Module 1

Module 1
Affirm the Instructional Leadership Roles

and Functions of a School Head
What Do You Already Know?

To find out how much you already know about the concepts discussed in this module, try
and answer the questions below:
1. Explain why instructional leaders are also called learning leaders.
Instructional leaders are also called learning leaders because they are the prime
movers in their schools, their sound practices contribute to the increase in
performance and level and level of mastery of pupils in the different skills and
they also improve the teaching competencies of teachers in the learning
environment.
2. Give four reasons why a school principal functions much like a Chief Executive Officer
(CEO) of a company.
The principal acts as a chief executive office or CEO because:
He
He
He
He
is the planner and decision-maker;

creates networks with stakeholders;
is the director, leader and coordinator at work; and
assists in the recruitment and training of staff.
3. Identify the appropriate domain to which the following tasks of school heads belong.
Each domain is signified by a specific letter (A, B, C and D). Write the corresponding
letter of the appropriate domain on the box beside each task of a school head.
A. Instructional
supervision
C. School communications
B. School management
D. School community relations
Class observations
Ordering supplies
Assessment of student performance
Hiring teachers
Basic record keeping
Writing to alumni
Coordination with national education officials
Involvement in PTCA/PTA activities
Attending meetings of local organizations
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Teacher supervision
Joining community councils
Curriculum planning
Name the three personal styles of principals.

a.
Autocratic
b.
Democratic
c.
Laissez faire
Describe transformational leadership.

Being innovative and flexible to changes in managing the school in order to achieve
maximum performance are the some of the key ingredients in transformational
leadership. The leader is also a good follower to his subordinates. This allows him to
gain their full trust and confidence towards the common goal in achieving quality
education.
In each box on the right, indicate whether the listed function/action describes a Leader or a
Manager.
Function/Action
Excite people with vision
Diagnose and influence systems
Create a vision and goals that influence others
to share that vision
Set the direction
Plan and budget
Motivate People
Emphasize systems structures and action
Change organizational rules
Leader
Manager
or
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Name the particular quality or behavior associated with transformational leadership being
described on each blank. The choices are provided below:
Idealized influence
Inspirational motivation
Intellectual stimulation
Individualized consideration
a.
This is a behavior that influences

individuals
to
view problems from a fresh
perspective
and
with
a new and increased awareness.
b.
This is a behavior that inspires

individuals
to
feel
powerful identification and strong
emotion
toward the leader.
c.
This
provides
support
encouragement
individual members.
d.
This models high values as an

example
and
includes communication of an
inspiring vision.
and
to
Let's Try This (Activity 1.1)

In the spaces below, write the things that you need to do on a typical day in performing your role as a
school head. Imagine that this is your daily planner. Write as many tasks as you can. You may use an
additional sheet of paper if necessary.
Things I Need To Do Today:
1. Attend the flag ceremony and make some important announcements, i.e.
present accomplishments/achievements of pupils and teachers;
2. Inspect the physical facilities of the school;
3.
Monitor the cleanliness and beautification of the school grounds;
4.
Check on school reports, due dates and memoranda;
5.
Make a daily plan on observation of classes;
6.
Evaluate the curricular and extra-curricular activities undertaken by the

teachers and pupils; and
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7.
Monitor the board-work and lesson plan of teachers.
Sample To Do List
Mr. Gohng is a
things to do below.
principal
in
primary
school
in
Vietnam.
Study
his
list
of
Things I Need To Do Today:

1.
Flag raising ceremony 8:00 AM.
2.
Announce upcoming visit of district officials.
3.
Meet with the PTCA about the construction of a basketball court.
4.
Sign memos to teachers.
5.
Observe Miss Ngah, English IV 9:45-10:45 AM.
6.
Inspect school grounds.
7.
Check Science lesson plan of Mrs. Huong.
8.
Send out solicitation letters to alumni for basketball court.
How does your list compare with that of Principal Gohngs? Can you identify the tasks that are similar?
Which of these tasks fall under instructional leadership practice?
Based on his list of things to do for the day, Principal Gohng seems to be a very busy man. This is
probably true for all other principals regardless of where they are or how big their school is. Indeed,
the school head has many responsibilities. This is perhaps why many people admire principals for their
dedication and hard work. Do you agree with me when I say that a principals job, your job, is a tough
one? Many would think so.
Going back to Principal Ghongs list, out of the eight things for him to do that day, it looks like only
two (numbers 5 & 7) are easily recognizable as directly affecting the instructional process.
In a days work, how much time should the school head spend in providing instructional leadership? In
the Philippines, Republic Act No. 9155 mandates that a principal spend more time as instructional
leader than as administrative manager. This makes sense if the primary purpose of schooling is
learning.
Reflect on this observation by Fink and Resnick (2001, p. 598): Most principals spend relatively little
time in classrooms and even less time analyzing instruction with teachers. They may arrange time for
teachers meetings and professional development, but they rarely provide intellectual leadership for
growth in teaching skill.
Our recommendation is that you focus on the fundamentals: Curriculum, Instruction and Assessment
(CIA). If you are to provide quality education, focus on getting the results that you aim for. Get
everyone to synergize their efforts toward the goal of increasing student learning.
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Let's Think About This

Recall the time when you were a student in primary school. Imagine that you were the schools
principal during that time. How different were the challenges faced by principals then from those that
they are facing today?
What skills must principals possess nowadays that were not required of them before? To help you
compare todays schools with their counterparts twenty years earlier, read a letter written by Mrs.
Cruz, a retiring primary school principal in the Philippines, to her son Jose Cruz, an aspiring teacher.
To my dear Jose,
I am so glad that you are about to start teaching very soon. I know that this has been your
lifelong dream and I am so proud that you are finally starting your career in the teaching profession.
Being a teacher is indeed a noble calling. You have the power to shape the minds of future
generations. However, it may not be as easy as during my time. There are many challenges to
teachers now that were not there before, maybe due to the changes in our society. I notice that there
are more students now per classroom. The average class size has increased through the years. There
are new skills that you need to have such as knowing how to use the computer and the Internet. You
may also need to know how to use an overhead projector and even an LCD to make your lessons
more interesting. These technologies were not available to us then. Aside from that, you should be
ready to answer more questions from students who get more and more inquisitive each year. I notice,
too, that parents get more involved with their children. Jose, schools today are very different from the
schools twenty years ago. Study these new challenges and learn to adapt to them. These will make
you a better teacher. I wish you only the best and hope that you will be happy in your chosen career.
I will pray for your success.
Love,
Your Mother
Do you agree with the observations made by Mrs. Cruz in her letter? Are these observations also true
in your country? What are the implications of these observations to you as a principal? If classrooms
generally have more students now than there were twenty years ago, would it make your job more or
less difficult? In what ways? Reflect on your answer before proceeding.
The observations of Mrs. Cruz are really true in the Philippine setting.
The new skills learned such as using multi-media instruction, computer-aided instruction in the class
will make the lessons more exciting and motivating since our pupils now are more exposed to
information technology. As a principal, we should be aware and be alert to the fast-changing world, and
be better-equipped for such changes. We should strive hard to be knowledgeable to catch up with the
present situation. Students are quite different now as compared to the students twenty years back. A
childs exposure to the internet poses a threat as well as a challenge to teachers. In order to cope with
this, we must be aggressive and keep up in the hope of becoming globally competitive.
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A teacher should be able to devise plans to ensure that more students are engaged in the classroom
even in the presence of modern technology. Another possibility is to harness information technology to
work for the teachers purpose.

