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CRLA Presidential Address - PowerPoint
Leadership in CRLA: Leadership and Challenges
Sharon Taylor
November 2, 2007
Doubletree at Lloyd Center
Portland, Oregon
I have been honored to serve as president this year, which has included many opportunities to work with the College Reading and Learning Association Executive Board, the many committee chairs, and CRLA members. I have enjoyed hearing from each one of you. Thank you for helping make this year one that I will always remember.
As I worked throughout the year, I have become used to seeing forty-to-eighty e-mails a day rather than the ten a day, I used to have. My CRLA e-mails about details and discussions have provided even more opportunities to learn and work together. For example, as I sit in Wyoming during snowstorms, I am able to talk with CRLA friends throughout the United States. Sometimes, we share weather reports. Additionally, I have been astounded at how much work the CRLA board accomplishes in our two-hour monthly CRLA conference calls. I am continually learning more about CRLA and better ways to serve our members.
This year has included many celebrations and challenges. For example, I was excited when the Colorado Rockies earned a place in the World Series. I remember living near Denver for over twenty years and never expecting to see a team in the World Series. Even though they lost, I will wait for another time to cheer my team. Recently, I have been saddened by the fires in California. My heart goes out to the CRLA California members who had fire damage. This year another event that I did not expect was the tragedy at Virginia Tech. I still mourn the losses and the reminders that our students continue to face more tragedies than we ever know. As leaders, how can we help our students?
When I look at students in my class, too often, I only see the tally sheet of assignments submitted or not submitted and the missed classes. Too often, I forget that most of my students are attending class full time, working a full- time job, and raising a family, often alone. They come to my classes at the start of the semester, full of hope and resolve. Now at midterms, too many of them are missing in action. Could I have done more to help them? Could you?
As teachers, learning center directors, administrators, researchers, and directors of tutor and mentor programs, our leadership has an impact on others. Each of us is a leader in our own way. Which styles of leadership have you used throughout your professional and personal life? My Power Point presentation includes the different styles of leaders for us to consider because we are leaders, sometimes even when we would rather fade at the end of the day.
First, what is leadership? Leadership comes from the person who holds the responsibility. Leadership is the organizational force of a workplace, team, organization or other grouping of people with the same purpose. Leadership can happen in many ways depending on the personalities involved and the situation. Each leadership style has specific advantages and disadvantages.
Autocratic leadership is authority based with minimal input from team members. These leaders have a “Do as I say”– form of leadership. This style may accomplish many tasks, but it is not good for creative atmospheres, or areas in which team members are expected to contribute a lot in the way of skills. Problems associated with this style are a high turnover and poor emotional response from teammates.
Bureaucratic leadership is somewhat less totalitarian with a heavy emphasis on rules. This style of leadership is described as the “by the book” method of leadership.
Charismatic leadership has a leader who exhibits high energy and enthusiasm. Charismatic leaders tend to care more about themselves than their team. Success becomes tied up with the leader. As a result of this level of responsibility, a charismatic leader must be committed to the organization or product for the long-term.
Participative leadership has a leader who holds power to make final decision. Much emphasis placed on contributions from the group. Group members are encouraged to participate and give input. This style of leadership can take longer to produce results, but the results tend to be of higher quality.
Laissez-faire leadership is from the French term, “leave it be.” This term describes a leader who does not become directly involved with the work of group members. This style of leadership requires communication between leader and crew. Another requirement is teammates who are highly skilled and intrinsically motivated. One problem is that this style of leadership can allow situations to become out of control quickly and easily.
People or relationship oriented leadership has a leader, who focuses on organization, support, and development of teammates. This style of leadership usually involves a high level of teamwork, and this style is good for creative environments. The benefits are high morale and low turnover, but there is a high emotional cost for the leader involved.
Task oriented leadership has a focus on “getting the job done.” For success, type of leadership needs to define what the task-at-hand is and the roles necessary to complete the task. The problems with this type of leadership are that it can result in turnover problems and low team morale.
Transactional leadership is not considered an actual style of leadership. This organizational form is based on obedience in addition to reward and punishment systems. This form leaves team members highly unsatisfied. Additionally, there tends to be a higher focus on negative outcomes rather than positive incentives. This form of organization is better for short-term tasks than for creative works.
Transformational leadership has a true leader who is constantly inspiring the team. The leader is highly visible and an emphasis is placed on communication. This style of leadership depends upon the support of people who focus on details, which results in an increased morale.
The situational leader is a more accurate term because in reality none of these styles is perfect for every goal or every situation. Leaders must be able to consider the team member skill levels, the team experience level, the tasks necessary to complete the type of work, the necessary organizational environment, and the leader’s own tendencies in dealing with others.
These many types of leadership styles can be found in our departments, colleges, local organizations, homes, and CRLA. For example, my strongest memory is of President Kate Sandberg’s challenge to all of us to be leaders on our campuses and in CRLA. I heard that challenge. Kate Sandberg’s presidential speech helped me understand the value of taking leadership positions on my campus and in CRLA.
Each CRLA president has been a leader perfect for that time in CRLA. Last year, I was blessed as president-elect to work with Karon Matthews, then President-Elect of Texas College Reading and Learning Association (TxCRLA) and Betty Black, then President-Elect of Texas Association for Development Education (TADE) to plan the 2006 CRLA/CASP conference in Austin, Texas. This year, CRLA President-Elect Rick Sheets has led all of us to CRLA’s 40th annual international conference here in Portland. Rick and his On-Site Chair Frieda Campbell-Peltier have provided us with wonderful opportunities for learning. Next year, our incoming President--Elect Jan Norton will lead us to Cleveland where we will join the halls of fame.
Another leader of mine is CRLA Past President Tom Dayton, who was willing to answer my questions as I planned the 2002 Wyoming regional conference with my team of “Powerful Wyoming Women.” When Tom agreed to be our regional keynote speaker, I told him that I felt like doing cartwheels down the college halls. He came to Wyoming and met my wonderful committee of co-workers at Western Wyoming Community College. Some of my colleagues joined CRLA as a result of working on that regional conference. Tom’s presence in my community college helped to make CRLA more accessible for my colleagues and students.
This last year, we have had many wonderful regional CRLA conferences. All of you who have planned a regional conference have helped share the CRLA networking and learning opportunities for those who cannot attend international or national conferences. Thank you for your hard work for CRLA. Your regional conferences make a difference. What are your plans for next year?
I would like to thank the leaders of special interest groups for sending newsletters and sharing your expertise. I learn something new every time, I read one of the SIGs newsletters. What about you? Do you need to take leadership in a SIG? Your expertise is needed.
Take time at this conference to talk with other members in your state, region, and special interest group. I would love to join in your conversation because in my new CRLA leadership role, I will be the coordinator of states, regions, and special interest groups. I am looking forward to hearing from you.
Locally, regionally, nationally, and internationally, you can make a difference in CRLA. Say “yes” to leadership in CRLA.
Thank you. I look forward to your leadership. What can you do for CRLA?
Sincerely,
Sharon Taylor
CRLA President
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Last updated November 18, 2007.