Interview With A Principal Essay

Views on Leadership: An Interview with a Principal Every leader brings to the table a set of beliefs, theories and practices. The leader from Dearington Elementary School, Mr. R, took time to explain what he brings to the table at his school. This is his first year as the Principal of Dearington. Previously, he was a 2nd/3rd grade teacher for 5 years at Dearington, followed with two years as an assistant principal at an elementary school in the same school system. While teaching he coached at the middle school and has done various of leadership tasks at his church. Mr. R, explained his foundations of leadership, critical issues, and effective practices.

Foundations of Leadership Everyone can become a leader. Mr. Rule believes that

Some are born to be a leader, but others, by what they interact with or grow up around, develop into being a leader. Part of his philosophy is to learn how to follow and most of all to lead like Christ. The characteristics and attitudes that are most important for effective leaders to develop are humbleness, a vision, and be relationship driven. An effective leader is willing to ask questions and be approachable. He communicates a vision to build culture. Mr. Rule quotes part of the verse Proverbs 29:18, “Where there is no vision, the people perish.....”. Relationships are important to establish; every one in your organization is a colleague. The leader sets the culture, this is how they welcome relationships. Mr. R's style of leadership is democratic. According to Peter Northouse (2012), democratic leaders treat their people with the respect that they will get their work done. He is not a micro manager, but sees himself as a person who guides his employees rather than directing. Mr. R, desires to mimic the good leaders he grew up around. His parents were leaders at their church and taught

At Dearington, Mr. R has implemented three practices to make effective leaders is his school. First, is the “FINS” program, which is to strengthen growing leaders within his schools. Second, is a positive behavior intervention support practice, “Ladder Management.” The practice involves the moving of dolphins up and down a stick based on behavior. The idea behind this practice is that a negative behavior doesn't determine the rest of their day. Lastly, the practice of teachers recognizing other teachers with a wall of fame in the teacher lounge. People have a need to recognized and to have their contributions acknowledged (Blackaby & Blackaby, 2011). When producing future leaders and helping them to become effective, Mr. R focuses on feedback and modeling. He gives constructive criticism by giving “grows and glows”, not just when an evaluation is given, but anytime he spends a good amount of time in that leader's classroom. People want their leaders to be honest, but respectful at the same time (Northouse, 2012). Mr. R allows his school to be a “teaching school.” With his belief, “people need experience to be exceptional,” He opens up his school for practicum students and interns to do their hours; “They will learn by our example.” This approach is challenging, but “leadership occurs when you move people from where they are to where they ought to be” making it a valuable practice (Blackaby & Blackaby,