Being a school principal is indeed a demanding job. People have a lot of expectations from you. Do you
have an idea of what these expectations are? Imagine that you are a parent, what would you expect
your childrens principal to be able to do? Using short phrases, write your answers below.
As a parent, my expectations of a school principal are the following:
1.
2.
3.
4.
5.
The teachers, too, expect something from a principal. Imagine that you are one of them. What would
you expect?
As a teacher, my expectations of a school principal are the following:
1.
2.
3.
4.
5.
Now think of yourself as a student. What would you expect of your principal?
As a student, my expectations of a school principal are the following:
1.
2.
3.
4.
5.
How about community stakeholders like government officials, ministry of education officials or district
supervisors?
As a community stakeholder, my expectations of a school principal are the following:
1.
2.
3.
4.
5.
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Review your answers. Are they the same for each group of people or are they different? What could be
the reasons for these differences? What have you learned from this activity?
Let's Study
21st Century Expectations
At the turn of the century, the demand for world-class graduates who would be globally competitive
became more pronounced. Vivien Stewart (2007), in her article Becoming Citizens of the World,
pointed out that the new skills set that students will need goes well beyond the basics and math,
science and technology. She says that these skills are necessary, but to be successful global citizens,
workers and leaders, students will need to be knowledgeable about the world, be able to communicate
in languages other than English, and be informed and active citizens.
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There is, therefore, a need for schools to be able to prepare students adequately for these challenges.
Toward this end, principals roles were redefined. Three major themes emerged (McEwan, 2003):
1.
The focus of the principalship must be shifted from management to instructional leadership.
2.
Instructional leadership is essential to developing and sustaining excellent schools.
3.
There is a shortage of trained administrators who are capable of handling the demands of
instructional leadership.
In a time of intense competition between and within societies, intellectual capital, the most critical
resource in any country today, becomes more and more important. An educated nation is a productive
nation. The development of a countrys brain power greatly determines how far its progress would be.
Countries that perform best in educating their children are most likely to enjoy the highest levels of
economic success. Schools are mandated by society to create an intellectually strong populace. They
are strategically positioned to provide the foundation for developing minds. You, as the school head,
play an important role in achieving this.
Technology Leadership
In addition, the need for another kind of leadership has surfaced. As countries rush towards
industrialization and information-based knowledge economies, governments, employers and civic
organizations clamor for better quality, more relevant and responsive education that prepares students
for work and life. Technological advances in the 21st century such as computers, information
technology, improved communication access, and other new technologies require students to develop
new skills and knowledge to become technologically literate, and for teachers to use new technologies
as instructional tools to improve student learning. For this to take place, principals and teachers must,
of course, become technologically literate as well. In this regard, school heads are expected to
exercise technology leadership. Principals need to learn how to plan, promote and manage the use of
technology in schools.
As a school head, what can you do with your teachers to maximize the use of new technologies in the
classroom? As a technology leader, how might you help your teachers best integrate technology in the
teaching/learning process? How can you make use of technology tools such as computers and other
information and communication technologies to improve the management and administration of your
school? These questions are explored in more depth in another LEARNTECH eXCELS course known as
TECHeXCELS (Technology Excellence for School Leadership in Southeast Asia). For now, however,
spend a few moments to reflect on how you might better exercise technology leadership in your
school. Write your ideas on the space below and share them with your teachers, co-learners and
Flexible Learning Tutor.
Since there is a rapid change in technology which calls for a need for us to incorporate technology in
the classroom, we school heads should keep an open mind. Let us not see technology as a barrier, but
rather as a tool in making the teaching-learning process more successful. In the operations of the
school, information technology can be deemed as a partner in making file-keeping, preparation of
reports and other activities more systematic. Internet connection will also allow us to expand our world
because it opens the window to more information.
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Mr. Keang is a principal in a primary school in Cambodia. He has been a principal for 20 years. His
teachers greatly admire his management of the school. Below are some comments that reveal why Mr.
Keang is viewed as an effective principal by his teachers and other members of his school:
"Mr. Keang is an effective principal because he makes sure that the necessary paper work is in
order so we receive our salaries on time from central government. (Mrs. Nga, a Grade 3
teacher)
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Mr. Keang makes sure that we have adequate supplies such as paper, pens, chalk and
books. (Miss Vin, a Grade 4 teacher)
Mr. Keang supervises the student teachers in his school. He devotes time for us. He observes
our performance in class and teaches us how to make improvements. (Mr. Tran, a student
teacher)
I like Mr. Keang because he speaks very well. He gives good speeches during school
programs. He makes sure that he is well understood during meetings. (Mr. Hongvan, the
school librarian)
Mr. Keang is a good principal because he is always there. He regularly checks teachers
performance. We all see him going around the school every day to make sure that everything
is going well. (Mrs. Padna, a Grade 5 teacher).
Based on the comments, do you think Mr. Keang is an instructional leader? What makes you think so?
What are his characteristics based on the descriptions given by members of his school community?
Write your ideas on the space below.
I believe Mr. Keang is an instructional leader because he serves as a resource provider. He
knows a lot about curriculum and instruction and he works for the attainment of the schools mission
and goals. As an instructional resource, he encourages the use of various teaching strategies. He
makes sure that he communicates well his ideas especially in meetings. He is always visible and
makes sure that he is aware of what is going on in his school.
The comments by Mr. Keangs staff are reflective of the following instructional leadership behaviors
as described by Bamburg and Andrews (1990):
1.
2.
A resource provider who:

a.
marshals personnel and resources to achieve a schools mission and goals, and
b.
is knowledgeable about curriculum and instruction.
An instructional resource who:

a.
sets expectations for continual improvement of instructional programs and actively

engages in staff development, and
b.
3.
encourages the use of different instructional strategies.
An effective communicator who:
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a.
models commitment to school goals,
b.
articulates a vision of instructional goals and the means for integrating instructional
planning and goal attainment, and
c.
4.
sets and adheres to clear performance standards for instruction and teacher behavior.
A visible presence who:

