Teacher Accountability

During an excellent symposium held at Concordia University, Anthony Muhammad spoke of the significance of being a transformational leader. Throughout the impressive and inspiring lecture many topics were covered; however, one stood out to me the most: the four critical behaviors that are necessary to become a transformational leader. While Muhammad points out the definition of transition development which is, “a theory and goal to positively influence people and social networks in which people develop; make people better,” I could not help but compare this question,  How can I hold others accountable? How do I do this while remaining a transformational leader? (Langston.edu).

How to Hold Others Accountable?

Throughout the symposium, Anthony Muhammad does an excellent job of expanding on the four critical behaviors involved in transitional leadership.  In order to become a leader in which you have the capacity to make others better, you must include all of these critical behaviors into your practice,  The critical behaviors are as follows: Communication, Building trust, Support/ Capacity building, and Accountability.  

For those who do not “operate off of rationale”, conversations regarding “willingness to accept responsibility” will become necessary.  These are not ideal conversations leaders want to have, but they become essential to creating the environment that most want to be in.  Muhammad explained personal experiences as a principal of teachers he had to observe and meet with.  One teacher felt underappreciated from being observed but did not want to change their behavior.  Muhammad explained that the observations would continue until the behavior changed; the teacher retired.  Another teacher changed their behavior after a similar conversation.  In both instances the departments to which these teachers belonged were very happy because the work became even, and their trust remained in their administrator.  This method was only used after giving those teachers opportunities to change first through communication, trust, and support.

How to Hold Others Accountable while remaining a Transformational Leader?

It is obvious that many administrators worry about being well-liked by all; sometimes they forget these tough conversations regarding accountability need to happen in order for them to be respected by all.  Respect will create a better culture, not being liked.  Furthermore, to gain that respect, even from the nay-sayers, step one is to communicate and build trust, which often times does not occur.

I do understand how difficult it may be to change this mind set.  I find it very hard to endure the feeling of not being liked.  This happens with students and parents.  Luckily, they move on from my class, but as a principal, usually the teacher sticks around at your site for more than one year.  This means that year after year you may have to direct staff members who very clearly do not like you.  However, if you earn a staff’s respect, and you follow the four critical behaviors, and know you are offering support, then being liked may seem less important.  Being liked or unliked may become less visible.  Having those accountability conversations may get easier because they serve a purpose.  That purpose is not an attack directed at one individual, rather it is a necessary aspect to improve the development, moral, and people of an entire school.

References: 
Muhammad, Anthony.   (2020, August 22).  Symposium at Concordia University on August 22, 2020.

“Transformational Leadership”.  https://www.langston.edu/sites/default/files/basic-contentfiles/TransformationalLeadership.pdf. Accessed 5 Sep. 2020.