This document discusses adaptive leadership and how leaders can adapt to change. It begins by looking at current status examples and implications for the future. It then defines adaptive leadership as focusing on dealing with change and uncertainty. Characteristics of adaptive leaders are discussed, such as flexibility, listening, and continual learning. Benefits include embracing change and anticipating it rather than just reacting. Principles of adaptive leadership are also examined, such as emotional intelligence, organizational justice, development, and character. The document concludes by outlining next steps for adaptive leadership, such as acknowledging challenges and adjusting the organization as needed.

1. ADAPTATIVE LEADERSHIP

2. Adaptive Leadership
Adapting, Changing, Leading

3. Senior Management Team (Middle Managers)
Understanding Our Context

4. Current Status
● Video – Carrot harvesting
● Video- Instagram Wharf
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5. Current Status
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6. Current Status- wharf
https://www.instagram.com/reel/CtteLBpAObB/?i
gshid=MzRlODBiNWFlZA%3D%3D
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7. Are there any Implications
for us?

8. Future Ready Learning
• Education is re-shaped in a way to fit today’s needs and the
needs of our students’ future
• The curriculum exposes students to new trends and
development especially in terms of career education

9. Future Ready Learning
• It relies on new and non-traditional methodologies and
pedagogy that emphasizes the acquiring of soft skills/ executive
functioning skills
• Integration of technologies that support modern learning
techniques and help the students to become problem-solvers,
and creative thinkers, and have the cognitive flexibility and
emotional intelligence that is required for their future.
Article careers https://www.futurelearn.com/info/blog/14-jobs-of-the-future

10. CHANGE

11. Understanding CHANGE
• What’s the effect of change?
• Can we prepare for change?
Change is the only constant in
learning and in life.

12. What is Adaptive Leadership?
• Adaptive leadership is a model that focuses on the
capability for dealing with change and uncertainty.
• Ron Heifetz and Marty Linsky of Harvard University

13. Characteristics of
Adaptive Leaders
• Adaptive school leaders
stress
• flexibility,
• active listening,
• constant learning, and
• continual evolution to
help their
organizations weather
changes both
internally and
externally

14. Benefits of Adaptive
Leadership
• School culture is one that Embraces Change
• Adaptive Leaders take a proactive
approach- They don’t wait for the crisis .
• Adaptive Leaders anticipate change rather
than react to change
• Adaptive leaders are open-minded and
empathetic
• It is a practical approach as leaders remain agile
and resilience in the face of challenges

15. Evidence of
Adaptive Leadership
• Staff don’t need to wait for the
principal to take a decision
• Persons are not offended when a
junior takes a decision
• Staff feels empowered to take the
bull by the horn
• A culture of adaptability is the Norm
• Staff willing to focus on the lessons
from a mistake

16. Adaptive Leaders As Instructional
Leaders
• Adaptive leaders are well-aligned with
educational principles.
• They stress learning and
experimentation,
• keeping an open mind to new evidence
and ideas.
Values we nurture in students

17. Principles of Adaptive Leadership:
Emotional Intelligence
Organizational Justice
Development
Character

18. Emotional Intelligence
• Is the ability to understand, use, and manage your own emotions in
positive ways to relieve stress, communicate effectively, empathize with
others, overcome challenges and defuse conflict
• Adaptive Leaders must MASTER the SKILL associated with Emotional
Intelligence
• Able to nurture TRUST - required to help persons cope and adapt to
change

19. Organizational Justice
– Sense of Safety
• Greenberg (1987) introduced the concept
of organizational justice with regard to how an
employee judges the behavior of the
organization and the employee's resulting
attitude and behaviour.
• Organizational justice refers to employee
perceptions of fairness in the workplace.
Provides them with a sense of Safety
• Safety and justice help employees come up with
creative solutions to problems, which are
necessary to deal with adaptive challenges.

20. Opportunities for
Development
• What opportunities as middle managers
do you provide for members to develop –
professional development/ personal
development/ keeping abreast of new
trends & development
• Benefit – Staff will be more open to
learning from failure, experimenting and
solving problems in innovative ways.
• Inspire your staff to be MORE through
your actions
• What will we do ?
• POSITIVE ATTITUDE TOWARDS
LEARNING & GROWTH

21. Characteristics of
Adaptive Leaders
• Visionary with Goal-Specific Decision-Making
Skills- ensuring alignment with organizational change
and long term goals and vision
• Open minded – able to listen to others; learn from
ones mistakes
• Proactive- Commitment to always envisioning the
future
• Reflective – always evaluating; engaged in
introspection
• Innovative – troubleshooting with a quest to solve
complex problems
• Culturally Sensitive – Strong Sense of Empathy-
aware of person’s context; able to stand in the
moccasins of others
• Remains positive especially in face of adversities
• Has Faith and Provides Hope

22. Strong Ethics
and Good Character
• When leaders create and foster a
culture of trust, respect, openness,
authenticity and non-judgement,
employees are far more likely to
be innovative, creative and –
yes – adaptive!

23. Next Steps towards
Adaptive Leadership
• Active participation of all members of the organization – encouraging
the perspectives of all
• Focused on using research to consistently solve challenges/ problems
• Committed to ensuring that all persons understand the Change and
why it is imperative that adaptation is embraced. –
• Regulate Distress associated with Change- continuously assess the
concern levels of each person/ Diffusion of Innovations Theory
• Honest communication and transparency with an open-door policy
across all levels of the organization
• Promotes Inclusivity.

24. Steps in
Approaching
Challenge/
Issue
Acknowledge and Accept the challenge/ issue.
Important Questions
What is the challenge/ issue ? Are there associated
problems?
What is the defining perspectives on the challenge? Is there
more than one understanding of the same problem?
What adjustments do you need to make within the
organization to solve the problem?
Are there new competencies you need to develop among
your workforce?

25. Possible Focus for 2023/24
• Engagement of Stakeholders
• Attracting Students’ Attention & Sustaining Their Interest
• Engaging Staff
• Engaging Parents as we Encourage them on how to Support their child
• Future Ready – Career Education
• Purposeful Education
• Pedagogy - STEM/ STEAM – Integrating Disciplines; Flipped Classroom;
Integrating Technology; Project Based

26. Feed Forward with the
4 A’s:
• Anticipation of likely future needs,
trends and options.
• Articulation of these needs to build
collective understanding and support
for action.
• Adaptation so that there is
continuous learning and the
adjustment of responses as
necessary.
• Accountability, including maximum
transparency in decision making
processes and openness to
challenges and feedback.

27. “
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28. “
● Let’s Re Commit Today
You must be the change you
wish to see in the world.
Mahatma Gandhi

29. “
Inspire Yourself To Be MORE

30. “

31. “
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33. Additional Presentation on AI in Classroom
Michele.pinnock@moey.gov.jm
Michele.pinnock@gmail.com
PRESENTATION
https://www.slideshare.net/michelepinnock/the-future-of-teaching-with-
artificial-intelligence-finalpptx
BLOG
https://innovatorsregion4.blogspot.com/2023/07/using-artificial-intelligence-
ai-and.html

34. Thank You
Michele Walden-Pinnock
Regional Director
Ministry of Education & Youth
Region 4
Michele.pinnock@moey.gov.jm
Michele.pinnock@gmail.com