How to be a Fireball Leader Without Getting Singed Dr. David B. Ross Nova Southeastern University

Why Are We Here? Share thoughts to lead an organization What are the stressors of leading an organization What can we do about disruption: Prepare possible solutions

Stressors (there are many more) Unable to do-it-all limited personnel meetings Funding and added expenses mismanagement of funds transportation food service facilities Student Achievement school grade follow ESE/ESOL accommodations Lack of trained personnel Public image Please the Governing Board (mission and vision)

Characteristics of Disruption Ignore issues occurring in your school Poor preparation: No agendas Personal agendas cannot have different ideas and direction must be consistent condition the school culture Allow people to fail; school fails

A Whack On The Side Of The Head Penalty of leadership – look at yourself Your leadership style Ability to communicate effectively Ability to organize time Know your limitations do not be afraid to ask you cannot do it alone Situational Leadership Herrmann Brain Dominance

Situational leadership A situational leader is one who can adopt different leadership styles depending on the situation Directing Coaching Encouraging Delegating

Herrmann Brain dominance The Herrmann Brain Dominance Instrument (HBDI) is a system claimed to measure and describe thinking preferences in people, developed by William Herrmann Analytical thinking Sequential thinking Interpersonal thinking Imaginative thinking

Impact of Thinking Styles: BRAIN DOMINANCE Thinking Style Preferences What we pay attention to What we learn best What motivates us How we communicate How we do what we do How we make decisions What we are successful at How we interact with the world LEADS IMPACTS How Brain Dominance Leads to Bottom Line Outcomes in Business, Learning and Life INFLUENCES

A D B C Whole Brain Model Logical Analytical Fact Based Quantitative Holistic Intuitive Integrating Synthesizing Interpersonal Feeling Based Kinesthetic Emotional Organized Sequential Planned Detailed B C

Our Personal Share of the Four Selves Finding the Way Knowing the Facts Make it Happen Dealing with Feelings

Do you play well with others Power of influence: Sharing the process information expertise referent reward Systems Approach – Peter Senge systems bring together or combine to produce a result focus on the whole rather than parts the discipline that integrates the others, fusing them into a coherent body Theory Fast Ball & the Millwright Died

Solutions Place emphasis on the students Be proactive and know your effective facilitators Build trust Allow experts to be experts Condition the school culture Run the school like a commercial product, fun, memorable Share power let it go! Do not waste valuable time reward human capital Understand change occurs over time Bad ideas at one time are…

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references Canton, J. (2006). The extreme future: The top trends that will reshape the world for the next 5, 10 and 20 years. New York, NY: The Penguin Group. Cornish, E. (2004). Futuring: The exploration of the future. Bethesda, MD: World Future Society. De Pree, M. (1989). Leadership is an art. New York, NY: Dell Publishing. Naisbitt, J. (2006). Mind sets. New York, NY: Harper Collins Publishing. Senge, P. (1990). The fifth discipline: The art and practice of the learning organization. Doubleday.