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Recap and Reflection on the Three Units of CEDL

Upon reflecting on the three major components of the Certificate in Educational Leadership (CEDL), I have discovered that each unit provides a thorough understanding and application of leadership within each given educational institute or setting.

1. Assessing Prior Knowledge

Before indulging in the CEDL program, my understanding and point of view on leadership were solely based on my experiences as an active educator. Despite being confident in my experiences, organizational skills, and ability to guide and accommodate my team, I came to the understanding that my knowledge had not yet reached the complexities of transformative leadership, fostering a collaborative environment, and emotional intelligence.

2. Connecting with My Leadership Practices

The three units of CEDL have played a major role in reformatting my approach toward leadership, highlighting the significance of leasing with both authenticity and purpose

Unit 1 introduced me to a new concept, the concept of adaptive leadership, showcasing how important it is to address challenges whilst providing the margin for flexibility. I was able to pick the concept of creating solutions with my teams.

Unit 2 was based on building professional relationships. This unit particularly stood out to me the most since it made me realize the significance of strength and trust required in my team. I began active listening and making it a regular habit, valuing diverse opinions and perspectives for a collaborative effort.

Unit 3 was more inclined towards strategic planning and goal-setting. The subject of this unit was aligning team goals with those of the institution, and adopting an inclusive approach to decision-making.

3. Reflecting on My PDP Objectives

With the help of the CEDL program, I have identified certain strategies to achieve my goal that are a part of my Personal Development Plan (PDP) objectives to enhance my ability to empower and inspire others.

Empowering Others: By delegating tasks and trusting team members with responsibilities, I can foster a sense of ownership and confidence in their abilities.

●        Encouraging Growth: I aim to provide opportunities for professional development and mentorship, ensuring that my team members feel supported in their career progression.

●        Leading with Emotional Intelligence: Understanding and managing my emotions, as well as recognizing the emotions of others, has become a critical part of my leadership style.

Conclusion

The CEdL program has been instrumental in transforming my leadership practices from a task-oriented approach to a more holistic and people-centered one. By integrating the lessons learned from the three units, I am confident in my ability to lead with vision, compassion, and a commitment to continuous growth. Moving forward, I will strive to align my leadership practices with the principles of collaboration, adaptability, and strategic foresight.

As I reflect on the three units of the Certificate in Educational Leadership (CEdL) program, I find that each unit has profoundly enhanced my understanding of leadership and its practical application in an educational setting. Below, I address the three prompts more formally and effectively:

1. Assessing Prior Knowledge

Before beginning the CEdL program, my understanding of leadership was shaped primarily by my experiences as an educator. I perceived leadership as the ability to manage tasks, establish goals, and ensure adherence to structured plans. While I felt confident in my organizational abilities and capacity to guide a team, my perspective was limited. I lacked a nuanced understanding of the intricacies of transformative leadership, the role of emotional intelligence, and the value of cultivating collaborative and inclusive environments.

2. Connecting with My Leadership Practices

The three units of the CEdL program have fundamentally reshaped my leadership approach, emphasizing the importance of leading with purpose, authenticity, and a commitment to fostering growth within my team.

●        Unit 1: Adaptive Leadership This unit introduced me to the concept of adaptive leadership, underscoring the need to approach challenges with flexibility and innovation. I learned to engage my team in co-creating solutions rather than relying on top-down directives. This shift has allowed me to navigate complex situations more effectively and empower my team to take ownership of their contributions.

●        Unit 2: Building Professional Relationships This unit emphasized the importance of trust and communication in strengthening professional relationships. I have prioritized active listening and embraced diverse perspectives, resulting in significantly improved collaborative efforts. By fostering an environment of mutual respect and understanding, I have enhanced the team’s cohesion and morale.

●        Unit 3: Strategic Planning and Goal-Setting This unit reinforced the value of aligning team objectives with broader institutional goals. I have adopted a more inclusive approach to planning, actively involving team members in decision-making processes. This inclusive strategy has fostered a sense of shared ownership and accountability, ensuring that team objectives are both strategic and actionable.

3. Reflecting on My PDP Objectives

One of the primary objectives of my Personal Development Plan (PDP) is to strengthen my ability to inspire and empower others within my organization. The insights and strategies gained through the CEdL program have been instrumental in advancing this goal:

●        Empowering Others: By delegating responsibilities and demonstrating trust in my team’s abilities, I have fostered a sense of ownership and confidence among team members.

●        Encouraging Growth: I am committed to providing opportunities for professional development and mentorship, ensuring that team members feel supported in their personal and professional journeys.

●        Leading with Emotional Intelligence: The program has deepened my understanding of the importance of emotional intelligence in leadership. By managing my emotions and remaining attuned to the emotions of others, I have enhanced my ability to lead with empathy and compassion.

Conclusion

The CEdL program has been successfully transformative, providing the ultimate guidelines for creating a more task-oriented leadership style, keeping other elements such as a “people-centered approach” intact and included as well. I have been able to develop a profound and grounded leadership philosophy that focuses on vision, compassion, and continuous growth and improvement. As I move forward, I aim to achieve my organizational goals by aligning my leadership practices with the refined principles of adaptability, strategic planning, and collaboration.

Rahat Iqbal

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Unit 1:

The theory that resonates with me from unit -1 is Transformational Leadership, where leaders encourage and motivate the development of followers. They exemplify moral standards by practising what they preach, foster an ethical work environment with clear values, priorities, and standards, and build company culture. These leaders encourage employees to move from an attitude of self-interest to a mindset where they are working for the common good. They hold open communication and provide coaching and mentoring by allowing employees to make decisions and take ownership of tasks (Day and Sammons, 2016).

It connects within my present role as a leader in every aspect, where I lead the workforce with self motivated members. The culture of mutual respect aids in lifting each other thus moving towards success as a team and not an individual. I believe in an open door policy where staff feel comfortable in sharing their concern. Thus making my staff feel valued and heard.

Unit 2:

From the learning in unit 2, I established that successful leaders ensure students' achievements through a structured approach, clear directions, need-based training, and follow-up of implementations of goals. This served as a way forward for me and I adapted these practices by following the instructional leadership approach.

