How am I doing & Hardware & Software

How am I doing? Hall, Chapter 6

What a great chapter and question!   I think many managers have found themselves in Max's position at one point or another which is being the type of leader that provoked change, one tha set measurable objectives, and holding individulas responsibles for the outcome or lack there of.  The author give several suggestions like evaluating their team often and remind them of their objectives and in return the leader should be evaluated by their team.  It is natural to get offended it is a natural defense mechanism but as leaders we have to remember we are leading and we must lead by example so if they are being constantly evaluated it is only fair to give the staff the opportunity to evaluate and be scrutinized.  Hall makes a great point to read the evaluations done by the staff alone and not respond to them right away. As leaders we are not perfect people and it takes the staff that you work with to bring your short comings to light because you may not be aware. Another important recommendation was to focus on the changes that affect the masses.  I like the idea of doing the 360 evaluations but I agree it is only effective if the staff feels comfortable in your role as a leader and not threatened and in fear of backlash for evaluating you.    One way this can be avoided is by doing anonymous evaluations so the staff will have the freedom to give feedback comfortably.

MBO (Management by Objectives)

               The company in which I work for utilizes the management by objectvives which assumes that performance objectives drives action plans (Hall).   I personally like having objectives to work on throughout the year because it adds value to what I do and advises  how my job aligns with the company’s vision or goals.  I think objectives are important because it shows what you have accomplished or what you haven’t.

Application

                Every team has a culture, it is up to each leader to understand the members of the team by examinig their strengths, weaknesses, challenges and personalities.  The clashing of personalities break a team or group, just as we saw with Stan.  If the personality is too strong people feel threatened, if the personaility is week then people get ran over. It is up to the manager to balance the team as much as possible and provide trainings and evaluations to teach the team or group how to work together.  But, to ignore personality conflicts can destroy any organization, team, or group, as leaders we have to empower the weak and teach the strong how to lead.  Personality difference is one of the most  difficult things a leader must learn to manage but ignoring it is not an option.

Hardware and Software Evaluations, Anthony, Chapter 10

                I must admit this hardware and software stuff is a bit overwhelming for me.  I like technology but I don't understand a lot of the tech talk.   I don’t know about you but when I go looking for computer hardware I first look at the style and how attractive it is, I guess that’s the girl in me, then I worry about if I can work it later.  For example I ordered a HP mini laptop online it was cute but many of the features I dont know how to use or dont know what they mean.   It  came with no instructions whatsoever so I had to download it online but reading it is like reading hebrew.  Things that should matter like performance, compatibility, and expandability or features were not my top priority but, if I was ordering hardward or software for a school district those things would have to be taken into consideration.   Because hardware is a huge long-term investment it is important to research the vendor’s,  to see if they offer things like technical support, trainings, and or maintenance because these things will have an impact on how you use these components.  Cost is also a factor but we will pay top dollar if the hardware or software meets are expectations.  These books are excellant references and will help me in my journey to become an exceptional distance education instructor.

Anthony G. P. (2011). Educational leadership and planning for technology (5th ed.). Hunter College,

NY: Allyn & Bacon.

Hall, D. (2008). The Technology Director’s Guide to Leadership. ISTE.