EFFECTIVE LEADERSHIP AND DISTANCE EDUCATION IN THE DIGITAL AGE
2014
DEPM 604April 15, 2014Miriam Niblack
EFFECTIVE LEADERSHIP AND DISTANCE EDUCATION 1
Abstract
For the purpose of this paper we will look at the effect that on how leadership creates innovation
and shapes organizations to be prepared and accept change to allow forward mobility in the
direction of the institutions vision in DE. Leadership can be defined, as the ability to guide or
influence others to follow you. Leadership is an intangible quality that one possesses. However,
leadership qualities can be learned through practice and being repetitive. Leadership can also be
nurtured by looking for certain character traits. Leadership and management are not the same,
although the two functions correlate, each have distinguishing features.
Key Words
Leadership, Management, Innovation, Change, Correlate, Vision
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Effective Leadership and Distance Education in the Digital Age
Attributes of Effective DE Leader Introduction
Since good leaders have vision, courage, honesty, integrity, humility, openness, fairness,
and a sense of humor, these eight attributes are what I feel best embody an effective Distance
education (DE) leader. As referenced by Siraj, Naimie, & Shagholi (2008), “The word lead
means to go from - leaders tend to take their adherents from one place to another” (p. 24).
Effective leaders are able to motivate and inspire their followers with their behaviors, as actions
speak louder than words. Creating camaraderie through people-oriented leadership skills will
provide a harmonic work environment that will influence followers to work toward the vision of
the organization in order to achieve success. Kotter stated, “that success hinges, first, on creating
an agenda of what one wants to accomplish, and second, on building and using a network of
relationships with a wide variety of people who can help accomplish the agenda” (as cited in
Jameson, 1989, p. 87).
Management and Leadership Distinctions
Kotter (2012) found distinctions between leadership and management, in that,
management involves activities such as planning, organizing, staffing, and problem-solving,
whereas leadership involves behaviors such as creating a vision, establishing direction, aligning
people and motivating and inspiring people to “satisfy the same goals to get desired outcomes”
(Kotter, 2012, p. 29). Leadership means having to make decisions and strategizing to make
visions turn into realities. Effective leaders must lead change regardless of the resistance and
obstacles they encounter. Evidentiary support of this claim, as stated by Conger (2010), in that,
charismatic leaders have distinguishing behaviors that allow them to seek out change through
their actions and work hard to obtain their goals regardless of shortcomings, barriers or any
EFFECTIVE LEADERSHIP AND DISTANCE EDUCATION 3
obstacles. According to Pietersen (2002), “the key is to shift both the organizational and human
dynamics of your company so as to transform people's natural resistance to change (a negative)
into active support of change (a positive)” (p. 34). Kotter also stated, “figuring out what to do
despite uncertainties, great diversity” (as cited in Gibson, 1999, p. 90), is a sign of leadership.
Charismatic leaders “must have a mission, espouse radical innovations, challenge established
practices, and, most important, have a vision for the future” (Nur, 1998, p. 21). Meaning leaders
are dynamic figures that know how to bring cohesion together within working environments and
inspiring others to follow their lead. In addition, charismatic leaders, "advocate for radical
change" (Conger, 2010, p. 97). From my personal experience, to lead is not easy. Leading takes
hard work, dedication, and courage to carry the fate of others, as the responsibility rests on your
shoulders.
Leadership Traits
Vision
First and foremost, a leader has to have and assert their vision, a clear, vivid picture of
where they want to go and how they plan to how to achieve success. Leaders are passionate
about the vision, as passion is contagious, and work until completion. An effective leader can
communicate their vision enough for followers to buy into it. A good leader has discipline to
work single-mindedly toward their goal and directs their actions and that of their team toward
that goal. A leader does not worry over having analysis paralysis, as they are always in pursuit of
the vision. This quality, in my opinion, is what separates leaders from managers. While a
manager’s behavior gets the job done, a good leader taps into and elicits emotion from their
followers.
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Courage
Second, a good leader has to have the courage of their convictions to stand and deliver to
encourage others to follow. In regards to courage, Winston Churchill, stated “courage is rightly
considered the foremost of the virtues, for upon it all others depend (studymode.com, 2008, para.
3). and that “Courage is what it takes to stand up and speak; courage is also what it takes to sit
down and listen” (studymode.com, 2008, para. 3). Greek philosopher Plato, stated “Courage is
knowing what not to fear” (studymode.com, 2008, para. 4). It seems to me that great minds think
alike, as Plato’s mentor was Socrates (who had many followers) and his disciple was Aristotle,
who taught one the world’s most renowned military leaders in history, Alexander the Great.
Effective leaders give credit where credit is due and accept criticism and praise, as this is a true
sign of good leadership.
Honesty
Third, a good leader is honest. Leaders know they have great responsibility to and for
others. A key value for them is to be honest and practice ethical behavior so that their team will
follow suit.