Unit 3:

By reflecting on unit 3 presentation and feedback taken from peers and senior leaders I realized that I need to develop data analysis skills. This would help me in analyzing the trends in collected data, interpret results,  identify the areas of development and work on them to improve teaching and learning.

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A leadership concept that resonated with me from Unit 1 is transformational leadership (Brown, 2006), which aligns with my approach to inspiring and motivating others to reach their potential. As a school leader, I encourage my team to innovate and take risks, establishing a culture of continuous growth that benefits both staff and students.

Unit 1 also highlighted the importance of combining transformational leadership with emotional intelligence (EI) and systemic leadership. EI helps me build trust and manage relationships effectively, while systemic leadership ensures my decisions consider the broader school community. Together, these approaches enable me to lead in a way that inspires growth and collaboration and ensures sustainability.

A specific practice of a successful leader I learned about in Unit 2 is the ability to build strong relationships with stakeholders and create a culture of continuous improvement. Effective leaders prioritise collaboration, develop systems that support student learning, and invest in teacher development, aligning these efforts with the school’s vision (Day & Sammons, 2013).

In my context, I apply this by enhancing stakeholder engagement through structured collaboration opportunities, such as regular feedback sessions with parents, staff and students. Additionally, I can strengthen professional development by aligning training programs with teachers’ needs and career goals. By developing stronger relationships and a culture of ongoing learning, I aim to positively impact teaching quality, student attainment, and overall school improvement.

Reflecting on my Unit 3 presentation and feedback, I plan to further develop my conflict resolution and mediation skills. These skills are essential for developing a harmonious school environment, especially when managing diverse perspectives and addressing stakeholder concerns. By becoming more proficient in facilitating constructive discussions and finding common ground, I can ensure that disagreements are resolved effectively, maintaining a positive school culture.

This development will enhance my effectiveness as a leader by promoting collaboration, reducing conflicts, and enabling a stronger focus on student attainment and organisational goals. A school that thrives on mutual respect and understanding ultimately drives greater success for all its stakeholders.

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The program has been a valuable experience and developed a deep insight into the concept of leadership that has deepened my understanding of educational leadership. Through the three units, I've gained valuable understanding that I can apply to my role as a school coordinator.

Instructional and distributive leadership style is one of the leadership ideas from Unit 1 that really spoke to me. This approach places a strong emphasis on inspiring and encouraging followers to do remarkable feats. In my role as coordinator, I strive to inspire a common vision in order to demonstrate the qualities of an inspirational manager. By articulating a clear and appealing vision for the school, I inspire staff and students to work together towards a shared goal. Hence, I made an effort to establish a welcoming and encouraging workplace where people feel appreciated and encouraged to give their all.

By reflecting back on leadership, I could relate it as a vast phenomenon, a name to meet and greet new challenges. Being a coordinator of primary school, in my opinion, overcoming the challenges with difficulties will require a combination of strong interpersonal skills on the part of the teacher leader. For effective school leadership, it is essential to improve the efficiency in both learning and teaching. It can be possible when empowering the subordinates, where the authority to lead does not reside only in one person but can be distributed among different people to achieve the common goal and vision. Only an individual cannot strive to reach success; it is a team that can keep the aim strong.

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1. The concept of Distributed Leadership resonates with me deeply. This approach has been transformational in my current role, where fostering a culture of collective accountability and capacity building is essential.

By delegating authority to instructional coaches, subject leads, and coordinators, I have witnessed a positive shift in teacher engagement and ownership of their roles.

In my context, this approach has helped me manage the complexities of my leadership role more effectively. For instance, addressing the professional development needs of teachers or resolving challenges related to student learning becomes more manageable when leadership responsibilities are distributed across a capable team. It also aligns with my aspiration to cultivate a collaborative culture where every staff member feels valued and committed to the shared vision.

2. A specific practice I learned from successful leaders is the creation of Professional Learning Communities (PLCs), where teachers collaborate to improve teaching strategies and student outcomes. PLCs foster a culture of trust, shared accountability, and continuous professional growth.

In my context, I plan to adapt this by organizing regular collaborative sessions where teachers analyze student performance data, share best practices, and co-develop instructional strategies. I will provide constructive feedback, resources, and autonomy to encourage active participation. By promoting collaboration and aligning teaching practices with shared goals, this approach will enhance instructional quality and, consequently, improve student learning outcomes.

3. I plan to further develop my skill in Human Capital Development, particularly through the strategic implementation of Professional Learning Communities (PLCs). By focusing on identifying, nurturing, and empowering talent within my school, I aim to align my leadership goals with the broader objective of enhancing professional capital.

This development will improve my effectiveness as a leader by fostering a collaborative culture, driving targeted professional growth, and ensuring that instructional practices are refined to positively impact student outcomes.

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Ayesha Omar Pre-task 1  CeDL July CCA2, 2021

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Ayesha Omar Pre-task 1  CeDL July CCA2, 2021

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I feel that in my current role Instructional and distributed leadership is strongly prevalent. I am heading a branch of Early years and primary level, handed over to me last year with multiple challenges. As per the recommendations of the SEU for the branch, I have to ensure the development of necessary self-review practices across different school mechanisms and structured professional development through data driven informed decision making for the enhancement in teaching and learning and student’s retention/withdrawals. Therefore, most of my actions are driven by Instructional leadership, however, since it is a very small branch so managing it alone could not help. Therefore, I also make use of distributed leadership. The different tiers of subject leads, school and level coordinators take up different responsibilities of management and pedagogy implementation.

In Unit 2, I learnt from Claim 6 of the article “Ten 10 strong claims about successful school leadership” that: Heads contribute to student learning and achievement through a combination and accumulation of strategies and actions. These include: influencing pupil outcomes and improvements in school conditions, such as an emphasis on raising academic standards, assessment for learning, collaborative teacher cultures, monitoring of pupil and school performance, coherence of teaching programmes, monitoring teaching processes, the provision of extra-curricular activities etc (Day and Sammons, 2016). Out of all these I found raising academic standards through staff development and support to be the most important. This was suggested by our senior colleagues during the group learning sessions as well.

