Competency Review
In reviewing the competencies
and activities that I completed during the Superintendent internship it was
good to notice the varied and differing experiences I was able to participate
in that I otherwise would have no knowledge of. Participating in activities
corresponding to the ten Superintendent competencies has helped me grow and
develop my capacity for leadership as a second year administrator. The (new)
experience(s) I gained during the internship have helped me to grow as a
leader, with application in my current campus position, while yet helping me to
learn to see the district-wide perspective. The new experience and knowledge I
have received can only help in my development towards becoming a better campus
leader, and effective future district leader.
Job Entry Plan
When in pursuit of a
desired position, I have a tendency to focus on what the next step to gaining
that position will be. For example, when in the interview process, my mind
could be consumed with trying to be prepared for every question while making a
positive impression. Once the position is attained though, then what?
Developing a job entry plan for the position of Superintendent allowed me to
apply what I’ve learned throughout this program in yet another way, visualizing
what I should do at different benchmarks in time during the first year as
Superintendent. As the position requires a tremendous set of responsibilities,
it can be overwhelming to consider. Despite this, I really like the idea of
giving thought to the job entry plan in advance to achieving the position, by
breaking it down into reasonable “chunks” in order to make the transition as
easy as possible. When creating my job entry plan I considered an interview I
had earlier in this program with my Superintendent. I tried to use important
experiences he shared with me when developing the job entry plan. These themes
included building rapport/establishing relationships with board and staff
members, students, and the community, establishing open, two-way communication,
assessing district/staff strength/weaknesses, and determining whom the
“players” are in the community and district. A benefit to this activity is that
I can apply it to future transitions in my career.
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