Date of Submission

7-1-2018

Embargo

7-1-2018

Degree

Doctor of Education

Department

Education

Keywords

collaboration, interdependence, motivation, team, servant, distributed, transformational, trianalogous

Abstract

This organizational improvement plan (OIP) presents possible leadership approaches and solutions to the enhance team motivation through a period of rapid change. The OIP focuses on a team within an educational training institute, strategically aligned to a large educational organization. The training institute was previously known as the professional learning and development (PLD) department and was situated within the corporate office of the organization. The Governing Board moved the PLD department into a separate business entity, a training institute, with a new commercial vision. The team therefore transitioned from an internal PLD department (cost center) with service-orientation, to an external training institute (profit center) with commercial-orientation.

Although this OIP focuses on enhancing motivation, there are two goals central to the implementation plan. Goal one is to increase individual and team motivation, in order to achieve goal two, which is the commercial goal of the Institute to be financially profitable by year 3 of operation. As this OIP progressed, it became clear that the emergent theme was interdependence, through the frame of human resource (Bolman & Deal, 2013). The interdependent leadership approach of Trianalogous Leadership, created for the purpose of the OIP, has been aligned with the interdependent solution strategy of collaboration, collective understanding of individual expertise and drivers, and team building. Trianalogous Leadership involves three styles of leadership, including: Servant Leadership (Greenleaf, 1977), Transformational Leadership (Bass, 1985) and Distributed Leadership (Gronn, 2002; Spillane, 2005). The leadership approach and solution are inclusive across all organizational functions of the Training Institute, and all team members. If successful, the results of such could be shared with the wider organizational context in order to impact change more broadly.

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