I further plan to build my skill of mentoring and coaching in order to build my team’s skills in the same area, as school leaders play an important role in mentoring, which is key to improving teacher motivation, especially for new teachers (Tournier et al., 2019). This model was prescribed by CICEdL, for making stronger and professional teams. I’ll replicate the mentor model by identifying my strong teachers through data collection from need analysis, to support my new/weak teachers and will ensure high student achievement, acting as a role model/mentor myself. I’ll use my PLCs for data collection. Moreover, develop a stronger follow up with my teachers.

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Reflections and Learnings from CEdL

Leadership, as defined by Susan Ward (2016), is the art of motivating a group of people toward achieving a common goal. The Leadership for Learning theory emphasizes a distributed approach, with a focus on learning rather than instruction (Bajunid, 2008; Bush, 2015). Uhl-Bien (2006) conceptualizes leadership as a collective social process emerging through the interactions of multiple actors (Bolden, 2011). This distributed leadership model, adopted in countries like Finland and the UK, prioritizes system-wide improvement over individual schools (Beatriz Pont, 2008).

Through my journey in CEdL, I explored the practices of successful leaders and discovered their context-specific nature. Effective heads enhance student learning through strategies such as fostering collaborative teacher cultures, monitoring performance, ensuring coherence in teaching programs, and providing extracurricular opportunities (Day et al., 2010). Reflecting on my role, leadership style, and the literature studied, I recognized that enhancing collective capacity—where groups improve together—plays a pivotal role in student achievement. Michael Fullan (2012) highlights that collective capacity generates both emotional commitment and technical expertise, surpassing the potential of individual efforts.

The CEdL course offered opportunities to study leadership theories, analyze high-performing school systems, and apply reflective practices in my context. Guided activities, literature reviews, and peer discussions enabled me to critically evaluate my role as a leader. This reflection deepened my commitment to professional development for staff, aiming to improve student outcomes. I now prioritize staying informed about emerging challenges and planning proactively.

Through continuous self-review and context-specific analysis, I recognize the rapidly evolving educational landscape. Engaging teachers and administrators in collaborative learning is key to addressing challenges. To achieve this, I am focusing on building a Professional Learning Community (PLC) that fosters collective capacity and enhances overall effectiveness to improve student performance.

By Nayyer Naveed Qureshi

Wapda Town Campus, Lahore

CEDL Completion Year 2022

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As an educational leader, my leadership philosophy is centred around the distributed and transformational leadership approach. These approaches resonate strongly with my current leadership capacity. The CEDL has been a transformative journey. Reflecting on Unit 1, distributed and redistributed leadership approaches greatly emphasise the importance of empowering teachers to take ownership of their roles. The concept of professional capital and nurturing the learner and teacher agency in school changed my perception of a leadership impact. Another important learning was the realisation that the context plays a vital role, an approach that may work well for one school might not be applicable in the other. Therefore leaders are required to continuously analyse the data trends and rational choices to select an approach or a combination of practices that work in their context.

Reflecting on Unit 2, a specific practice of successful leaders that inspires me is their ability to build strong professional relationships through mentoring. This aligns with my ongoing efforts to nurture and support my team’s potential, creating a culture of trust and growth. To enhance this, I aim to refine my ability to conduct disciplined dialogues—purposeful, structured conversations that foster clarity, understanding, and actionable outcomes. By mastering this practice, I can ensure that meaningful exchanges translate into effective progress while maintaining a strong connection with my team.

From Unit 3, one skill I am committed to developing further is effective delegation. While I embrace distributed leadership, I recognize the importance of pairing strategic delegation with consistent follow-ups to ensure accountability. Enhancing this skill will allow me to empower my team more effectively while ensuring that goals are met. Additionally, I will continue to invest in building relationships, as mentoring and collaboration remain central to my leadership approach.

CEDL Completion: November 2024

Sadaf Anwer,

Cambridge Branch Gulshan

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DEdL Pre Task 1: Sana Awais GCCF, CICEdL 2022

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DEdL Pre Task 1: Sana Awais GCCF, CICEdL 2022

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The leadership theory that resonated with my context the most was Distributed Leadership. In my position at school I am expected to assist and monitor execution of numerous academic tasks including lesson planning, use of appropriate teaching strategies, analyzing student data, ensuring timely copy checking and so on. After donning the Instructional Leadership hat in the beginning, to familiarize the team with the expectations and protocols, a shift to distributing the autonomy among team members seemed most lucrative.

Going through the practices of a successful leader I interviewed gave me a sense of assurance that I have adopted a number of those attributes referred. The most important practice in my opinion was implementing the ethos of the organization and following a sense of morality. The modern day world poses many challenges for educationists that can be very easily resolved by frequently implementing and emphasizing on the discussion of elements of life being right or wrong, values and beliefs. Setting boundaries and school norms for teams and students will not only minimize the occurrence of a problem but also increases the integrity of the institution as a whole. Internalizing the school culture is very common for students. If an atmosphere of honesty, humility and discipline is nurtured, the student outcomes will be improved too.

I have been inspired by shared leadership and distributed style of leadership since I have learnt about them. It includes delegating while understanding the capabilities of my team members and identifying training needs for capacity building. I pride in calling myself a team-player and take every opportunity to jump in with my team to achieve together. This sometimes leaves me taking on more than I should. To strengthen the team and build their skills and proficiencies, it is a given that the individuals are to be trusted to complete their assigned roles and in case of failure my intervention is to be expected. I plan to build my role here in order to achieve professional growth.

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Sidra Iqbal  Girls Campus Canal Faisalabad  CEdL Oct 2022

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Sidra Iqbal  Girls Campus Canal Faisalabad  CEdL Oct 2022

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Distributed leadership style is the one I wanted to adapt while working on my CEdL and have been able to apply it sometimes for my continuously growing campus. Dealing with 500 plus students of secondary school with diverse subject choices single handedly was not practical so I developed a team which continues to grow as per the need of my school and I now feel that shared leadership enhances the quality of the work along with uplifts the moral and motivation level of the teachers. Both are essential to improving student outcomes.