Integrity
Fourth, an effective leader has integrity which, means actions are aligned with their
values. A person of integrity is the same on the outside as they are on the inside. This person can
be trusted because their goals are aligned with their values, even if the process is arduous. An
effective leader must earn the respect of and have the trust of followers by being completely
honest, in every situation, and in all they do.
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Humility
Fifth, good leaders, who have humility, know they are no better than anybody else but are
always just as good. A good leader eats humble pie.
Openness
Sixth, leaders that practice openness mean they are willing to be creative, innovative, and
accept new ideas or concepts. Good leaders are good listeners. Being open builds trust and lets
followers know that leaders are approachable. Good leaders are open-minded and willing to
learn, are adaptive to and welcome change, and regardless of the messenger they listen to the
message.
Fairness
Seventh, good leaders practice fairness, are free of bias, and just in their decisions. A
leader learns the facts and then passes judgment. It is through fair treatment of others that leaders
will receive the loyalty and dedication of their followers.
Humor
Lastly, a leader must have a sense of humor. Knowing that things will not always run
smoothly and being able to laugh is a vital component to leadership that help elevates stress and
boredom. Effective leaders use humor to diffuse negative situations and invigorate followers.
Laughter is also good for the soul.
Leadership Choices Explained
After going through the readings and course materials, it is evident that for leadership to
be effective it is crucial to have these traits because, in my opinion, without them an organization
can languish. In a digital age, where more work is being done online and communication via
email, as opposed to face-to-face, it is imperative to be clear to lessen misunderstandings.
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Ineffective communication can lead to decreased morale that, in turn, lower productivity and can
drive followers away from achieving goals related to the vision. I feel that most of these traits
have not changed much in the era of DE, as leaders are still faced with the task of getting
followers to direct their actions toward meeting goals and objectives for desired outcomes. I also
believe these traits are universal in most DE settings because you have to have vision and
establish trust for others to follow and each trait builds upon each other. Of course different
situations may call for different actions, as there is a time and place for humor, but honesty and
humility are always welcome. According to Workman & Cleveland-Innes (2012), stated:
For the purpose of this appraisal, leadership in distance
education, as distinct from managerial functions in a
variety of settings, is defined as a set of attitudes and
behaviours which create conditions for innovative change,
which enable individuals and organizations to share a
vision and move in its direction, and which contribute
to the operationalization of ideas that advance distance
education initiatives. (p. 314)
Summary
Whereas ineffective leaders do not have the afore-mentioned character traits such as
honesty and courage, most important of all, they lack the ability to communicate their vision; an
effective leader communicates clearly what it is they want and how they plan to achieve success.
Effective leaders strive for excellence in all they do and their behaviors mimic their words in
order to have others follow. Good and effective leaders accept responsibility for failures and
results and move forward even in the face of adversity.
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Crucial Issues of DE leaders Introduction
DE leaders must attend to the following three critical issues in order to successfully guide
their organizations which, are recognizing there is a change in the educational system that is DE
through use of technology, knowing that receptivity of DE lies in being technology literate and
resistance with learning and teaching in DE can be overcome with education, training, and
participation.
Three Critical DE Issues
Recognition of DE in educational system
A critical issue I see is the deficiency of wanting to recognize that there is a change in the
educational system and it is DE. However, many seem to try to resist this pedagogical approach
to teaching and learning that is learner autonomy, “the ability of a learner to develop their own
learning plan” (Moore & Kearsley, 2012, p. 213) developed through the theory of Transactional
Distance, meaning the result of time and space distance (Moore & Kerasley). DE is about
change. DE opens up new learning opportunities, especially to those in rural and disadvantaged
populations, and allows the learner greater autonomy and control over their education in relation
to the teaching institution (Moore & Kearsley, 2012). Institutions are creating DE systems and
this is changing the roles of instructors.
However, change has to be planned and managed effectively if it is to last. In other
words, good leadership is critical to facilitate change that is needed. Kotter stated, “Change is
often associated with greater urgency, pressure, and risk than normal organization activities” (as
cited in Ford, Ford, & Amelio, 2008, p. 372). Due to students and instructors having minimal
experience learning and teaching at a distance, the unfamiliarity is translated into resistance that
causes them to fear change. However, if DE is to succeed, fear must be overcome. I was also
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hesitant to DE but after reviewing what the programs had to offer I saw that the benefits far
exceeded any disadvantages such as, foregoing constant face-to-face interactions. According to
Dent & Goldberg (1999), resistance can be overcome with education, training, participation,
negotiation, and coercion. Therefore, recipients of change have to understand and know that they
will be supported throughout this process. Faculty and staff have to know the benefits of
participating in DE and stop clinging to the old traditional values of conventional learning to
embrace change. Technological advancements make it possible to teach and interact with
students in a way that was not possible before. These new learning managements systems may
enhance their skills and allow them to teach more effectively and to larger more diverse
populations.