a.
visits classrooms, attends departmental or grade-level meetings,
b.
is accessible to discuss matters dealing with instruction, and
c.
is an active participant in staff development.
Based on the above descriptors, which of the staff comments listed above characterize Mr. Keang as a
resource provider? An instructional resource? An effective communicator? A visible presence?
Do you agree with these four characteristics? Does Mr. Keang have them? Are these characteristics
adequate in describing an instructional leader?
Yes I agree. Mr. Keang possess these characteristics and I think these characteristics are
adequate in describing an instructional leader.
If not, what more can you add to the list? Write your ideas on the space below.
Continue to discover the answers.
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Compared to schools in the United States or in Europe, do you think that Southeast Asian schools face
more challenges or difficulties? What do you think are these challenges? Reflect on these questions
before proceeding. You may write your ideas on the space below:
Yes, I believe schools in Southeast Asia face more challenges or difficulties than their
counterparts in the United States and Europe. For one, here in the Philippines for example, we face the
problem of lack of classrooms, teachers and textbooks. Some schools are not accessible through good
roads. Many teachers feel they are underpaid and overworked. Many of our pupils are poor and they
often find themselves dropping out of school because of this.
Let's Read
The Challenges to Instructional Leadership in Southeast Asia
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Countries in Southeast Asia, like the Philippines, Lao PDR, Cambodia and Vietnam, face educational
challenges associated with being a developing nation with limited resources. Somehow, this prevents
many principals from effectively assuming their instructional leadership roles. Governments have
target numbers of students per year level that are expected to be served by schools through the
efforts of the principals. However, this is easier planned than implemented.
Let us study data from recent educational researches done in selected Southeast Asian countries.
In Vietnam, educational delivery looks promising but still has a long way to go. An article on
Vietnamese education in the Journal of Southeast Asian Education by Kieu and Chau (2000) provides
the following information.
One of major shortcomings in the recent past has been a lack of measures to reform the instruction
method, which is still quite conservative--the teacher reads, the pupil takes notes; the main reliance
is on memory instead of thinking, study is passive. There is a shortage of school equipment to
renovate the method of teaching and learning p. 227.
(There is) shortage of school buildings and equipment. The teachers encounter great difficulty in their
lives and engage in sidelines to get supplementary earnings. Schools are short of tens of thousands of
primary education teachers (In Vietnam there are about 11,685 primary schools) p. 228.
Education content must be subjected to government control, including regulations and rules,
examinations, degrees and certificates as well as teachers standards p. 233.
Quality and effectiveness of education and training is low, both in terms of knowledge and
methodology, especially regarding practical ability and application p. 236.
The Asian Development Bank (in Chapman and Adams, 2002) also noted the following findings in
Vietnam:
Poorly furnished and equipped schools
Insufficiently relevant curriculum
Lack of textbooks
Poor assessment systems
Insufficient teacher training
Teachers unaware of new teaching methods
The above observations provide information that suggests the need to create changes in what is
taught and how instruction is delivered in some schools in Vietnam. Teachers and principals are limited
by generally low wages, lack of textbooks and school personnel and poor educational infrastructure.
Given these realities, obviously, the role of a principal in practicing instructional leadership is limited.
Therefore, like an army general rising to a challenge, the Vietnamese school head must think of
creative and innovative ways to achieve instructional goals, given the lack of resources and other
realities.
In Cambodia, similar problems are encountered. According to the Programme Management and
Monitoring Unit under the Planning Department of the Ministry of Education, Youth and Sports of
Cambodia (2000), the countrys educational system is stressed by low educational financing. Aside
from this,
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There is a high pupil-to-teacher ratio of about 40 to 60 pupils per teacher.
There is gender disparity in education observed. Female students are under-represented at all
levels as compared to males (p. 71).
The Asian Development Bank (in Chapman and Adams, 2002) also reports that in Cambodia,
There is a need to improve the quality of the teaching work force in order to enhance learning
achievement, and
There is a need to enhance school improvement plans and the capability of principals to assess
school quality (p. 109).
What are your personal observations? Are there similarities between Cambodia and Vietnam with
regard to the educational challenges they face? Do you have anything more to add? Write your ideas
on the space below.
The difficulties in Vietnam and Cambodia are very much related. In the Philippines, the
difficulties and challenges are similar. It appears that our countrys educational difficulties are common
to third world countries.
The same ADB report (in Chapman and Adams, 2002) said that in Lao PDR, the critical requirement is
to improve educational quality as conditions of low quality exist (p. 5).
There are inappropriate curricula and teaching methods. Textbooks are scarce or nonexistent
in many schools.
There is low access to instructional materials.
Some teachers are not very well qualified for their jobs.
There is also an absence of a system for teacher upgrading and professional support.
There is low teacher effectiveness in the classroom as about 84% of teachers are not formally
trained for instruction.
The usual 10 hours per week of instruction given to students is insufficient.
There are deteriorating educational facilities.
In Lao PDR, major educational priorities include improving primary school performance by increasing
internal efficiency of primary schools. This is to be achieved through improved school practices, such
as improving teacher quality, instructional materials and school management, especially improving the
capacity of school principals to assist teacher development, supervise teacher performance and
enhance school community relations (Mitaray, 2000).
Are these observations also true in your country?
The Philippines, another Southeast Asian country, shares similar concerns in the delivery of education.
The ADB study (Chapman and Adams, 2002) mentions the following educational concerns (p. 3):
Inadequate teacher in-service training,
Low teacher salaries,
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Misallocation of teachers, i.e., teachers not teaching their specialization
Aside from this, there was also a note on low achievement of learners. This is a recurring theme. The
Philippine Department of Education has adopted a number of educational initiatives to address the
need to raise the quality of educational outcomes in the Philippine schools.
Let's Try this (Activity 1.3)

If you were asked to contribute your ideas on the challenges facing many Southeast Asian schools,
what would you say? What suggestions would you make to improve the situation? Write your answers
on the space provided.
The law stipulates that education should be given the biggest share in the countrys budget. If
only this was truly ensured and that such budget is used solely for the needs of schools in the country,
then perhaps less of these difficulties will be met by our teachers and pupils.
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Lets Try This (Activity 1.4)

What do you think are the common problems of schools in most countries in Southeast Asia? Make a
list of these common educational concerns on the space below.
1.
2.
3.
4.
5.
6.
Lack of classrooms
Lack of textbooks
Lack of teachers
Some teachers are not given enough training to improve their teaching competencies.
Some teachers and school heads are not open to change.
Some pupils drop out of school and therefore never complete their schooling.
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Let's Study
The School Head as CEO
What can we learn from a corporate Chief Executive Officer (CEO)? Do you know what a CEO does?
Read on to find out.
In the business world, senior officers of the company carry prestigious titles that define their
functions. For instance, there is the COO or Chief Operations Officer, the CFO or Chief Finance Officer,
and the CLO or Chief Learning Officer. At the helm, of course, is the CEO, providing the overall
visionary leadership.
Some companies bestow on one person the functions of a President as well as a CEO. This means that
this person manages and leads at the same time. As President, this manager makes sure everything is
done right and that the organization is running smoothly. As CEO, this leader makes sure the
organization is doing the right thing, and that it is working towards its strategic goals, driven by its
mission and vision. It is the CEO that looks at the big picture.
Much of this talk about the positive relationship between organizational success and the CEO stems
from the extraordinary thoughts and exemplary leadership style of Jack Welch, former CEO of General
Electric (Krames, J., 2002).
His notion of leadership made him legendary as a CEO. He believes that the genuine leader is
someone who can express a vision and then get people to carry it out. His advice is to create a vision
and then ignite the organization to make this vision a reality.
There are four competencies that a leader needs to develop as a CEO:
1.
Forming a vision which provides people with a bridge to the future;
2.
Giving meaning to that vision through communication;
3.
Building trust, the lubrication that makes it possible for an

organization to work, and
4.
Searching for self-knowledge and self-regard.
The business of a school is to provide quality education. The school heads primary responsibility is to
keep the school on track. This is in terms of the many concerns that the school has to consider. For
instance, for a school to survive, it must raise enough funds, whether from government support or
other source, to pay for salaries, and wages, maintenance and operating expenses, and capital outlay.
Without financial soundness, a school is destined to face difficulties. This makes the role of a principal,
the head of the school, much like that of a CEO.
Like a CEO efficiently running a company or business establishment, a principal needs to think about
many things, finances, personnel, delivery of quality service, good business reputation and even
maintaining a loyal client base. What keeps things together is the instructional leadership that the
principal is expected to demonstrate.
Invite a colleague (another school head) to discuss with you the similarities and differences between
the corporate world and the education sector. Talk about being CEO. What is your vision? Where do
you want to bring your school? How do you raise the bar of student achievement? Write your ideas on
the space below.
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I would like to propel my school towards academic excellence. I would like to see our pupils
succeed as productive citizens with God-laden values. I would like my teachers to deliver education in
the way that will equip our pupils. I would want to see my school to excel in academic and nonacademic activities where parents and other stakeholders share in the same vision of providing worldclass education.
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Critical Incident
Miss Romero is the principal of an elementary school in a low income
community in the southern part of the Philippines. She noted that
almost daily, half of the Grade 3 class failed to report to school. She
was bothered by this so she talked to the teacher to find out why. The
teacher informed her that since the students came from the poorest of
poor families, they would often skip school because of a very simple
reason, they were too hungry to be able to learn. Miss Romero tried to
ask for funds from local officials to provide her school with a feeding
program for the poor pupils but she was flatly turned down for lack of
funds. This, however, did not dampen her spirit. She was determined
to bring back the children to school. So she called a meeting of
important people and businessmen in her town. No one wanted to give
away food or materials for nothing. She thought of a great idea. How
about asking the parents of the children to work for food? She was able
to convince the businessmen and the childrens parents to cooperate
with her in the plan. Each of the businessmen was to adopt three
children for the schools feeding program. They would provide food or
cash enough to feed each child every week. In exchange, the childrens
parents were to work for them for five hours every weekend, washing
clothes, doing carpentry work or cleaning their house.
It was a win-win situation. The children went back to school and the
parents learned new skills. The businessmen also had extra manpower
during weekends. After three years, all those in the food-for-work
program, the 20 pupils who were too hungry to go to school,
graduated.
Was Principal Romero an effective school head? What characteristic did she demonstrate in solving a
seemingly insurmountable challenge? What did you learn from her? How can you apply this in your
own school? Write your thoughts on the space provided.
Yes, Madam Romero is an effective school head. She is primarily compassionate. She is so
concerned of the situation that she was motivated to find a source for the feeding program. She was
aware that she will not succeed if she will not involve the stakeholders and so she called for a meeting.
In the process, she was able to teach parents to be hard-working while addressing the problem in
attendance of pupils.
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Operationalizing School Quality
Given the characteristics of a quality school presented above, explain/ illustrate what a principal must
do relative to each. Write your answer on the space provided. The first one is done for you.
1.
Teaching methodologies are designed to encourage independent thinking.