Continuous Professional Development of the teachers and leaders is the key to improving student outcomes. The continuously changing educational landscape requires teachers to adapt to the new teaching and learning practices and to do so they need to keep on learning through collaboration and professional development courses. I have been encouraging my staff to enroll in the PD courses such as CTL CTDT DRP MIA etc as I could see the change in their student- teacher bond, syllabus content delivery and the results of the students in their CAIEs.

Previously on different occasions I have been able to practice shared accountability with teachers and on other instances with students by empowering them to plan and execute their ideas for different activities. I now plan to further develop a sense of shared responsibility and shared accountability amongst the teachers and students to improve the student’s academic performance. For this I aim to initiate learners’ agency and teachers’ agency so they both take full responsibility for their result and are motivated and determined to work towards its improvement. I will give them the autonomy in devising their personalized study plans that they both will try to accomplish so the student performs better by the time of CAIEs and is able to score at least one grade higher than his previous performance.

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Before completing the Certificate in Educational Leadership (CedL) in 2023, my understanding of leadership centered primarily on task management and team guidance. Through the course’s three units, I gained a deeper understanding of strategic leadership, collaboration, and effective change management.

The leadership theory that resonated with me most from Unit 1 was Instructional Leadership. This approach focuses on the leader’s role in improving teaching and learning by setting clear goals, managing the curriculum, and promoting professional development for teachers. In my current leadership role at NNKG, I aim to apply instructional leadership by supporting my team in delivering high-quality instruction, providing regular feedback, and facilitating ongoing professional development. By actively engaging in the instructional process, I hope to create a positive impact on both teacher effectiveness and student outcomes.

In Unit 2, I learned about the practices of effective and successful leaders, particularly their ability to foster staff development and well-being. A key aspect of their success was strong communication—ensuring clear, open dialogue to support and motivate their teams. Effective leaders are able to articulate goals clearly, provide constructive feedback, and listen to the needs of their teams, creating a supportive environment. This approach not only boosts teacher morale but also improves student outcomes, as empowered and confident teachers are better equipped to impact the classroom positively.

Reflecting on Unit 3 and the feedback I received, I plan to prioritize the development of my communication skills. Effective communication is crucial for building relationships, setting clear expectations, and ensuring alignment within the team. By refining this skill, I can foster greater collaboration, resolve conflicts more efficiently, and build a cohesive, motivated team, ultimately enhancing my leadership effectiveness and improving student outcomes.

Sadia Tariq NNKG Campus Block B

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Reflection of CEdl

My understanding of leadership has evolved through CEdl! Starting from the foundational Great Man Theory—which emphasizes inherent leadership traits—to the more nuanced Constructivism Theory, which targets collaborative learning and building knowledge through experiences, reflects a remarkable shift. Module 1 helped me grasp theoretical frameworks and diverse perspectives on leadership.

Leithwood’s 10 strong claims about successful school leadership are very close to my heart. Claim 2 aligns seamlessly with the instructional leadership approach. Instructional leadership is fundamentally about practices that prioritize teaching and learning. I learned about the importance of micro and macro contextual factors and how leadership revolves around context. Leadership can not exist in a vacuum; context is essential, and effective leaders learn about their context well. An open-door policy and walking the talk are my takeaways from module 1.

Effective communication skills are essential and are the foundation for fostering a positive school culture and achieving educational goals. It starts with articulating the shared vision and communicating with all stakeholders.

Micheal Fullan’s statement that leaders are the agents of change, highlights the correlation between leadership and change management. Advocating for approaches that inspire and empower others while fostering resilience in the face of challenges alongside driving and managing transformation.

One of my professional development goals was to improve my reflective skills. These are crucial for school leaders to assess the practices, decisions, and interactions critically. I practice Schon’s model of Reflection in action / on action, which helps to improve my day-to-day practices.

I agree with John Hattie's research on Collective Teacher Efficacy. I believe instructional leaders play an important role in cultivating collective teacher efficacy (CTE)—the shared belief among teachers in their collective capacity to positively impact student outcomes.

I am excited to enhance my skills and practices with new learning.

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Amna Khan (Head of School) KG II-Clifton

Completed CEdL in October 2024.

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Amna Khan

Head of School

434 KG II - Clifton, Karachi

Completed CEdL in October 2024.

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The leadership theory that resonates with me the most is transformational leadership. I believe in leading by being an active part of the team, rather than as someone who simply gives orders or acts as the ultimate authority. Decisions are made collaboratively as a team.
I strive to inspire my team to achieve beyond their own expectations by leveraging their strengths and fostering positive change. My goal is to create a team driven to excel, united in working toward a shared objective. I firmly believe that every individual possesses unique potential and strengths. When given the right opportunities and guided to identify areas for growth, individuals can realize their full potential. This not only enhances their personal performance but also enables them to contribute meaningfully to the organization's success, ensuring we all work toward a common goal.

One key leadership practice I have learned is the importance of being approachable. When team members are hesitant or uncomfortable discussing issues, it undermines the trust between the leader and the team. This lack of trust can escalate minor issues into major problems and create a disconnect between the leader and the team, resulting in dysfunction.
I believe approachability fosters open communication, trust, and collaboration. When individuals feel comfortable sharing ideas, concerns, and challenges, it paves the way for innovative problem-solving, quicker responses to urgent situations, improved morale, and a stronger sense of unity. This ultimately drives the team toward achieving a shared vision and common goals.
This practice is highly effective in improving students' learning outcomes. It offers numerous benefits; for example, teachers feel comfortable seeking support for their daily practices rather than keeping issues to themselves. This open communication fosters improved teaching practices, which directly benefit students.
As humans, we are bound to make mistakes, and that is perfectly fine as long as they are identified and addressed. A strong connection between the leader and teachers builds confidence, encouraging them to discuss their challenges—whether personal or work-related. Offering a listening ear or finding solutions not only alleviates their concerns but also enhances their productivity. This, in turn, positively impacts teaching effectiveness, ultimately leading to better student outcomes.

