the in-person and online experience. From the interview, Johnson uses a transactional leadership style to accomplish this. According to Johnson, he holds individuals accountable for very clear and specific performance objectives. In education, these performance objectives often vary. As a result, Johnson often challenges his administrators to continue exceed performance goals and objectives mandated by the state. He accomplished this through a combination of servant leadership and expertise. As an executive coach, Johnson has work with both successful and non-successful business leaders. Through his experience,...
…of the team. This is an interesting form of leadership as he encourages people to challenge each other, including the leader. This ultimately helps to establish trust and innovation within the group. Here, many members can freely voice their opinions in a manner that allows everyone in the group to flourish. As a leader, Johnson encourages disagreement within this team as a means to bring his team closer together. By understanding each others strength and weaknesses, each member can perform to the best of their ability. This ultimately helps to improve team outcomes because all members are aligned and willing to work towards a specific goal, even if it is uncomfortable during the process…
References
1. Bass, Bernard M., A New Paradigm of Leadership: an Inquiry into Transformational Leadership. Alexandria, VA: U.S. Army Research Institute for the Behavioral and Social Sciences,1996.
2. Bass, Bernard M., Bass & Stogdill's Handbook of Leadership: Theory, Research, and Managerial Applications. New York: Free Press, 1990.
3. Bennis, Warren G., On Becoming a Leader Reading, MA: Addison-Wesley, 1994
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