The principal should find time to review the teachers lesson plans. He/she should also observe
classes to see how teachers develop higher order thinking skills and other related skills among
pupils.
2.
Capable, motivated and well-trained teachers

The principal should assess the training needs of teachers, afterwhich he/she should make a master
plan on addressing the training needs of teachers. The principal should also motivate the teachers
towards achieving the schools objectives. The teachers should also be provided with information on
various trainings and seminars and when and where they will be conducted. If possible the principal
should also assist the teachers in finding sources for funding their trainings.
3.
Appropriately designed curriculum

The principal is in the position to review, revise and enrich the school curriculum as needed. He
should be able to do this after consulting teachers and other stakeholders.
4.
Effective learning materials including, but not limited to, textbooks

The principal has to find benefactors who may provide learning materials and find a way to their
store them so they will last and serve for a long time.
5.
Appropriate technology integrated in the teaching-learning process

The principal should be to know how various technology will be helpful in advancing student
learning. He/She should have a knowledge on how different ICT hardware and software can be used
for various teaching-learning activities. He/She should also know how to prepare a technology plan
for the school.
6.
A safe and well-maintained learning environment

The principal should regularly check if the school is clean, safe and secure, conducive to learning,
and has a positive emotional climate, and well-maintained. He/she also needs to make sure that
students are safe inside their classrooms.
7.
A valid reliable learner assessment and evaluation system

The principal should create a school evaluation system that emphasizes authentic assessment, in
consultation with teachers and other stakeholders.
8.
Effective school leadership including instructional supervision

The principal should play the role of a coach, counselor or mentor whenever needed.
9.
Ample direct instructional time
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The principal should review the time spent by teachers inside the classroom in terms of quality and
contact hours. He/she should also monitor their attendance.
10. Adequate financing
The principal should tap government and private sources to fund educational initiatives.
11. Effective organizational structure and support
The principal needs to establish a school council, create ad hoc committees, and other similar
committees to address the needs of students, teachers and the community.
Other strategies to achieve an ideal school (by Cummings, 1997, cited in Chapman & Adams, 2002)
are listed below:
1.
Change span of control and lessen load of school heads.
2.
Strengthen horizontal linkages by joining a network of schools in your locale.
3.
Train principals to assume greater initiatives.
4.
Provide adequate time.
5.
Mobilize community resources, develop school-community linkages and put communityoriented education into practice.
This list is by no means complete. What you can do to achieve instructional leadership is determined
by local conditions. Use your EQ and be creative. If you do so, you may already be on your way
towards achieving your schools instructional goals through the effective practice of instructional
leadership.
How Much Have You Learned?

To find out how much you have learned from this lesson, try and answer the questions below.
1.
Explain why different stakeholders expect different things from school heads.
Stakeholder groups like teachers, parents, students and education officials have different needs and
objectives. This explains the difference in their expectations of their school heads.
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2.
Why is the principal like a CEO of a company?

As a school is also an organization run by a manager-leader, the principal is likened to a CEO who
provides visionary leadership that will bring the organization where it would like to be (also referred
to as the preferred future).
3.
Which are the characteristics of an instructional leader? (click on the box for your answers.)
a. A resource provider
b. A clinical supervisor
c. An instructional coach
d. An effective communicator
e. A discipline enforcer
f. A visible presence in the school
4.
Name five emerging issues in the next decade for Southeast Asian schools.
1.
Reduced drop-out rates and completion of basic education
2.
Adequate school facilities
3.
Well-trained teachers
4.
Well-developed curriculum
5.
Better teacher incentives
Let's Study
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Read the critical incident below and find out whether Principal Roberts is an effective instructional
leader.
Critical Incident (Adapted from Farris, 1996, p.208)

Leslie Roberts is a principal in Cookesville, Tennessee. Like other
school heads, she was concerned with the learning pace of the
students. She observed that children who were seldom read to at
home, or who rarely read books themselves, are at a major
disadvantage in learning to write. She noted that poor readers and
even some average readers in Grades 1 to 3 tended to have trouble
writing. They have limited or awkward vocabulary and sentence
structure.
To assist students in improving their writing, Principal Roberts went
into the classroom and developed procedures for using sentence
expansion with primary grade students. She created sentence stems,
the beginning three or four words of a sentence, using words from
the student's content area textbooks or trade books that they were
reading. The sentence stems were then written on the board for the
students to respond to and discuss. Students repeated the sentences
orally to provide reinforcement. The students then individually wrote
paragraphs incorporating the sentence stems. By the end of the
year, their writing reflected much improvement over their initial
efforts.

Based on the critical incident, would you say that Principal Roberts is an effective instructional leader?
What makes you say so? What characteristics did she show that indicate that she promotes quality
education in her school? Would you like to have her in your team? Why? Write your ideas on the space
below.
Yes, she is an effective school head because she was sensitive to the needs of her students.
Her concern has lead her to create interventions for her students learning difficulties. She was
concerned of her students pace in learning because she was concerned with academic excellence. I
would like to have her in my team because she is able to deliver results. She was able to address the
problem head-on
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Let's Study
Principal Jing has a dilemma. Due to a decrease in education graduates in his country, his school lacks
teachers, especially in Science and Math subjects. Since Science and Math are an important
component of their primary school curriculum, as the principal, he has to find a way to solve the
problem. He was happy when a new teacher was asked to report to his office by the district
supervisor. It appeared that this might be the solution to the problem. During the interview, however,
Principal Jing found out that it is the teachers first year of teaching and that her specialization is
Physical Education. What should he do? He needed a teacher badly, but the current applicant seemed
ill-prepared for the job.
To help Mr. Jing make a decision regarding this matter, answer the questions below:
1.
If you were Mr. Jing, would you assign the teacher to teach Science?
No.
2.
Why or why not?

I cannot consider the applicant and force him/her to teach Science because he/she is not
qualified. I may have a real need for a teacher at the moment but I cannot jeopardize the
students chances of learning because I hired a teacher who cannot deliver the content. He/she
may have trainings to equip him/her to teach Science but it will be too late for that since the
need for a Science teacher is very pressing.
3.
What problems would you expect from this decision?