One skill that I want to develop further is strategic delegation and empowerment.
I think empowering my team through delegation can enhance their confidence, skills, and accountability. By assigning tasks based on individual strengths and potential, and trusting team members to take ownership, I can encourage growth and innovation. This would also allow me to focus on higher-level strategic goals, elping team members build their decision-making abilities and creating a culture of shared responsibility and mutual respect.
Mastering this balance between support and empowerment will further strengthen my leadership and drive collective success.

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From: Sobia Mohsin

SC/PDSI Lead : KG Branch PWD Islamabad

During my CICEdl course, I explored various leadership theories, which significantly deepened my understanding of effective leadership. I documented my leadership journey by focusing on these theories, refining my skills, and creating a personal development plan. I believe leaders are shaped through actions and support systems, not just a set curriculum. Leadership is more than a title; it’s an ongoing process rooted in context. I aim to renounce power and authority, build reciprocal trust, and shift the leadership perspective from a position to an interaction.

After researching during CICEdl, I realized that to implement the ideas I found, I need to be a transformational leader who inspires the team toward the school’s vision. I also need to exercise instructional leadership to align instruction, assessments, and standards with the curriculum. Additionally, practicing distributed leadership alongside these approaches can build motivated and productive teams. However, this system must be reinforced by proactive Professional Learning Communities (PLCs) to avoid disjointed teams within schools.

In Unit 2, I learned that successful school leadership is influenced by various factors that affect student outcomes at the classroom level. Evidence suggests that elements such as student grouping practices, classroom size, instructional methods used by teachers, and the way student progress is monitored play significant roles in determining these outcomes.

I believe the teacher’s approach is the most crucial element. Effective teaching enhances student learning and supports school improvement. A successful school leader fosters an environment that allows teachers to reach their full potential for the benefit of students. I have decided to prioritize consistent coaching and mentoring of my staff over frequent training sessions. This requires one-on-one interactions, so I plan to delegate and share this responsibility to ensure I reach every individual in my team. I also recognize the need to manage conflicts that may arise from inconsistencies in data, knowledge, and relationships. To effectively coach, mentor, and resolve conflicts, I must develop strong research skills and deepen my content-specific knowledge to support my instructional coaching framework. My focus will be on enhancing both my own and my team's content knowledge. Involving school leaders in negotiating roles will foster empathetic and motivational leadership. I intend to integrate instructional, transformational, and distributed leadership styles into professional training for teachers. To improve my coaching skills, I will seek guidance from subject specialists, understanding that the support of school leaders and teachers is vital for success.

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Unit 1 Prompt: Share a leadership concept or theory that resonated with you from Unit 1 and explain how it connects to your current leadership role or aspirations.

When I began CICEdL, I realized that I was more of a contingent leader, constantly shifting roles throughout the day. I believe this approach led me to not prioritize my primary responsibility—teaching and learning. Instructional leadership resonated deeply with me because it prioritizes student outcomes, which is the ultimate purpose of our work. I have since embraced instructional leadership by leading through example, guiding teachers effectively, and making informed, data-driven decisions to achieve better students' outcome.

Unit 2 Prompt: Describe a specific practice of a successful leader that you learned about in Unit 2.

There was one thing that left a lasting mark on me- Simon Sinek’s concept of the "Golden Circle," which highlights how all effective leaders communicate and act the same way. Successful leaders start with "why," followed by "how," and then "what," ensuring their actions and decisions are purpose-driven and clearly communicated.

How might you adapt or apply this practice in your own context to improve student outcomes?

I adopted the Golden Circle model by fostering a shared vision in my school. I started by asking and answering three essential questions: Why are we here? (our purpose), How can we deliver quality education? (our approach), and What can we do to enhance teaching and learning? (our actionable steps). Aligning our efforts with this shared vision will provide clarity and focus, ultimately improving student outcomes.

Unit 3 Prompt: Reflecting on your Unit 3 presentation and feedback, identify one specific skill or practice you plan to develop further. How will this development contribute to your effectiveness as a leader?

I have identified the need to improve my ability to provide regular and timely constructive feedback. Postponing feedback, particularly when it involves difficult conversations, often delays solutions to issues that could be resolved quickly.

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It is so exciting to be back here.A leadership style that resonates with me is contingency leadership model. As we school leaders need to wear many hats and at the same time adorn different roles,we can not have the liberty to stick to one role.As a school leader,I have multiple aspirations for my students as well as team.As a result of that I have to be a trainer,mentor,security supervisor,well being coordinator,an arbitrator and even a spiritual parent.

To me,a successful leader is quite visionary and actually free from expecting any gains or rewards for his role.His job and forte is to serve and help growing the people around him.A successful leader is very communicative and pace up with all the required needs of the time.

As a school leader,I tried to be very transparent and communicative with my team.I have tried my level best to develop my people wholeheartedly and even added more leaders to my organization.I believe my well on time communication and vision to develop my team helped me a lot with the mission.

One of my own plans of my PD was developing my team and this is one mission and vision that I have taken up.I am closely working on my team's professional development and creating more leaders in my team.I am hoping to provide more enlightened,visionary,transparent and communicative leadership for the future and I hope I am able to deliver.

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Hi my dear fellows

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My understanding of leadership has evolved through CEdL! Starting from the foundational Great Man Theory—which emphasizes inherent leadership traits—to the more nuanced Constructivism Theory, which targets collaborative learning and building knowledge through experiences, reflects a remarkable shift. Literature, guided sessions, and my mentor helped me grasp theoretical frameworks and diverse perspectives on leadership.

Leithwood’s 10 strong claims about successful school leadership are very close to my heart. Claim 2 aligns seamlessly with the instructional leadership approach. Instructional leadership is fundamentally about practices that prioritize teaching and learning. I learned about the importance of micro and macro contextual factors and how leadership revolves around context. Leadership can not exist in a vacuum; context is essential, and effective leaders learn about their context well. An open-door policy and walking the talk are my takeaways from module 1.

Effective communication skills are essential and are the foundation for fostering a positive school culture and achieving educational goals. It starts with articulating the shared vision and communicating with all stakeholders. Micheal Fullan’s statement that leaders are the agents of change, highlights the correlation between leadership and change management. Advocating for approaches that inspire and empower others while fostering resilience in the face of challenges alongside driving and managing transformation.

