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Early childhood education (ECE) effects positive outcomes for children, but outcomes depend upon the quality of the program with which children engage. Program quality is positively influenced by effective leadership; yet we do not fully understand how effective leadership emerges and develops within ECE sites. This lack of knowledge potentially compromises the development of effective leadership and, subsequently, a child's right to high-quality ECE. This paper, therefore, contributes to the field of research on ECE leadership development by describing a qualitative Australian study that investigated leadership cultivation. The mini-ethnographic case study examined the emergence and development of leadership in three high-quality, diversely governed ECE settings. Findings of the study suggest the practice of leading is foundational for positional leadership roles and is enabled by the practice architectures of an organization. Practice architectures comprise cultural-discursive, material-economic and social-political arrangements. Arrangements, found within organizations, included cultures of trust, use of professional knowledge and language, collaborative development of philosophy, democratic allocation of resources, sharing of power and openness to activism, disruption and creativity. Such arrangements play an important role in the emergence and development of leading and therefore offer organizations alternative ways to consider leadership cultivation.

The articulation of school autonomy into practice nationally, regionally and locally is highly situated in terms of what it enables or impedes with regard to the professional autonomy of principals and teachers. Principal autonomy does not necessarily mean greater teacher professional autonomy. In this paper, we draw on a three-year qualitative study investigating the social justice implications of school autonomy reform in Australia. We present interview data from a case study of a large secondary college to present two conflicting stories of autonomy. Supported by a managerial restructure reflecting distributed leadership, we juxtapose the positive account of autonomy expressed by the leadership team with the negative one expressed by teachers. We explore the justice implications of this disjuncture and argue the importance of critically examining the complex ways in which the intentions and enactments of distributed leadership can be differently articulated and understood within the context of school autonomy reform. [ABSTRACT FROM AUTHOR]

In this paper I report on leadership for sustainability in regional schools in Western Australia (WA) in the context of the Australian Sustainable Schools Initiative (AuSSI-WA). Case studies are developed to examine leading cultural change in eight WA regional schools with data presented in three representative narrative accounts. Consistency is apparent across the study as school leaders occupying both formal and informal leadership positions articulate a desire to bring about change and represent an explicit shift towards sustainability in these regional schools. In the main, these school leaders envision their schools as a place where the community works for a sustainable future; they are firm in their belief that responsibility for change is to be shared and; they recognise the importance of strategies to introduce and embed change in their schools. Such findings have implications for whole of school approaches to embedding change in our schools.

This article argues that while notions of collective leadership, such as distributed or shared, are nominally more inclusive, barriers to inclusive ways of thinking about and relating to one another will be multi-faceted (past and present) and formidable to change. This argument emanates from a critical review of research literature and an in-depth ethnographic case study of leading teacher leadership in a multi-campus school. From this critical perspective of leadership and change, this article concludes that context must remain intact to the versions of collective leadership put forward. As a consequence, no-one should leave idle ideas about what works, for whom and in what circumstances. To anchor the fieldwork analysis, theories of power and the thinking from those in inclusive education are explored.

Ensuring effective university governance and leadership is more important than ever before given contemporary transformations of higher education functions, institutions and social roles. This paper reports contributions which seek to stimulate research in this field. Drawing from the formative case study of Australian universities, it discusses prevailing insights and gaps in leadership research, and articulates theoretical dimensions of good governance, an analytical framework for studying the empirical nature and work of university senior leaders, and the characteristics of contemporary arrangements. The paper contributes methodological approaches, analytical frameworks and empirical insights which are designed to generalize and replicate in broader research. [ABSTRACT FROM AUTHOR]

This study builds on a set of Australian case studies exploring the impact of Place on the work of principals and of the importance of Place in the preparation and development of principals. The project compares the ways that principals in Iceland and Australia build leadership capacity in small rural schools. Leaders of small schools in both settings face challenges because of their remoteness, such as lack of access to professional learning opportunities, professional isolation and teaching roles in addition to leadership and administrative responsibilities. Qualitative data from interviews and observations were used to construct narrative accounts of salient aspects of the principal’s work. It was evident that these schools were good schools, hardly noticed and rarely visited by their respective educational authority personnel. Their principals accommodate the changes they face, accepting the conditions they find. These schools are characterised by a culture of acceptance, where expectations for performance and behaviour are known and shared and not questioned. But is this enough? Could they be great schools or even simply better schools? In what ways? At what cost? How might these schools become great schools if principals were to develop a culture of inquiry? [ABSTRACT FROM PUBLISHER]