The problem on teacher need will not be settled. It would also foil the teacher-applicants need
for a job.
4.
Given that he has no other option, what do you suggest he should do?
Mr. Jing may be forced to hire teachers to teach subjects which are not in their areas of
expertise. This is due to a lack of available teachers who are trained in certain subjects.
Teachers manifest lesser competence in teaching as a result of the subject-teacher mismatch,
therefore student learning suffers. If Mr. Jing has no other choice, he has to require the newlyhired teacher to undergo training and supervision in the subject area that he/she is to teach.
However, this does not guarantee expert-level competence in some cases.
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Let's Read
Improving Teacher Competence
Because of the realities that many Southeast Asian schools face, like teacher shortage and lack of
resources, educational quality suffers. You saw this in the experience of Mr. Jing. The lowering of
educational quality happens through several ways. For example, an educational research study done
by the Asian Development Bank (ADB) in 2002 has shown that the Philippines, in most cases, suffers
from inadequate teacher in-service training, low teacher salaries, and the misallocation of teachers
(Chapman and Adams, 2002). Misallocation means that for one reason or another, teachers are not
teaching their subjects of specialization. Being required to teach a subject you are not adequately
trained or prepared for is often due to the lack of teachers for that specialization or an oversupply of
teachers in one field. As a principal, it is an important responsibility for you to assign teachers
according to their areas of competence.
While it is true that subject expertise is an important requirement to achieve instructional goals, given
realities may not always allow this to happen. In many cases, principals are just thankful that a
teacher comes along. To assign teachers to their area of competence is the ideal. But oftentimes,
principals are asked not to be too choosy and should rather focus more on developing a teachers
competence in a new field where he/she is needed. To do this, as a school head, you need to pay
attention to the more important role: coaching and mentoring teachers to raise their competency
levels.
How do the school heads deal with teachers mis-assigned to areas not of their specialization? What
suggestions can you offer? What other modules can you refer to? Go back to the list of modules on
page 2 and see what modules in the LEARNTECH eXCELS program for principals and school heads
could be used for this purpose. Write your ideas on the space below.
I would suggest the following:
1.
2.
3.
Teachers assigned to teach subjects which are not their areas of specialization should
undergo training in the new subjects assigned to them.
These teachers should be supervised regularly.
They should agree to be coached by teachers of the subject area newly assigned to
them.
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Can you differentiate between a mentor and a coach? On the space opposite the characteristics and
activities enumerated below, write whether they pertain to mentoring or coaching. Number one has
been done for you.
1.Mrs. Sabah assisted Mr. Ho in preparing an individualized
program (IP) for a child with a special need in his class. Once the
IP has been prepared, Mrs. Sabah will demonstrate to Mr. Ho how
to implement the IP.
2.Miss Phung approaches Dr. Srisakda asking her help and
guidance towards her professional and personal development.
3.Mr. Cruz is able to elicit his teachers cooperation in implementing
the teaching strategies he patiently taught them because he is
the principal.
4.A school teacher clearly understands what her school head meant
when he said, The feedback Im giving you are inputs to
improve your performance as a teacher and not as an affront to
you as a person.
5.For Dr. Habiba, the best reward is knowing that the teachers she
guided have become what they want to be.
6.The teachers find very motivating Dr. Hartoyos invitation for
them to feel free to approach him for any work-related or
personal concerns.
If you scored 5, congratulations! You could really tell whether what you are doing is part of mentoring
or coaching. If you scored 4 or lower, you should study the lesson again and discuss with your Flexible
Learning Tutor concepts that need further explanation.

Read this letter sent by a recently graduated student to his former principal. (Adapted from Mahle,
1989)
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Dear Mr. Prang,

I was very angry when the year started, and you saw that. I know that you talked to my
counselor and found out that I was working nights and my mother was sick. You asked
me to do my best until things got better and just use my time well in class and Id pass.
That was fair. Some of my other teachers were nagging me about falling asleep and not
doing my homework. I wanted to quit school. Youre the reason I stayed.
David
The principal referred to in the letter was also Davids teacher for some time. What did the principal
exhibit in handling this students case? Did the principal go the extra mile to help his student?
Principals have different personalities, too. This is reflected not only in the way they handle individual
student cases, but also in how they play their roles as lead administrator and school head.
Study the characteristics of the principals described below:
Mr. Po
Mr. Po is a school head in Cambodia. He is very businesslike in handling his role. He is
known for having clear, long range policies and goals for his school and he works hard to
translate goals into reality. He makes decisions in terms of what is best for students, not
necessarily the easiest or what will make teachers happy. Mr. Po has strong expectations
of both students and teachers. He is always prepared to assume leadership and will
make things happen if they were in the best interest of the school. He implements
central and regional directions or policies to suit the needs of the school.
If you were to describe Mr. Po, his leadership style would be that of
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a. An Initiator
b. A Manager
c. A Responder
Explain why you chose your answer.
Mr. Po is an initiator because of his very businesslike approach in human relations and for putting
emphasis on high academic standards.
Mr. Han
Mr. Han is very good in providing basic support to his staff. He keeps teachers informed about
decisions and is always sensitive to their needs. He is teacher-centered and defends them from
unreasonable external requests. He does not typically initiate change but will follow through if given
a high priority by others.
If you were to describe Mr. Han, his leadership style would be that of
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a. An Initiator
b. A Manager
c. A Responder
Mr. Han is a manager because he is a goal-oriented administrator, practicing less emphasis on

human relations.
Mrs. Khan
Mrs. Khan sees her role as a school head primarily as an administrator. She allows
teachers and others to lead in decision making because she perceives them as
professionals. She strives for a strong personal relationship with the school staff. She does
not focus on long term plans but rather makes decisions in terms of immediate issues.
She is flexible and willing to make changes at short notice to solve immediate problems
If you were to describe Mrs. Khan, her leadership style would be that of
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a. An Initiator
b. A Manager
c. A Responder

Mrs. Khan is a responder because she addresses immediate problems.
Let's Read
Principal Styles and Their Impact on Students and Teachers
You learned from the previous activity that principals have different approaches in addressing school
concerns. Ideally, a school principal should be competent in all the domains related to school functions
such as handling finances, addressing faculty concerns and making sure that students learn well.
However, the realities of schools today can put the principal under stress. Typically, a principal will
adopt a particular leadership style that emphasizes certain domains and downgrades others. This
reflects how the principal copes with the demand of his/her work (Marsh 1992).
The principal who is primarily a responder puts emphasis on maintaining good relations with staff.
He/she tends to delegate responsibilities and listens to others rather than initiate ideas. He/she is low
key and nondemanding. This principal provides help to teachers who seek assistance. He/she does not
anticipate future problems nor is concerned with long term goals. This is the case of Mrs. Khan.
The principal who is primarily a manager, concentrates on getting tasks achieved rather than placing
emphasis on personal relations. He/she is orderly and well-organized, preferring to use established
procedures to accomplish tasks. Long hours are put in to complete administrative tasks and to be
available to teachers. Managers are prepared to directly intervene directly with staff over school
matters. They use memos often to communicate with teachers. An example of this is Mr. Han.
The principal who is primarily an initiator tends to be very secure and confident. He/she is
businesslike in his/her relations. The initiator states his/her expectations clearly and emphasizes
student outcomes. There is a conscious aim to achieve increasing academic standards. An example of
an initiator is Mr. Po.
If you were to choose, which principal style would you prefer? To achieve the goals of instructional
leadership, Marsh (1992) said that each is helpful for your improvement, but the initiator style is the
most successful. Can you think of reasons why this is so? Write your ideas below:
I would prefer to be an initiator, because an initiator has clear decisive long-range policies
and goals for their school, he/she works hard to translate goals into actual practice, make decisions in
terms of what is best for students, not necessarily the easiest or what will make teachers happy, has
strong expectations from students, teachers, and even themselves, is prepared to take the lead and
will make things happen if they are in the best interest of the school and will implement central and
regional directions or policies to suit the needs of the school.
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Obviously the personal style of the principal will have an effect on the way teachers and students
respond. As the school head functions much like the captain of a ship, his/her temperament and work
styles will determine how well people would work with him/her.
Indeed, principals vary in the way they approach their tasks. Being familiar with these styles will help
you gauge your own strengths and limitations in empowering your teachers and students towards
achieving your schools instructional goals. As a 21st century school leader, we encourage you to try to
become more of an initiator.

1.
Choose the appropriate domain of responsibility in the box to which the following tasks of
school heads belong. Write only the letter of the domain referred to.
A. Instruction supervision
B. School management
C. School communications
D. School community relations
Class observations
Ordering supplies
Hiring teachers
Basic record keeping
Writing to alumni
Assessment of student performance
Coordination with national education officials
Involvement in PTA/PTCA
Attending meetings of local organizations
Teacher supervision
Joining community councils
Curriculum planning
2.
Enumerate five indicators of effective school management
a.
b.
c.
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d.
e.
3.
Name the three personal styles of principals.

a.
b.
c.
In what settings or situations would each personal style be most appropriate? Why?
The responder style puts emphasis on maintaining good relations with staff. Respondents tend to
delegate responsibilities and listen to others rather than initiate ideas. They are low key and nondemanding. They do not anticipate future problems nor are they concerned with long-term goals.
This approach works best when there are strained relations between administrators and teachers. It
may also work well for schools that have already a competent faculty with stable resources.
The manager approach concentrates on getting tasks achieved rather than placing emphasis on
personal relations. Managers are orderly and well-organized. Long hours are put in to complete
administrative tasks. Managers strive to be available to teachers. They are prepared to intervene
directly with staff over school matters. This approach may work best for school situations that need
more organization and guidance in achieving goals.
The principal who is primarily an initiator tends to be very secure and confident. Initiators are
businesslike in their relations. They state their expectations clearly and emphasize student
outcomes. There is a conscious aim to achieve increasing academic standards. This approach is
applicable to most school situations.
Why is the initiator style deemed as the most appropriate by many education researchers?
The initiator style is the most appropriate because the initiator is applicable to most
school situations.