One of my professional development goals was to improve my reflective skills. These are crucial for school leaders to assess the practices, decisions, and interactions critically. I practice Schon’s model of Reflection in action / on action, which helps to improve my day-to-day practices.

I mentored 3 candidates for CEdl and am waiting for the Diploma to be offered. I am excited to enhance my skills and practices further.

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The CEdL program has been instrumental in transforming my leadership practices from a task-oriented approach to a more holistic and people-centered one. After integrating the lessons learned from the three units, I am confident in my ability to lead with vision, compassion, and a commitment to continuous growth. Moving forward, I will strive to align my leadership practices with the principles of collaboration, adaptability, data-driven decision-making, and grit.

Reflecting on the three units of the Certificate in Educational Leadership (CEdL) program,  each unit has profoundly enhanced my understanding of leadership theories and their practical application in an educational setting and specifically in my context. Below, I address the three prompts more formally and effectively:

1. Assessing Prior Knowledge

Before beginning the CEdL program, my understanding of leadership was shaped primarily by my experiences as an educator. I perceived leadership as the ability to manage tasks, establish goals, and ensure adherence to structured plans. While I felt confident in my organizational abilities and capacity to guide a team, my perspective was limited. I lacked a nuanced understanding of the intricacies of transformative leadership, the role of emotional intelligence, and the value of cultivating collaborative and inclusive environments.

2. Connecting with My Leadership Practices

The three units of the CEdL program have fundamentally reshaped my leadership approach, emphasizing the importance of leading with purpose, authenticity, and a commitment to fostering growth within my team.

Unit 1: Adaptive Leadership This unit introduced me to different leadership theories and the concept of adaptive leadership, underscoring the need to approach challenges with flexibility and innovation. I learned to engage my team in co-creating solutions rather than relying on top-down directives. This shift has allowed me to navigate complex situations more effectively and empower my team to take ownership of their contributions.

Unit 2: Building Professional Relationships This unit emphasized the importance of trust and communication in strengthening professional relationships. I have prioritized active listening and embraced diverse perspectives, resulting in significantly improved collaborative efforts in the important task of interviewing experienced colleagues. By fostering an environment of mutual respect and understanding, I have enhanced the team’s cohesion and morale.

Unit 3: Strategic Planning and Goal-Setting This unit is my professional development, focusing on myself and working on my areas of improvement as a leader. decision-making processes. This inclusive strategy has fostered a sense of shared ownership and accountability, ensuring that team objectives are both strategic and actionable.

3. Reflecting on My PDP Objectives

One of the primary objectives in my personal development Plan (PDP) is to strengthen my ability to inspire and empower others within my organization. The insights and strategies gained through the CEdL program have been instrumental in advancing this goal:

Empowering Others: By delegating responsibilities and demonstrating trust in my team’s abilities, I have fostered a sense of ownership and confidence among team members.

Encouraging Growth: I am committed to providing opportunities for professional development and mentorship, ensuring that team members feel supported in their personal and professional journeys.

Leading with Emotional Intelligence: The program has deepened my understanding of the importance of emotional intelligence in leadership. By working on my data-derived decision-making skills, I have enhanced my ability to lead with empathy and compassion.

Conclusion

The CEdL program has been transformative, guiding me from a task-oriented leadership style to a more holistic, people-centered approach. By integrating the lessons from the three units, I have developed a leadership philosophy grounded in vision, compassion, and a commitment to continuous growth. Moving forward, I aim to align my leadership practices with the principles of collaboration, adaptability, and strategic foresight, ensuring that I can effectively support my team and achieve organizational goal

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Anjum Afshan Wapda Town Campus CEdL 2024

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Anjum Afshan Wapda Town Campus CEdL 2024

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The most suitable leadership theory for my context appears to be transformational leadership, it resonates with the challenges and aspirations of my school i.e. teacher turnover and student achievements. Transformational leadership emphasizes the importance of inspiring and motivating individuals to achieve their fullest potential. It aligns with my goal of fostering a positive school culture where continuous improvement and innovation thrive (Anderson, 2017). I can actively communicate a compelling vision for the future of my school, by embracing the principles of transformational leadership. Moreover, I can instill a sense of purpose in my team, and create an environment where collaboration and creativity flourish.

The practices of successful leaders outlined in my Professional Development Plan are instrumental in enhancing specific outcomes in my leadership domain.

Firstly, the emphasis on effective communication aligns seamlessly with my transformational approach. It enables me to articulate a compelling vision, foster a shared sense of purpose, and facilitate open dialogue, ultimately driving enthusiasm and commitment among my team.

Secondly, the focus on professional development and tailored opportunities underscores my dedication to nurturing the skills and capabilities of my team members. This has the potential to help my team boost their professional growth, which aligns with the transformational leader's commitment to intellectual stimulation.

Lastly, the strategic planning and adaptability aspects of my plan allow me to respond effectively to changing educational landscapes and challenges. I can lead my team toward positive transformations and sustainable improvements by fostering a culture of innovation and adaptability.

Moreover, my PDP capitalizes on existing resources and opportunities, making it practical and cost-effective. It leverages my current skills and experiences, harnessing them to drive positive change in my leadership practice.

While challenges may arise, a reflective and adaptable approach will allow me to overcome them while staying committed to the plan's core objectives.

Words: 300

References

ANDERSON, M. 2017. Transformational leadership in education: A review of existing literature. International Social Science Review, 93, 1-13.

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I initially held a traditional view of leadership as possessing idealized traits. However, my understanding evolved to embrace a more distributed leadership approach. This involves delegating responsibilities, empowering teachers, and focusing on instructional leadership to improve teaching and learning. While this approach has yielded positive results, challenges remain, such as ensuring consistent performance on part of team members and overcoming resistance to new leaders.

I advocate for integrated leadership, a collaborative approach where leadership is shared among teachers, staff, and students. Importance of professional development cannot be undermined; alongside reflective practice and emotional intelligence play an important role in fostering a positive school culture. By actively involving myself in teaching and learning, I aim to improve student outcomes and promote a shared sense of responsibility for school improvement. While recognizing the challenges of distributed leadership, I believe it is essential for effective school leadership in large schools. Additionally, I am interested in exploring system leadership as a potential avenue for further school improvement.

