Mcveyead533-Identifying Leader Positions

Identifying Leader Positions
Mary McVey
College of Education, Grand Canyon University
EAD-533: Developing and Empowering Instructional Leaders
Dr. Jim Hattabaugh
September 8, 2021
Organizational Chart
Saint Joseph High School

# Non-Administrator Position Attributes
Being a Director of Advancement is a demanding
and high-pressure job as it deals with fundraising
and grants. Someone in this position would need to
Director of Advancement be willing to put in long hours and have passion for
the mission of the school. Without true passion and
1 enthusiasm, the work will become overwhelming
(Non-instructional) and uninteresting, leading to less money being
raised. They also need extensive fiduciary
experience, with special knowledge in charity event
planning.
As the Director of Activities, this leader is
responsible for the planning and execution of school
related events. This person needs to have genuine
Director of Activities enthusiasm, high-energy, and joy for students. The
2 activities are meant to be a fun reprieve from their
(Non-instructional) daily instruction, so the Director needs gusto day in
and day out. Additionally, since most of the job
requires event panning skills, they will need a good
eye for details.
The accommodations coordinator is a member of the
social/emotional health and counseling team. They
are expected to lead this department and help
Accommodations students with various disorders, IEPs, etc. They need
a compassionate heart, empathetic listening skills,
3 Coordinator and the ability to process traumatic dialogue. The
students rely on this person to help them navigate
(Instructional) the perils of high school and to be an advocate for
them in and outside of the classroom. Therefore, this
position requires someone with highly developed
communication skills.
The campus minister is the spiritual head of the
school and the leader of the religious education
department. They need to have extensive knowledge
of the Catholic faith, liturgy management, and faith
Campus Minister cultivation practices. They need to be able to speak
4 with students who are struggling with their faith
(Instructional) and/or other aspects of their lives. This means that
the person who fills this position needs to be
devoted to their faith, confident in their speaking
abilities, and capable of unifying students through
inclusive and creative programs.
A department chair is responsible for overseeing the
single-subject department they are assigned. First,
the chair must be qualified to lead their department
by having an educational background in that specific
Department Chair field, data proving their proficiency in instruction,
5 and/or years of experience teaching that subject.
(Instructional) Since they will essentially be in charge of some of
their peers, they need to have real world experience
in leading a group of diverse people. They also need
to be organized problem-solvers, ready to tackle any
situation.
Athletic directors are the leaders of a school’s entire
sports program. Not only do they need to be able to
balance multiple roles at once, but they also need
highly refined organizational skills. Their jobs also
Athletic Director require them to communicate with students, parents,
coaches, referees, other schools, etc. They need to
6 remain calm in high-pressure situations and strong
(Non-instructional) enough to deal with angry spectators in a composed
manner. They must also be sources of inspiration
and motivation for their athletes. These attributes
must be genuine as fake enthusiasm and motivation
are easily detected by students.
In this position, a candidate must be highly
motivated and willing to work non-traditional hours.
Since they are responsible for the social media
Director of Marketing accounts and overall communication from the
school, they need to be able to stay on top of digital
7 trends and have expertise with various apps. They
(Non-instructional) also need strong interpersonal skills and the ability
to speak with potential students and families. They
also need to be strong leaders, capable of executing
a well-planned admissions plan.
One of the most important, non-administrative,
leadership positions on campus, the director of
campus safety needs a multitude of strong attributes.
Director of Campus Safety First, he needs to be able to remain calm in
8 potentially dangerous situations and command a
(Non-instructional) room of panicked students and faculty. They also
need to be certified in the latest techniques and
training for fire, earthquake, lockdown, and
environmental health safety.
Distributing Leadership Functions
Principals are the unifying leader of a school and responsible for many facets of
education beyond the classroom and instruction. Sources of motivation, inspiration, and
guidance, the principal’s role is to lead their community through authenticity and drive. Without
a positive and hardworking principal, a school could not function properly. However, a school
campus can only be as good as its entire leadership team. A principal cannot take the entire
weight of the school on its shoulders, and needs to be able to delegate certain roles to other
qualified staff members. When choosing people to fill these importation leadership roles, a
principal should look for candidates that understand the school’s vision, can demonstrate proper
character, and contribute to a positive school environment.
When a principal takes the time needed to find qualified leaders, they are supporting the
overall mission of their school. In most educational institutions, the school’s vision centers on
providing competitive instruction, opportunities for student leadership development, and a
supportive learning environment. A candidate who wants to be part of the school’s leadership
team must know and understand how the school fulfills their mission and have passion for its
purpose. Additionally, hiring someone that is joyful, calm, and enthusiastic can make a
difference within the leadership team and the school itself. When members of administration are
approachable, friendly, and easy to converse with, then the school community can feel more
comfortable working with them and following their orders. Having the right temperament for the
job also helps set an example for the rest of the staff. Lastly, principals can truly and almost
irreparably damage the school’s culture when hiring the wrong person. Putting someone into a
leadership position that is not qualified, not in alignment with the school’s vision, and/or difficult
to work with will cause friction and create unnecessary problems. When a candidate is the
opposite of these negative qualities and an overall good fit, their daily actions can have a positive
and long-lasting effect on the school’s environment.
Supporting Positive School/Learning Culture
It is important for a principal to establish a strong and qualified leadership team early on,
and to maintain the integrity of these leadership positions throughout their career. While students
are capable of learning with just a book and a classroom, they cannot be expected to thrive under
inexperienced and lackluster leaders. Picking the right people for leadership positions is an
essential element of establishing a positive school culture. When students are under the guidance
of leaders that they trust and respect, they will perform better academically and participate more
in school events. Failing to decipher between noble and unscrupulous candidates can damage
student/faculty relations and hurt school morale beyond repair. Someone who is not a good fit for
the position will not fulfill their duties successfully, will shirk their duties, and remove any
passion and enthusiasm from the staff directly under them. This is a dangerous situation and can
be avoided by being more attentive during the hiring process.
In my high school, we have experienced quality leaders and leaders that essentially
missed the mark. For example, our Director of Activities position has had two different leaders
over the past few years. While the first leader was an alumna of the school and extremely kind,
she lacked many of the basic attributes and skills needed to pull off such an important position.
She was not organized, displayed unfair favoritism with students, and was unable to move
around the campus efficiently due to health reasons. With all of these obstacles, she was barely
able to do the minimum that her job required, but could not shine or excel as a leader. She
eventually left during the pandemic, but her absence was barely noticed as not much changed in
the daily routine of those that were already covering her specific tasks. Recently, a new person
has been hired to fill that position. He is wonderful addition to our school as he is highly
organized, able to manage multiple events at once, and displays authentic enthusiasm for his
position. Under his guidance, school morale has soared these past few months. Students and staff
have learned to trust this new leader and can continue to expect great work from him. Hiring the
right person for such an important position has made all the difference in our school culture.

Mcveyead533-Identifying Leader Positions

Uploaded by

Copyright:

Available Formats

Mcveyead533-Identifying Leader Positions

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Mcveyead533-Identifying Leader Positions

Uploaded by

Copyright:

Available Formats

What attributes are important for the Director of Advancement position?

What attributes are important for the Accommodations Coordinator position?

Identifying Leader Positions

College of Education, Grand Canyon University

EAD-533: Developing and Empowering Instructional Leaders

Dr. Jim Hattabaugh

Saint Joseph High School

character, and contribute to a positive school environment.

providing competitive instruction, opportunities for student leadership development, and a

and long-lasting effect on the school’s environment.

Supporting Positive School/Learning Culture

be avoided by being more attentive during the hiring process.

You might also like