Below is a list of tasks. Click on the box before each task that you think is performed by a principal
who possesses good leadership skills.
Reviewing or revising an existing curriculum or subject
Evaluating teaching materials
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Influencing high achievement among students
Monitoring tests and examinations
Managing and controlling student behavior
Influencing the performance of teachers
Supporting teacher welfare and their personal development
Influencing teaching schedules
Influencing the schools operational efficiency
Managing the use of buildings, grounds and equipment
Maintaining regular communication with school board
members
Providing positive public relations with the local community
If you placed a check mark before all tasks, you are correct; the tasks describe the work of a principal
who practices good leadership skills. This list is by no means complete. What other tasks could you
add? You may create another list on a separate piece of paper.
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Let's Read
How much do you know about how pupils behave in class? Read on and find out.
Students Classroom Behaviors

Adapted from Cohen, Manion & Morrison, 1996, p. 48
The following checklist was designed by J. Haysom and C. Sutton (1974) for use in science
lessons. Selecting whatever items you feel relevant, use them in one of your observations
to discover the rules and routines governing students classroom behaviors.
Is it the standard practice for pupils to:
stand up at the beginning of the lesson?
choose where they sit?
go to allotted spaces?
work in self-selected groups?
help each other in their work?
expect not to consult each other?
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put up their hands before speaking to the teacher?
speak directly to the teacher, butting in any time?
be silent when the teacher begins to speak?
carry on with what they are doing when the teacher speaks?
leave the room without permission?
compose their own notes?
move about freely during lessons?
copy notes from the board?
expected to have with them pencils and other school materials?
be allowed to borrow items from classmates?
be allowed, if finished early, to get on with homework?
In your quest for changes in your school towards better educational achievements, do you feel the
need to use the above checklist? Do you feel any need at all to conduct monitoring or evaluation of
some sort to help you attain your goals?
Yes, I may consider using the above checklist. I believe there is a need to monitor or evaluate
current practices in order to attain the schools goals.
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To examine your own beliefs on what classroom activities are acceptable, study the list on the
previous page. Underline those that you think are acceptable and encircle the boxes of behaviors that
are not acceptable. Rewrite your list of unacceptable behaviors on the space provided below.
stand up at the beginning of the lesson

choose where they sit
expect not to consult each other
leave the room without permission
move about freely during lessons
Study your own list once more. Why did you choose these behaviors as unacceptable? How do you
intend to change them into more acceptable behaviors? Consult with your teachers, do they also agree
with your choices?
Systems of control and discipline are needed to maintain a healthy and safe school atmosphere
conducive to learning. In most cases, it is important to find out what system of control discipline
operates in the school so you can institute changes when necessary. However, focusing on disciplinary
changes is just one aspect of the job if you want to transform your school into a more efficient
institution.
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Before proceeding, use the space below, or get a sheet of paper and write your own ideas about the
leadership qualities school heads like you need to have in order to successfully meet your schools
domains for improvement. Write down ways how a principal like yourself could manifest such qualities.
Motivate teachers to use effective teaching strategies;
Allow teachers to finish graduate school or undergo further training;
Disseminate information on matters pertaining to personnel management and school policies;
Motivate teachers to come to school on time;
Adopt practices in systematizing record-keeping; and
Encourage teachers to practice authentic assessment and immediate feedbacking.
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What do you notice about the first words that were used to describe what you could do as a principal
in the domains for improvement? Write these words below:
A school head has to exhibit leadership qualities that will influence or result to school
improvement. This is made possible by the school heads ability to manage the school.
If you answered the words Influencing and Managing were commonly used, you are correct! Do you
know what that implies? Write your ideas on the space below.
The frequent use of words influencing and managing implies that having leadership skills is
important as a school head. You are required to be an agent of change in transforming schools into
better places for teaching and learning. Your role is crucial in guiding the school towards the direction
you want it to go.
However, more than merely influencing and managing, you are expected to practice educational
LEADERSHIP! Be it in curriculum, instruction or supervision, you are expected to carry out a
leadership role among teachers, students, parents, and community members. They may have their
own different needs but one thing is common, THEY EXPECT YOU, their principal, TO BE THEIR
LEADER!
In the previous lessons, you learned what leadership is and how to become an instructional leader. In
this time of changing demands and harsh realities, principals need to be more than just administrators
and managers. You need to be leaders. Do you want to know what a leader really is and how leaders
are different from managers? Read on.
Let's Read
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Differences Between Leaders and Managers
Study the table below and note the differences between a leader and a manager.
Managers
Leaders
Manage resources, projects, and

deadlines
Empower people to innovate

and excel
Responsible for controlling activities to keep

the flow of work running smoothly
Create a vision and goals that

influence others to share that
vision
Plan and budget
Set the direction
Organize staff
Align people with vision
Do controlling and problem solving
Motivate people
Promote change and empower

others to work on causes
Enforce organizational rules
React to opportunities
Create opportunities
The main difference between a leader and a manager is that leaders create and motivate while
managers control and implement. You may think of a leader as the driver who decides which direction
to take while managers are the gears and machinery that make movement towards that direction
possible. Leaders are never complacent nor static. They are dynamic always thinking of new ways to
innovate and improve on whats currently being used in a system.
Based on this, why are educational leaders more important than managers? Write your answer below.
Educational leaders are more important than managers because they create opportunities for
teachers, pupils and stakeholders to act towards the realization of the schools goals. The leader
himself acts and does not only react.
Managers are important too, because they make sure that plans are implemented properly. However,
if you wrote that leaders are more important because they facilitate change for the better, you are
correct! Leaders provide the drive and the vision to create, innovate, and motivate to constantly
change for the better.
What else does the table that compares leaders and managers imply? Most principals everywhere feel
that their role as manager or administrator is their most important job. True, you need to be the
schools CEO and look after the schools day-to-day affairs. But beyond this, you can do more. You
can practice true leadership. Only by doing so can you inspire others to work towards your vision of a
better school.
A true leader is not afraid to innovate, to change. He/she is a trailblazer. He/she provides inspiration
and energy to everyone in his/her school. Are you this kind of leader? Which of the two columns on
the next page describes what you are now?
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Analyze the two columns below.
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Managers
Leaders
Run a school with limited resources
Inspire the crew
Maintain others' policies
Lead by example
Comfortably adhering to policies
Not limited by policies
Look for practical solutions to problems
Favor the ideal
Direct energy towards goals and solving

problems
Guide people to practical solutions
Perpetuate group conflicts
Work towards harmony
Tinker with existing processes
Innovate through insight and intuition
See the world in black and white
Acknowlege diversity / see beauty in

difference
Focus attention on procedure
Focus on the decision to be made
Control, arrange and do things right
Unleash energy and vision
Does the table reflect the different core tasks of leaders and managers? In your own words this time,
write what you think is the main difference between a leader and a manager on the space provided
below.
A manager is primarily concerned with operations while a leader is the source of inspiration. The
manager operates a school by following a set of guidelines while a leader sets and example and is not
limited by policies. A manager is bent on finding practical solutions while the manager chooses what is
best for all concerned. If a manager is the source of conflicts, a leader is the source of harmony.
A manager is, by and large, traditional in many aspects while a leader is innovative.

