This essay considers keynote by Dean Fink where he proffered an array of interesting ideas comparing ‘deep learning’ to ‘slow learning’. Educational leadership was emphasized to focus on commitment to ‘deep’ learning…
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Also, teachers need to know how to deal with students by assessing intricate and unique academic requirements, including understanding emotional needs, students’ abilities, and specific skills that need to be honed.
When he mentioned about slow learning, I asked myself whether slow learning is really an effective method which could be applied to all students. I definitely agree that “the students will successfully accomplish a number of important tasks if they are given the time”. From a personal perspective, I can get better marks and accomplish more things if more time is accorded to review and prepare when I study. I admit that I am not a fast learner and therefore a slow learning approach is viable.
The slow school will be helpful for better learning, depending on the capacity of the student. If a student can absorb things really fast and want to know more things at a faster pace, then, slow learning would not be an applicable approach. Likewise, parents might not agree with the slow education method because they might perceive that slow learning is analogous to covering fewer subjects than what traditional schools encompass in the regular school curriculum. I honestly believe that slow schooling is not consistent with the standard pace with which the world is currently advancing. However, if I need to be apprised of the concepts of slow learning for my future students who might need this educational approach. I am convinced that learning should be student-led and student-centered. The instructional approach and method that should be used should cater to the needs and capacities of students to make learning more fun and engaged and harness the creative spirit of children.
In a related topic, I agree on Fink’s views on the standards and sustainability that were explained.
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From the start, Jovita was focused on making the most of her skills by analyzing the future prospects. When she joined UPS, she availed the opportunity provided to her by UPS through which she gained education and experience. Leaders look out for long term goals by using their tools in the present.
This has been observed to happen most among staff that are between one to five years of experience. It is not new that modern organizations are inextricably connected to information technology systems. It has been difficult to tell when organizational business stops and when information technology starts.
In the book, “Real Leadership: Helping People and Organizations Face Their Toughest Challenges,” Dean Williams does that precisely. He advises the leader to trust in the intrinsic ability of an individual and encourage him to challenge the reality of the situation, be guided by own convictions and develop the strategies accordingly.
Companies with a learning culture are more flexible and adaptive to the environment yet more focused on the critical factors that matter in their business (Martin, Puig, Tena, & Llusar, 2008). These companies achieve success through highly competent and effective people.
This change also spread to accommodate the female gender and later on the whole family setup. This helped the association to get fully involved in development of leaders by ensuring all factors affecting an individual in the course of growth were addressed.
The American Heritage Dictionary of the English Language (2000) states the meaning of the word diagnostic as, "serving to identify characteristic." The word instrument must also be defined and its meaning is listed by the same dictionary as, "a means by which something is done; one used by another to accomplish a purpose." Hence, a diagnostic instrument was used in order to help identify, measure, and accomplish the purpose of providing an evaluation of self in regards to my management/leadership skills and abilities.
Others suggest that effective leaders must possess traits such as drive, motivation, self-confidence, honesty and integrity, cognitive ability and knowledge of the business. Moreover, the trait theory is criticized because many of the traits are vague and people with the desired traits are not necessarily effective leaders.
They believe in the strength that lies within a team and, therefore, they endeavor to motivate, encourage and inspire team members. Team members sharing the same belief are highly in sync with leader. According to Goldsmith (2002), leaders can change
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