Researchers have found that transformational leadership is related to positive outcomes in educational institutions. Hence, it is important to explore constructs that may predict leadership style in order to identify potential transformational leaders in assessment and selection procedures. Several studies in non-educational settings have found that emotional intelligence is a useful predictor of transformational leadership, but these studies have generally lacked methodological rigor and contextual relevance. This project, set in Australian educational institutions, employed a more rigorous methodology to answer the question: to what extent is the Mayer and Salovey (1997) model of emotional intelligence a useful predictor of leadership style and perceived leadership outcomes? The project was designed to move research in the field forward by using valid and reliable instruments, controlling for other predictors, obtaining an adequately sized sample of current leaders and collecting multiple ratings of their leadership behaviours. The study (N = 144 leaders and 432 raters) results indicated that emotional intelligence was not a useful predictor of leadership style and perceived leadership outcomes. In contrast, several of the other predictors in the study were found to predict leadership style. [ABSTRACT FROM PUBLISHER]

This article focuses on leadership behaviour and effectiveness of university academic program directors who have responsibility for managing a program or course1 of study. The leadership capabilities were assessed using the Integrated Competing Values Framework as its theoretical foundation. Data from 90 academic program directors and 710 significant others from four Australian universities were analysed. The results lead to the conclusions that these academic program directors were reasonably effective and had the ability to implement and further develop their leadership capabilities, even though they had no formal authority. In their role, these directors mainly focused on ‘getting the job done’ and ‘working with people’. At the same time, they placed less emphasis on monitoring their programs, maintaining networks and introducing changes, thereby putting their programs at risk. [ABSTRACT FROM AUTHOR]

The higher education sector has increasingly begun to pay more attention to academic leadership. This qualitative study explores how such an investment in a 20-week leadership development program influenced the behaviour of 10 academic staff in the role of program coordinator 6 to 12 months following participation in the program. Otherwise known as program directors or department chairs, academic staff in this role are responsible for coordinating and leading degree courses or programs. Leadership learning and changes in the behaviour of program coordinators was evident, particularly in regard to building influence, communicating more effectively and managing upwards. Improved confidence in their ability to perform the role was a lasting outcome and the use of peer learning and coaching was an important part of the success of the intervention. However, workload factors, succession planning and orientation were seen to be factors that impact on leadership development in this role. The findings suggest that participation in well designed academic leadership programs can result in a lasting transfer of training for program coordinators. [ABSTRACT FROM AUTHOR]

This article examines the significance of materiality for management and leadership in education using resources provided by actor—network theory (ANT). Espousing the idea that human interactions are mediated by material objects and that these objects participate in the production of practices, ANT affords thinking management and leadership in a somewhat different way. Drawing on empirical data collected over the course of examining management and leadership in vocational education institutions in Australia and innovation and change in Australian schools, it is argued that educational management is primarily to be seen not in terms of the intrinsic capabilities or potentialities of managers and leaders but rather enactments of management. It can, with profit, be conceptualized as a field of practices constituted and enacted contingently by people and objects in complex networks. Moving educational management from individual attribute to contingent enactment makes it possible to study its specific workings including how it operates to produce, and also challenge, the generalizing logics of market and economism that characterize contemporary education (Ball, 2007). It makes visible mundane and material forms of power that frequently go unrecognized yet can serve crucially to make this challenge. [ABSTRACT FROM AUTHOR]

This article reports on research that explored the concept of authentic leadership with seven principals of Catholic primary schools in Brisbane, Australia. Recent developments in leadership theory have promoted the concept of authentic leadership for addressing the leadership demands associated with our seemingly ever-changing and unpredictable, if not chaotic, world. In particular, authentic leaders are said to act in accordance with their personal values and convictions thereby building essential credibility, respect and trust. This suggests that the development of authentic leadership is contingent upon the leader having explicit knowledge of their values so that they can readily act in accordance with these values. Hence, this research sought to determine whether or not it is possible to develop authentic leadership practices by increasing the leader's explicit knowledge of their personal values. A deeply structured process of self-reflection was used as the means for increasing this explicit self-knowledge. In the light of this research, it is proposed that there is more to authentic leadership than knowing one's values. Arguably, truly authentic leadership might only be possible for those leaders who have the commitment and courage to come to know and understand the full extent of the influential power of their whole inner Self. [ABSTRACT FROM AUTHOR]