Read the situation and answer as indicated.
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1.
A school is facing financial problems. There is not enough financial support coming in from the
government. Describe how a leader would respond, in contrast to a manager.
Leaders are not limited by policies. A leader would innovate and try to think of new ways to raise
funds for the school. Managers would tend to be limited by existing rules and policies.
2.
A teacher with a handicap is applying for a teaching position. She requires a wheelchair to go
to class but her qualifications are impressive. Describe how a leader would respond, in
contrast to a manager.
Leaders acknowledge diversity and see beauty in difference. They will find a way for a differentiallyabled faculty to be admitted to school if qualified. The teacher may be assigned to a classroom that
is more accessible. Managers would have difficulty adjusting to the present challenge.
3.
In the school, teachers formed cliques or factions (senior teachers and junior teachers) and
started to fight each other over petty issues. Describe how a leader would respond, in contrast
to a manager.
Leaders work towards harmony. They will find a way for the two groups to come to an agreement
through a meeting or dialogue. Managers may perpetuate group conflicts and have difficulty coming
up with innovative solutions. This is where emotional intelligence comes to play.

Do you think that Mr. Poon is a good leader? What makes you say so? Click on the box before the
statements that you agree with.
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1. He inspires his teachers.
2. He has a vision for the school.
3. He serves as a good role model for his teachers to follow.
4. He identifies an area of need for the school and thinks of creative ways to address it.
5. He provides support and encouragement to his teachers.
6. He creates ways to support his ideas for change.
7. He strives to continuously learn and develop his own skills.
8. He involves his teachers in implementing change.
If you put a check before all the statements, you are correct. Based on the conversation between the
three teachers, he has the qualities not only of being a good leader, but also someone who practices
transformational leadership.
Do you know what qualities characterize transformational leaders? Read on to find out.
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Let's Read
Transformational Leadership Behaviors
Transformational leadership leads to more effective instructional leadership. As you probably learned
from the conversation of the three teachers under Mr. Poon, his transformational leadership allows for
instruction (teaching and learning) in his school to improve. The key is the ability to lead and manage
change. This, in a nutshell, is what transformational leadership is all about.
What are the types of transformational leadership behaviors? Read on to find out. Have you ever
exhibited any of these types of transformational leadership behaviors?
1.
Idealized influence
This is the behavior that inspires individuals to feel powerful identification and strong emotion
toward the leader. This is exemplified by a principal who makes his teachers know that he has
a vision for the schools future. He discusses this during meetings and encourages teachers to
help in achieving that vision.
2.
Inspirational motivation
This models high values as an example and includes communication of an inspiring vision. This
is shown by a principal who turns down a bribe from a local textbook and equipment dealer
and informs his teachers about the incident for them to be wary of unscrupulous people in the
community.
3.
Intellectual stimulation
This is a behavior that influences individuals to view problems from a fresh perspective and
with a new and increased awareness. This is manifested by a principal who encourages
teachers to engage in selfstudy, pursue graduate studies or attend training and seminars to
enhance their skills.
4.
Individualized consideration
This provides support and encouragement to individual members. An example is a principal
who fairly mediates between teachers who have disagreements. This is also shown by a
principal who personally comes to the aid of a teacher who needs moral support, as in the
case of a serious ailment or death in the family.
What strategies might transformational leaders use to create organizational change? Write your ideas
on the space provided.
1.
2.
Formulate a vision
Ensure commitment of all personnel, pupils, and stakeholders
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3.
Create change
Cook and Hunter (in Hacker and Roberts, 2003) said that transformational leaders draw three
behavioral strategies in transforming organizations:
1.
Creating a vision
2.
Mobilizing commitment
3.
Institutionalizing change
Transformational leaders act as strong role models (idealized influence). They communicate high
expectations and provide inspiration (inspirational motivation). They also encourage creativity and
innovation (intellectual stimulation) and provide support to others (individualized consideration).
As the saying goes, Managers are assigned but leaders emerge. Developing your skill as a leader has
to emerge, gradually at first, but through time and much effort, everyone can be the transformational
leader that he/she wants to be. Leadership courses provide pointers on how to be a leader, but it is up
to the person to practice it well. What you need to be a leader is a keen sense of awareness of what is
expected of you in a certain role (like that of a school principals) and the vision and strong
determination to succeed.
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Do you remember Principal Roberts story from the previous lesson? Do you want to find out how she
was able to achieve instructional leadership?
Read on
Even with her success, Principal Roberts recognizes that to be a good

school head, it is important to keep up with curricular trends. Thus,
she is an active member of professional organizations, including the
International Reading Association. She not only shares information
with teachers within her school but also publishes articles in the
Reading Teacher, a publication to assist teachers and administrators in
the teaching of reading and writing (Cudd & Roberts, 1994, in Farris,
1996).
What do you think of this? Have you done what Principal Roberts does? What limitations do you see
around you that prevent you from doing so? Write your ideas on the space below.
Yes, just like Principal Roberts, I am also a member of various professional organizations and
contribute ideas in some professional journals in the country. I also act as a resource speaker in
different teacher trainings in the Division. That way I assist other teachers and administrators.
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Read this story and find out how it relates to your work as a change agent.
The Story of the Contented Farmer

Isko is a rice farmer in the town of San Jose. He owns vast tracts of land
handed down to him by his parents. For many years, Isko enjoyed having the
most amount of rice harvested per hectare in the entire province. He credits
his success to a system of farming that he learned from his father. One day,
his friend Gorio dropped by. Isko, I am going to town to attend a lecture of a
famous rice scientist. I heard he has developed a new farming method that
helps preserve the soils nutrients. Would you like to come? No, says Isko.
I am already content with my rice harvest. Nothing you can learn would make
you harvest as much as I do anyway. I still practice the best method possible.
Okay, said Gorio, and off to town he went. Another week passed. Gorio saw
Isko again. Isko, would you like to join me? I am going to town to learn a
new system of fighting pests. They say it is more efficient and uses lesser
chemicals. I think it would be good for you to learn. No, says Isko. As I
said before, I am already content with my rice harvest. Nothing you can learn
would make you harvest as much as I do. Gorio said, If it suits you, goodbye
then. A month after, Gorio dropped by Iskos house again. Isko, would you
like to come? I am going to town to get some hybrid rice that resist pests
better. It comes from the government and its free. I think you should give it a
try. No, says Isko. I dont need it. I am already content with my rice
harvest. I dont need anything new from anyone. Gorio left after saying, I
hope you dont regret your decision. See you then. After a month, a new kind
of rice-eating pest attacked the rice fields of San Jose. Iskos fields were totally
wiped out. Gorios, on the other hand, survived the pestilence. He was able to
reap a decent harvest from his fields. Isko had to sell a portion of his lands to
be able to start anew.
1.
What lesson did you learn from this story?

One may actually benefit more from learning new things. Traditional practices may have been
effective in the past, but the call of the times may warrant adapting to some changes because
it could spell ones success or failure.
2.
How can you apply this to your work as a school principal?
Module 1

It applies in the same way. Should there be advances in technology it may be worth to try it
say, in instruction or school operations, or if there is a new approach or instructional
framework or strategy and technique, it may be good to try it out to improve teaching
practices or ensure better academic achievement.
3.
Is there really a need to continuously learn new things and improve? Why or why not?
Yes, because the needs of our students change, too. The demands of the workplace or society
may require our students, the future citizens of the country to be better equipped individuals.
As teachers, it is our obligation to provide them with optimum education and train them well.
To do so requires us to be better equipped teachers as well.
Let's Read
The Need for Continuing Education and Learning
Effective schools, and effective principals for that matter, do not only impart knowledge. They help add
to the body of knowledge through research and other activities. However, many of todays schools are
not effectively organized to support and encourage continuous learning. The pursuit of educational
research and the quest for new information is prompted by the changing demands of the society we
live in. To respond to those demands, we need:
new strategies, new processes, and new mindsets and paradigms for sustaining quality
teaching and learning in the school;
to build the school as a learning organization; it must be open to new learning and build a
culture of innovation; and
the school head to act as chief learning officer of the school who bears the ultimate
responsibility for the success or failure of the endeavour.
To promote continuous learning and to add to the body of knowledge of education research, what
strategies may the school head employ in continually learning from each other within the school, from
other principals in the school district or outside it and from other sources of information? Write your
ideas on the space below.
o
o
o
o
o
Read/subscribe to professional journals;

