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Assignment 1: Case Study

ByCourtney L. Teague

EDD 9100-OL2_34211

Educational Leadership Seminar

Nova Southeastern University

February 2, 2013

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The following case study describes a leadership struggle faced by Laurie

Anderson who is the principal at a Title I (low income) middle school. As you read the

case notice the style of leadership demonstrated in the case. At the end of the case there

are questions to help you analyze Laurie Andersons style of leadership and identify

struggles in this situation.

Lay off me, Laurie

Laurie Anderson is the principal of XYZ school, a low-income urban school

nestled in the outskirts of a large metropolitan city. Laurie Anderson was introduced to

the school as an assistant principal. The former principal was dismissed due to sexual

harassment charges and misappropriation of funds. Laurie Anderson was very quiet as

former role of being an assistant principal in an urban school. Urban schools were very

foreign and new to her. She was known to walk around the school building with a

clipboard and a walkie talkie. However, when she became the principal she implemented

new policies and procedures within the school. She no longer walked around with a

clipboard but with an iPad an upgraded clipboard filled with note-taking apps. That was

the beginning of her change throughout the school. She acquired the administration staff

from the former principal. The assistant principal Kelly Hector was loyal to the former

principal and she was not welcoming to the new principal.

During the first month of the school year, Laurie designed and implemented a

new mission and vision for the staff and students. She shared her new vision with the

staff and administration at the team meeting in which she was the only one speaking. She

mentioned teamwork throughout her speech, however I was referenced more times than

team. In order for a leader to implement a vision, the leader needs to lead by example

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(Northhouse, 2012, p. 121). Along with a new mission and vision for the staff and

students, Laurie implemented a new lesson plan program. She selected and implemented

a lesson plan software template without the input of teachers. Teachers were not

welcoming to the lesson plan software. Many teachers looked at the software as another

micromanagement tool to allow big sisterto watch overyou. She began to leave

comments for the teachers, many comments included telling them the improvements they

should make and possible training they may need. Many teachers did not agree with the

negative commentary. As a result, the teachers stopped going the extra mile in the

classroom and taught the basic skills required. Teachers lost motivation because she often

judged their ability by their lesson plan and not the lesson plan implementation.

Teachers recognition consists of monthly peer observations. If a peer selects a teacher,

the teacher will be considered teacher of the month. Teachers of the month (even

teachers with diabetes) not only received a parking space but a chocolate candy bar in

their honor.

She believed in open communication. She often shared what was going on at

XYZ school. She created an annual Whats Right in Our School newsletter, which

highlights student, staff, school, and community achievement. Last year, in rebuttal

someone created a Whats Wrong in Our School newsletter, which was indicative of

mediocre employee morale. The first wrong was her leadership style, the second

wrong was her lack of authentic social skills. She had the email retracted and

investigated the origin of the email.

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Many teachers stay late after school daily to prepare for the next day and they are

often unnoticed by the administration. However when they were to occasionally run late

in the mornings due to traffic but only to rush into the mailbox room to see a tardy slip.

To aid in the budget reduction she assigned roles and tasks to staff. Just when staff

thought she was delegating tasks and trusting their leadership abilities, she followed up

with an email that states, I have found a model I want you to follow. One of her staff

members describes her this way: Laurie is a hands on dictator. Laurie is oblivious to

herdetrimental impact of implementing her vision.

Questions

1. After reading the case, how did you feel? If you could ask Laurie two questionsabout her leadership style, what would you ask? If you could give Laurie

leadership advice, what would it be?

2. What mental images appeared when you read the case study?3. Do you think the vision was a shared vision? Why or Why not?4. What other styles of leadership did Laurie share with the staff?

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Reference

Northouse, P. G. (2012).Introduction to Leadership: Concepts and Practice. Thousand

Oaks: Sage.