By prioritizing teaching and learning, fostering professional development through learning communities, and analyzing student assessment data, schools can enhance students learning outcomes. I plan to enhance instructional leadership skills, curriculum implementation, and technology integration. I will achieve this through professional development and active involvement in teaching and learning.

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From Certificate to Diploma: Evolving Leadership in a New Role.

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From Certificate to Diploma: Evolving Leadership in a New Role.

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As a Section Head in 2021, the concept that stood out to me from Unit 1 was distributed leadership. In my current role as a Professional Development and School Improvement Manager at the Head Office, I focus on enhancing school systems and processes. Even though I have moved to a more central position, distributed leadership remains a cornerstone of my philosophy. I aim to empower school principals and teams to take ownership of initiatives and work collaboratively towards common objectives, ensuring a more integrated approach to school improvement.

I am also focused on improving my communication skills, particularly in being specific and clear when articulating goals and plans. This clarity is essential in aligning teams and ensuring everyone moves in the same direction.

From Unit 2, a specific practice of a successful leader that resonated with me is collaborative goal setting with a clear, candid vision. I aim to foster a culture of trust and collective responsibility, which is critical for driving positive change and improving student outcomes.

By ensuring everyone understands the purpose behind initiatives and giving them a role in decision-making, we can build a shared vision that keeps everyone motivated and focused on common goals. A key part is developing systems and CPD programmes aligned with leadership and classroom needs. This will ensure these practices are embedded and sustained over time, resulting in improved teaching practices and student achievement.

Reflecting on my Unit 3 presentation and the feedback, I plan to further develop my communication skills, particularly in how I share goals, foster feedback, and engage school leadership teams in evaluating and refining professional development and school improvement strategies. I want to be able to facilitate more effective professional development sessions, create stronger collaboration, and foster a culture of trust, which will ultimately lead to more streamlined processes and enhanced outcomes across schools.

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Through the exploration of leadership concepts across Units 1 to 3, I have gained a deeper understanding of effective leadership within the educational context, while identifying areas for personal growth.

In Unit 1, the significance of cultural and institutional contexts in leadership resonated deeply. The transformational leadership style's emphasis on motivation and morale-building is inspiring, yet I recognize its limitations in situations where followers rely on their own perceptions. Situational leadership, on the other hand, highlights the need for flexibility and context-specific decision-making. While this adaptability is valuable, I acknowledge the challenges of constantly analyzing each situation under pressure. Now as School Head, I aim to balance these approaches by integrating flexibility with a focus on organizational goals, ensuring that leadership decisions align with the complex and dynamic nature of educational institutions.

Unit 2 introduced me to practices of successful leaders that emphasize fostering individual growth, community engagement, and cultivating a distinct institutional culture. Among these, the practice of being actively involved in the learning process stood out. I realized that to improve student outcomes, I need to prioritize my involvement in professional learning. This not only develops individuals but also strengthens the school culture. By adopting this practice, I aim to create an environment where students and teachers are equally supported in achieving their potential.

In Unit 3, reflecting on my presentation and feedback highlighted the importance of trust-building and collaborative professional development. By promoting both formal and informal teacher training and actively participating in them, I plan to set a shared vision and foster stronger bonds with my team. These efforts will enhance my leadership effectiveness by creating a unified, motivated, and goal-oriented educational community.

This journey has strengthened my resolve to become a dynamic and context-sensitive leader, focused on empowering individuals and driving institutional success.

Saadia Hassan

SH BCP SGD

CEdL April 2022.

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Iram Nadeem

Senior Mistress

Primary II Campus

North Nazimabad

South

The leadership concept of Transformational Leadership resonates deeply with my leadership practices and aligns with my Professional Development Plan (PDP) objectives. As the Professional Development and School Improvement Lead (PDSI-L), I prioritize fostering collaboration, innovation, and continuous improvement among staff. My PDP objectives focus on building a culture of trust, enhancing professional development opportunities, and guiding teachers to bridge post-COVID learning gaps while maintaining high teaching standards.

Transformational Leadership informs my practices by encouraging adaptability and empowering staff through autonomy and professional growth. This approach supports my goal of creating a supportive, achievement-driven culture that aligns with the school's mission and values.

A specific practice of a successful leader I learned in Unit 2 is building collaborative cultures to close achievement gaps, as emphasized by Hargreaves and Fullan (2012). Successful leaders foster professional development, empower teachers, and encourage innovation. They involve students in meaningful projects like community service and maintain strong ties with parents and the community. Zepeda (2015) highlights the importance of need-based professional development, which I apply by using data to identify teacher needs, offering structured support for novice teachers, and promoting teacher agency with voice and choice options.

As a leader, I prioritize collaboration and teamwork, aligning with my Professional Development Plan (PDP) objectives to create a motivated, achievement-driven culture. I assign goals based on emotional intelligence and team dynamics while training teachers to see challenges as opportunities. By fostering innovation, trust, and continuous improvement, I aim to enhance engagement, boost teacher confidence, and ultimately improve student outcomes, aligning with my vision for a supportive and growth-oriented school environment.

Reflecting on my Unit 3 presentation and feedback, I plan to develop my delegation and data analysis skills to enhance my leadership effectiveness. Delegation empowers teachers, fostering agency and collaboration, contributing to a positive school culture and better student outcomes. Data analysis enables informed decision-making by transforming raw data into actionable insights to improve teaching and learning. By being proactive and refining my professional development plan with realistic timelines, I aim to balance strategic thinking with empathy, focusing on prevention over problem-solving. These skills align with my PDP objectives of fostering teacher leadership, enhancing instructional practices, and driving sustainable improvements in school performance.

References:

Hargreaves, A. & Fullan, M. (2012). Professional Capital: Transforming Teaching in Every School. New York: Teachers College Press.

Zepeda, S.J. (2015). Leadership to Support Standards-Based Instruction: From Vision to Practice. New York: Routledge.

