At which level (emerging, developing, performing, or transforming) do you NOW place yourself for each of your four chosen competencies? Name each competency and the level at which you started and now place yourself
Interpersonal Effectiveness, Performing. Setting up the Google Group in its own way is a shared community that encouraged effective communication. I have taken charge of this task and continue to “lead discussion to identify and define a shared vision.”
Technological Facility, Performing/Transforming. By adapting Google Groups in this way, I am leading “technological innovation and transformation to create new forms of and uses for technology as a tool for communicating, advocating, [and for] networking.”
Explore and Challenge Inequity, Developing. This project has made me more aware of the diversity that exists between new and veteran teachers and among elementary, middle, and high school teachers. As a leader in the union, I will continue to be more cognizant of this.
Organizational Effectiveness: Leading with Skill, Transforming. This level is defined as leading “the creation of new methods and/or the innovation of existing methods of the association to conduct business in ways that allow for a broader vision and greater success” and to “lead the association and others to introduce and implement new processes, protocols, and/or solutions to further and broaden the vision.” The Google Group that I created did just that.
How did the TLI experience impact your growth as a teacher leader in each of your four chosen competencies? Include in your TLI assessment the module curriculum portfolio assignments, and the Capstone Project. Cite evidence to support each of your assessments.
Artifacts 1 and 3 under Learn were most revealing for me. I had forgotten how intimidating it can be to be a new building rep. Although there are rep rep trainings and resources available, I feel that this project shows that new reps need a more direct line of communication to a veteran rep or even the board of directors. A Google Group such as the one I experimented with for my TLI Capstone Project may be one way to create an avenue of communication for new and veteran reps alike.
What was the most valuable part of the TLI process for you?
Without TLI motivating me to take on an endeavor like the Capstone Project, I don't know that I ever would have put myself out there in the first place. TLI is the push that I needed to take a bigger step in my leadership position within my local. Throughout this process I learned that I have more support from my union siblings that I even realized. Finally, this was a good reminder that big projects take time to implement. My initial idea was too large, and scaling it down was appropriate and necessary. Had I tried to go with my initial plan, I do not believe that this would have been as successful and outcome.
What are your next steps to continue your growth as a teacher leader?
I will continue to advocate for more consistent communication, whether it is in the form I explored with this project or in some other mode. In addition, I will continue to find ways to support new building reps so that they feel more confident in their roles as union leaders.