Receptivity of DE with technology usage
Another issue, in terms of the aspect of receptivity toward DE, is the technology involved.
Research has shown that a primary factor in determining the success and satisfaction in DE is the
comfort level in regards to use of technology (Moore & Kearsley, 2012). While technical
problems such as equipment failure, bad connections and low quality course designs are
frustrating, these must be overcome, otherwise, if left ongoing resistance will continue (Moore &
Kearsley, 2012). Learning how to properly and effectively use technology will diminish
dissatisfaction with DE. I personally have dealt with these challenges by learning about
technology through taking courses offered on computer literacy, reading blogs and working with
people I know in IT. I had to take some initiative and have a willingness to learn something new.
Even though I was scared I was more determined to educate myself in technology so I pushed
ahead because I know once knowledge is gained I can have it forever. In addition, once I started
the program for learning web application and social media, I did not want to stop, as it was very
EFFECTIVE LEADERSHIP AND DISTANCE EDUCATION 9
interesting and I found that I enjoyed what I was learning. I also believe in finishing what you
start. According to Moore & Kearsley (2012), there are three main causes for resistance and
dissatisfaction to DE listed on p. 167:
1. Bad course design and teacher incompetence
2. Wrong expectations on part of students
3. Poor technology or inability to use technology properly
However, when there is good quality course design, teaching and technology DE can be a
favored way to learn. I have said that people need to be technologically literate, if they are to
function in the new Digital Age. I feel that with support and guidance such as, setting up digital
literacy courses prior to enrollment in DE courses, may eradicate resistance to DE by many
potential distance learning participators that would otherwise shun online learning.
Collaborative work groups in DE
Lastly, another potential issue in DE is working in group settings. I notice that group
work is almost always integrated in any DE program, as that is a way to facilitate class
participation and interaction. Even though groups mean working as a collective for shared
interests, many are not willing to work toward the common goal. However, distributing the
workload fairly and evenly and getting the group all starting working toward the right direction
of contributing can be stressful and frustrating.
Effective group behavior involves communication, direction, planning, delegation and
work ethic. As students are not bound geographically, there are issues with communication, as it
is usually asynchronous, and consistency is a must. I am not a mind reader. I have no idea what a
group member is going through or is capable of unless they communicate it. I can empathize
with people that things do happen but the manner in which one conducts themselves, if it is not
EFFECTIVE LEADERSHIP AND DISTANCE EDUCATION 10
in the best interest of the group or negative, will not get my sympathy. I value proper decorum,
as I am sure most others in any group setting would agree because manners matter. I feel that
there should be some accountability and consequence for inappropriate behavior that instructors
can bestow upon these students such as, lower grade or dismissal from group, in order to change
or lessen the behavior.
In addition, I also see many are not willing to step up and be the leader. I feel that people
avoid this as it is perceived as a no-win proposition, as perception is reality, because managing
people is no easy task and little reward, if any, for all of your hard work and efforts. In my
opinion, people need to move past this and focus on the issue which is getting the task
completed. Kellerman stated she was becoming more anti-leader, as with followers they are
beginning to pay less attention to the leaders but more to their peers. I have to agree with this
observation, as this may be yet another reason why people do not want to lead because no one is
paying attention to them. Do not let people deviate you from your goals or make you feel like
you do not deserve something you want. If you want to be the leader, speak up and say so.
Otherwise, you may have to accept being delegated work that you are not good at doing and do
not want.
Summary
Although without effective leadership to facilitate the changes to bring DE successfully
into organizations the program will fail, DE is about change given that recognizing change is
inevitable in the educational system, as DE is not going anywhere, as long as the demand exists.
Open access to higher education is desired, particularly in rural populations, by many who may
lack resources to get educated by conventional methods. In order for current and future DE
participants to be successful, they will need to learn how to properly use technology. Instructors
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and students will need support and guidance to accept the changes associated with learning in the
online environment. There is also a need to learn how to effectively work and lead collaborative
groups with appropriate behaviors such as communication and planning so that assignments can
be completed with minimal obstacles that can lead to frustration and other negative reactions or
behaviors within an online environment.
Conclusion
What I took away from this course was learning and understanding what leadership and
management are and what distinguishes each. I know to facilitate change there has to be a vision
and a sense of urgency to achieve it. Leadership traits can be learned through practice and
repetition. Effective leaders have character traits that shape who they are, as a person, as well as
how they lead their followers. DE Leaders also know that to have successful computer-based
programs that it involves a willingness to step out of their comfort zones and that through
education, planning and participation online learning can satisfy the desired outcomes of all
which, is open access to higher education. The pedagogy for instructing students is evolving into
more self-directed learning and as, institutions recognize the need to meet this demand it will be
imperative for educators to remain flexible and open to what is to come in the foreseeable future.
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YouTube: https://www.youtube.com/watch?v=kgLcAF5Lgq4
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