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My name is Saima Naveed, and I am privileged to lead two Beaconhouse campuses in Model Town, Bahawalpur. With a deep passion for educational leadership, I am committed to fostering excellence in education. In 2022, I was honored to receive a distinction in the Certification in Education Leadership (CEDL), a recognition of my dedication and continuous pursuit of professional growth. I look forward to learning from and collaborating with my diploma fellows and program leaders as we strive to make a meaningful impact in the field of education.

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Mahwish Abid Primary III Campus Darul Aman Society, S06

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Mahwish Abid Primary III Campus Darul Aman Society, S06

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Leadership, I realized, was highly contextual, shaped by the unique dynamics of my school setting. In my role, I faced constraints such as resistance to change, micro-politics, and limited acceptance of distributed leadership roles among staff. While fostering collaboration and professional growth was crucial, managing diverse mindsets and cultivating a culture of trust proved challenging. Including new teachers and those resistant to professional development added complexity. Additionally, balancing instructional leadership with operational demands often left little time to address individual needs. These experiences taught me the importance of adaptive strategies and collective effort to drive meaningful, sustainable change.

Through my experiential journey of Unit 2 interviews, I concluded that school leadership played a crucial role in achieving student outcomes by motivating professional growth and fostering a school culture that nurtured students holistically. Cambridge School Leader Standards (2019) emphasized that effective leaders maintained a clear, shared vision of achievement and improvement understood by all staff. Reflecting on this, I realized that leaders’ decisions were data-driven, collaborative, and consultative. I also recognized the importance of daily classroom visits and coaching in teacher development. Embracing reflective learning allowed me to respond intelligently to situations, fostering strong professional relationships within and beyond the school.

Developing data analysis skills and implementing the outlined steps will enhance my capacity as a leader by enabling informed, data-driven decision-making. I plan to research data analysis methods and train teachers in data collection and interpretation to foster a collaborative approach to understanding student and teacher progress. Regular comparisons of CATs, diagnostic tests, copy checking, and year-end versus mid-year results will provide actionable insights for improving teaching strategies. Monthly analysis of TNA and TEF observations will help track teacher growth, while student feedback will enrich our understanding of teaching effectiveness. Collaborative data discussions with leadership teams will cultivate a culture of accountability, informed planning, and continuous school improvement.

References

DeWitt, P. (2021). What is collective leader efficacy? How can we best develop it among our leadership teams? YouTube. Available at: https://www.youtube.com/watch?v=qsYe6dl3nmI [Accessed 20 Feb. 2023].

www.cambridgeinternational.org/teacher-and-leader-standards. (2019). Available at: https://www.cambridgeinternational.org/Images/466466-cambridge-school-leader-standards.pdf. [Accessed: 24 Jan. 2023].

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During my CICEdl course, I explored various leadership theories, which significantly deepened my understanding of effective leadership. I documented my leadership journey by focusing on these theories, refining my skills, and creating a personal development plan. I believe leaders are shaped through actions and support systems, not just a set curriculum. Leadership is more than a title; it’s an ongoing process rooted in context. I aim to renounce power and authority, build reciprocal trust, and shift the leadership perspective from a position to an interaction.

After researching during CICEdl, I realized that to implement the ideas I found, I need to be a transformational leader who inspires the team toward the school’s vision. I also need to exercise instructional leadership to align instruction, assessments, and standards with the curriculum. Additionally, practicing distributed leadership alongside these approaches can build motivated and productive teams. However, this system must be reinforced by proactive Professional Learning Communities (PLCs) to avoid disjointed teams within schools.

In Unit 2, I learned that successful school leadership significantly impacts student outcomes. Key factors include student grouping, classroom size, teaching methods, and progress monitoring.

I believe the teacher’s approach is the most crucial element. Effective teaching enhances student learning and supports school improvement. A successful school leader fosters an environment that allows teachers to reach their full potential for the benefit of students. I have decided to prioritize consistent coaching and mentoring of my staff over frequent training sessions. This requires one-on-one interactions, so I plan to delegate and share this responsibility to ensure I reach every individual in my team. I also recognize the need to manage conflicts that may arise from inconsistencies in data, knowledge, and relationships. To effectively coach, mentor, and resolve conflicts, I must develop strong research skills and deepen my content-specific knowledge to support my instructional coaching framework. My focus will be on enhancing both my own and my team's content knowledge. Involving school leaders in negotiating roles will foster empathetic and motivational leadership. I intend to integrate instructional, transformational, and distributed leadership styles into professional training for teachers. To improve my coaching skills, I will seek guidance from subject specialists, understanding that the support of school leaders and teachers is vital for success.

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Reflections and Learnings from CEdL

Leadership, as defined by Susan Ward (2016), is the art of motivating a group of people toward achieving a common goal. The Leadership for Learning theory emphasizes a distributed approach, with a focus on learning rather than instruction (Bajunid, 2008; Bush, 2015). Uhl-Bien (2006) conceptualizes leadership as a collective social process emerging through the interactions of multiple actors (Bolden, 2011). This distributed leadership model, adopted in countries like Finland and the UK, prioritizes system-wide improvement over individual schools (Beatriz Pont, 2008).

Through my journey in CEdL, I explored the practices of successful leaders and discovered their context-specific nature. Effective heads enhance student learning through strategies such as fostering collaborative teacher cultures, monitoring performance, ensuring coherence in teaching programs, and providing extracurricular opportunities (Day et al., 2010). Reflecting on my role, leadership style, and the literature studied, I recognized that enhancing collective capacity—where groups improve together—plays a pivotal role in student achievement. Michael Fullan (2012) highlights that collective capacity generates both emotional commitment and technical expertise, surpassing the potential of individual efforts.

The CEdL course offered opportunities to study leadership theories, analyze high-performing school systems, and apply reflective practices in my context. Guided activities, literature reviews, and peer discussions enabled me to critically evaluate my role as a leader. This reflection deepened my commitment to professional development for staff, aiming to improve student outcomes. I now prioritize staying informed about emerging challenges and planning proactively.

Through continuous self-review and context-specific analysis, I recognize the rapidly evolving educational landscape. Engaging teachers and administrators in collaborative learning is key to addressing challenges. To achieve this, I am focusing on building a Professional Learning Community (PLC) that fosters collective capacity and enhances overall effectiveness to improve student performance.