Conduct action researches and other school-based research activities;
Surf the internet;
Conduct school-based trainings; and
Be more reflective of classroom practices
Here are some suggested activities:
Create a formal learning organization within the school or district.
Conduct regular meetings, conferences, and fora to serve as venues for updates and selfimprovement.
Subscribe to professional journals and other research outputs.
Encourage research through incentives, bonuses, or awards.
Module 1

Use the Internet as a source of new ideas, best practices, and research findings.
Support continuing staff development.
Reflect often and deeply about your effectiveness as a principal.
Pursue discussions/dialogues with other educational leaders/school heads about the craft of
View your work through the eyes of those you serve.
Utilize research output as a basis for promotion.
Create a culture of research.
Indeed, there are still a lot of things to be done. The task may be daunting, but the fact that you are
enrolled in this course tells us that you are interested to learn to become a leader for your school.
There are still many more modules for you to study, many more opportunities to practice and improve.
It may take time and a lot of effort but you are certainly on your way! You have heeded the call for
instructional leaders. Let LEARNTECH eXCELS be your guide in becoming the kind of principal that you
want to be!

To find out how much you have learned from this lesson, try and answer the questions below.
1.
Identify the six domains for improvement of a school principal.

i.
ii.
iii.
iv.
v.
vi.
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2.
In column A, there is a list of characteristics. Identify whether these characteristics describe a

leader or a manager, by writing the word Leader or Manager on the corresponding row in
Column B.
Column A
Column B

Create a vision and goals that influence others
to share that vision
Set the direction
Plan and budget
Motivate People
3.
Match the leadership qualities in Column A with their corresponding descriptions in Column B
by writing the letter of the characteristics on the space before each entry in Column A.
Column A
4.
Column B
Idealized Influence
A. This provides support and encouragement to

individual members.
Inspirational Motivation
B. This is a behavior that influences influences

individuals to view problems from a fresh perspective
and with a new and increased awareness.
Intellectual Stimulation
C. This modelshig values as an example and includes

communication of an inspiring vison.
Individualized Consideration
D. This is the behavior that inspires individuals to feel

powerful identification andstrong emotion toward the
leader.
What will happen to a principal who refuses to learn new knowledge?
Module 1

If a principal refuses to learn new knowledge, he will be left behind. He/She will not be aware of
recent developments (like the use of computers and technology) that could help him/her and his/her
school adapt to a changing society.
5.
How could transformational leadership lead to improved instructional leadership?

When practicing transformational leadership, one should be able to lead and manage change. A
principal who has vision can effectively lead and manage change towards the improvement of
instruction in his/her school if he/she has the qualities of transformational leadership.

Lets find out how much you have learned from this module. Answer the questions below as directed.
1.
Give four reasons why a school principal is like a CEO of a company.
Formulating a shared vision
Lead by example
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2.
Providing positive influence
Networking
Define the role of an instructional leader.
Instructional leadership is one of the roles of a principal. It is what school leaders do to improve
teaching and learning in the school. Instructional leaders are also called learning leaders. They
continuously seek to improve teaching and learning.
An instructional leader is a good resource provider, an instructional coach, an effective
communicator; and a visible presence in the school.
3.
Give five challenges facing many schools in Southeast Asia.
a.
Lack of financial and other resources
b.
Not very ideal socio-economic realities
c.
High teacher-to-student ratio
d.
Inadequate training and development for teachers
e.
Less ideal curricula
4. Name the three personal styles of principals.
a.
Responder
b.
Manager
c.
Initiator
5. Discuss why, although a manager has important skills for creating changes in a school, a
leader is needed more.
A leader is more needed than a manager because he/she provides vision, inspiration, direction, and
energy needed to direct the school towards change. This is important in a school setting where the
principal is expected to not only manage school affairs but also provide guidance and direction
towards achieving the schools goals.
6. Describe a transformational leader.

A transformational leader acts as a role model, communicates well and provides inspiration,
Module 1

encourages creativity and innovation, and provides support to others.
6
7
7. How can transformational leadership lead to improved instructional leadership?

Transformational leaders should lead and manage change. This is because change in schools is
inevitable. Principals who are driven by a vision and who possess transformational leadership
qualities can effectively lead the teachers towards the improvement of instruction.
8. Give five strategies that school heads may apply to promote continuous learning and selfimprovement.
a. Use the Internet as a source of new ideas, best practices, and research findings.
b. Support continuing staff development.
c. Reflect often and deeply about your effectiveness as a principal.
d. Pursue discussions/dialogues with other educational leaders/school heads about the craft of
e. Create a culture of research.
How Do You Rate Yourself Now?
Module 1

Congratulations! You have done well in finishing this first module of the eXCELS course on Leading
Curricular and Instructional Processes. Im sure youve gained many insights from the module
readings and activities.
However, for a final check, may I invite you to return to the Self-Rating Competency Checklist. Review
the list of competencies again and click on the circle in the Post column to best describe your level of
mastery of each competency now that you have completed the module. Compare your competency
level before and after studying the module and reflect on how much you have learned. Write your
insights on the space below.
After completing Module 1, I can now say that I have gained more insights on how I may be a
better school head. I can now say that I have accomplished my goal of learning more about my role as
an instructional leader and school head.
Your role as a principal is very important. The school goes where you go. The challenge for you is to
be a leader in effecting changes for the better. You may find many challenges along the way, but given
your diligence and eagerness to improve, the goal looks much clearer. Good luck in your work in
bringing quality work to your school!

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Module 1

Affirm the Instructional Leadership Roles

What Do You Already Know?

is the planner and decision-maker;

D. School community relations

Affirm the Instructional Leadership Roles

Name the three personal styles of principals.

Describe transformational leadership.

Affirm the Instructional Leadership Roles

This is a behavior that influences

This is a behavior that inspires

This models high values as an

Let's Try This (Activity 1.1)

Monitor the cleanliness and beautification of the school grounds;

Check on school reports, due dates and memoranda;

Make a daily plan on observation of classes;

Evaluate the curricular and extra-curricular activities undertaken by the

Affirm the Instructional Leadership Roles

Monitor the board-work and lesson plan of teachers.

Things I Need To Do Today:

Flag raising ceremony 8:00 AM.

Announce upcoming visit of district officials.

Meet with the PTCA about the construction of a basketball court.

Sign memos to teachers.

Observe Miss Ngah, English IV 9:45-10:45 AM.

Inspect school grounds.

Check Science lesson plan of Mrs. Huong.

Send out solicitation letters to alumni for basketball court.

Affirm the Instructional Leadership Roles

Let's Think About This

Affirm the Instructional Leadership Roles

Let's Try This (Activity 1.2)

Affirm the Instructional Leadership Roles

Affirm the Instructional Leadership Roles

Instructional leadership is essential to developing and sustaining excellent schools.

Affirm the Instructional Leadership Roles

Let's Think About This

Affirm the Instructional Leadership Roles

A resource provider who:

is knowledgeable about curriculum and instruction.

An instructional resource who:

sets expectations for continual improvement of instructional programs and actively

encourages the use of different instructional strategies.

An effective communicator who:

Affirm the Instructional Leadership Roles

models commitment to school goals,

A visible presence who:

visits classrooms, attends departmental or grade-level meetings,

is accessible to discuss matters dealing with instruction, and

is an active participant in staff development.

Let's Think About This

Affirm the Instructional Leadership Roles

Affirm the Instructional Leadership Roles

Poorly furnished and equipped schools

Insufficiently relevant curriculum

Poor assessment systems

Insufficient teacher training

Teachers unaware of new teaching methods

Affirm the Instructional Leadership Roles