Transformational Leadershop – Fran Prolman

Another workshop from the CEESA Conference. The big idea of the workshop is the leader changes as the followers also change. Both leader and participant raise to higher levels of motivation.

Dr. Fran Prolman Led the Workshop


Transformational Leadership can be categorized into three areas.

1) Relationship Building – Getting outside of ourselves and seeing their point of view.  

2) Taking a Risk – I can re-invent myself in my work. I can re-invent myself all the time. Always growing.

3) Creating a Culture – I can create a culture of learning, whether it be a hostile environment or nice environment.

Part I. Relationship Building

Fran likes to give us authors and book titles.  Margaret Wheatley “Turning to One Another” and “Leadership in a New Science” – Water will always finds its way to the ocean. It has the power to reshape granite. It will always finding a way to the ocean. It is a nice metaphor.  

Ways to build transformational leadership and collegiality:

Teaching is an isolating experience. The key is to get teachers to observe one another, sharing expertise at faculty meetings, asking for help,

A nice idea to do is to build collaborative team time built right into the schedule. 

Another good author is Susan Scott with her book Fierce Conversations.

Another good book is the “Fred Factor” by Mark Sanborn.   “How can I be the best Principal you have ever had?” In this book, he writes about the “B’s”

  • Be real
  • Be interested (It is not about me, it is about you as a transformational leader.) Fran Polman interviews people at cocktail parties. Does the person notice they do not know anything about? When this happens, the other person is now ready for a two-way relationship. Another example is when a student comes into your office between classes.
  • Be a better listener

When someone comes in an asks if they have a minute, I ask them what the topic is. Then I either go for it or ask them to set an appointment.

  • Be empathic – I want to see things through your lens. 1/3 of any group of adults are dealing with something really hard (illness, divorce) – they need support 1/3 they are healing from the abyss – 1/3 in a state of illusion
  • Be honest
  • Be helpful
  • Reinvent yourself regularly – Increase you Implementation Quotient – increase your capacity

What I am taking from this session in the three categories?

1) I am going to focus on taking the viewpoint of younger teachers.

2) I like the idea of postponing a conversation by setting an appointment, but first asking what the topic is.

This is a strength of mine.

Part II. Risk-Taking

Another good author is Carol Dweck and her book “Mind Set” defines two mindsets, the first being a performance goal versus a learning goal. The first mindset, the people will not take risks because of afraid of failure. An attribute of success after school is to take risks. Michael Fullan wrote in “Implementation Dip” that there will be a big descent after the implementation to the abyss of change and teachers will play out according to their personalities and maturity. When the group hits rock bottom, they begin to think about what exactly support systems they need to get back up to the top. This is “creative tension” is what cranks up the creativity. You as an inspirational leader work the hardest at the bottom to bring them to a higher level.  This also applies to new families to the school. It is a big change for them to entrust you with their child and they will struggle at first.  The time frame is 3 – 5 years

The degree to which the leader challenges assumptions, seeks feedback from others.

Eric Weihenmayer is a blind mountain climber who leads blind children to high peaks. He used to be a MS teacher, wrestling coach, and the only blind person ever to climb Mnt. Everest.

Another transformational leader is Ben Carson, who was raised in the ghettos of Detroit and a single mother with a third grade education. Her mother made him to read a book a week and write a report on it. He is the Director of Pediatric Neurosurgery at John Hopkins Hospital at age 32.  He believes in THINK BIG (talent, honesty, Insight, Nice, Knowledge) and then (Books, In-depth learning, God) His most recent book is “Take the Risk: Learning to Identify, Choose, and Live with Acceptable Risk. He uses this decision making process with

What am I taking away from this session?

1) Talk to the teachers about the Michael Fullan descent and ascent change before we do the 1:1 lap top program.

2) Seek feedback AND data from the staff regarding the schedule.

3) Go with the filming of teachers

I would say I am more conservative and less of a risk-taker.