Children's World Leadership

What does Organizational Leadership and Management look like in the midst of children?

On this occasion, the author only wants to share experiences and observations from the experiences that the author has experienced and applied, when assigned to handle the Santri Dormitory, starting from ordinary caregivers, Advisors, and Dormitory Supervisors. Starting from elementary school age to high school age and pre-college age.

Some have been successful and some are on the way to success.

We start from a Dream and Hope when we are assigned to a place dominated by children of various ages is "How the living conditions are going well with the standard rules agreed by the rules of Religion and the rules of the State, where the standard rules are carried out by them by management and control of them, their neighbors and for themselves, without too much interference from the caregivers and mentors or even coaches .  "

Dreams and Hopes like this are not impossible, of course, because there are many examples that can be used as evidence that it can run successfully without being faced with unwanted conditions. Although the process to get there is quite long and complicated. 

 

Frequent Conditions

We start with some of the conditions that often occur when the author is entrusted with managing the children's boarding life.

1. Threat Management

Threats are the easiest tool to use to get other people to do what we want. Especially when those who want to be ordered need speed to be assessed thoroughly, then giving threats is the most possible option. 

Is this a bad act?

The answer is, of course, no if it is carried out proportionally according to the requirements of a rule, because almost all running systems must contain threats as a tool. 

It is wrong when this threat dominates every policy, and is carried out excessively, as if only threats are the best method of driving conditions. 

We will be stuck in a condition where the system will not run without being threatened and when it is not running continuously, the threat will disappear and the threat will stop the system.

Why is that ?

The condition that most often occurs is that the system only runs based on coercion and the minimum size, so that ideal conditions are not found in which the system runs as needs that will always be met. A system under threat will run when it is threatened, and will stop when it is not threatened, even if conditions still require the system to continue running. The threat will blind the understanding of the system that what is implemented is a necessity, in their understanding it only comes to the obligation to implement it.

Not to mention if we are stuck in the habit of doing "Lie Threats" , where we give threats but they are not implemented, this will have the potential to damage the authority of leadership. Sometimes this Lying Threat occurs not because we don't want to do it, but because we are trapped by "Unreasonable Threats" and "Impossible threats" .

A simple example, "Watch out if you break again, I'll tell you to move mountains!" or "Watch out if you violate again I will lose your life!" .

The first phrase doesn't make sense if it has to be implemented, even though it has already been said, while the second is very doable but impossible to do, because it violates the prevailing rules of life.

2. Pressure Politics

In addition to using threats, sometimes it often happens that the movers use the politics of pressure, which is to carry out continuous and persistent threats. Just to ensure that short-term obedience can continue. So it takes a bigger force to create a bigger and not a single threat. Look for supporters who have the loyalty to justify a threat which is then carried out systematically and neatly. As a result, when the management is over, no good impression will be made, even though physically there are traces of kindness left behind. Because it goes back to the initial principle that the system only runs based on obligations and fears, there is no learning and understanding related to needs in it.

3. Bullying System

As a result of the Threat System and Political Pressure, there will be groups that want to imitate leadership characteristics, and also feel entitled to take action against others. There is a condition of feeling each other has the right to evaluate and take direct action to those who are considered always guilty or have little power. 

4. Incidental Direct Action

There are conditions where we are so excited to see a violation happening in front of our eyes, this condition usually occurs when there is a lack of active control in their midst. Finally, we feel entitled to take direct action that we think is right, but outside the applicable procedure. Or sometimes more uniquely, we think something is wrong that is actually not wrong, and we feel entitled to a strong reprimand and even direct action.

The intention is indeed good, to make a reminder to the offender, but the results will be less than optimal and even tend to produce continuous confusion on the affected object and will also give an unfavorable impression for the perpetrator.

5. Evaluation without Control

There are leaders or system movers who, for example, are like people who like to throw without seeing, then one day after a long time suddenly look for where the throwing position is and how it is. Delivering the program only once at the beginning, then not knowing anything about the implementation process, coming only for evaluation, collecting all the evidence that doesn't work, then pouring all frustration on the technical implementers who are considered incomplete, then the impression that arises later is, the work leader only blames and find fault. Without providing assistance and learning so that the trust can run beautifully.

6. Subscription Offenders

This condition is very often encountered, where people who often commit violations do not change aliases, that's all. So that it creates a bad impression for the violator in the future, at least attaching a negative label.

Many factors influence, but somehow it always happens, so that it becomes a reason for anyone to label the perpetrator with the term " expert of violating ".

7. Exploit Error Under Appreciation

There are also leaders who are very happy when they find the mistakes of their foster children, even discussed at length in a public lecture, ranging from the causes to the negative effects that will be caused if it is not immediately addressed. But on the other hand, there has never been a long discussion if someone has achieved or just done something proud. As if, the positive results are not counted as a result of work and are taken for granted. Whereas psychologically, this is not a positive action and tends to be unfair learning and providing services.

8. Punishmen Yes, Reward No

It is often found at lengthy meetings to simply determine the types of punishments (punishmen) that will deter offenders from repeating their actions. However, there was no discussion regarding awards or prizes for those who excel.

9. Demanding without Judging

There are also those who always demand for the perfection of a work achievement target, but when the target has been achieved even with a perfect score for implementation standards in general, the impression that comes out is still unsatisfactory and is considered as having not done any work.

Many factors influence this, but most often, there is a negative impression attached to the executor related to his past, so that he gets a bad stamp or label and that also affects his performance appraisal. For example; maybe he used to be a child who often or has been on the list of lawbreakers.

And other factors could be the character of the leader.

How It Should Be

1. Realize Object

The first thing that needs to be done is "Recognizing ourselves that our objects are children" , because the implementation will be different from adults or the application in general.

2. Socialization Until Understanding

Make sure they really understand the initial explanation regarding what will be carried out, starting from the use of delivery language, delivery methods, delivery strategies, certain moments and frequently rechecking whether they understand or not.

3. Include Readable Rules

As reinforcement to ensure that their understanding is maintained, include rules that can be read in certain positions. In addition to its function of reminding, it also helps us to carry out appropriate reprimands at that place by simply asking them to read it.

4. Guide how to apply it

Teach and model how to apply it until we are sure they are able to carry out independently, then let them do it. Do not let us not join a program without good assistance. Because the assignment for them is a direct learning process.

5. Monitor from afar

Just monitor from afar, how they carry out what we have taught and exemplified, this is to train their performance and independence of course and avoid being too teaching and dictating.

6. Give Trust

Give full trust that they can carry it out well, our anxiety will interfere with the mentoring process, and if left unchecked then we will often intervene in something that is not necessary, and this will result, they will not want to do it optimally , whether because they feel less trusted or there is a sense of dependence.

7. Reprimand Wisely

Reprimand is the best learning that is available at all times, but it only passes for rebuke done wisely. Making a wrong reprimand will actually damage the children's education process itself.

8. Periodic Evaluation

Make a schedule to gather with the trustees we assign. Take advantage of the gathering to ask questions about "What is the condition of the activity implementation". And make sure the gathering is a comfortable activity, and an activity that is always awaited for its implementation. It is not even an activity that is feared in its implementation.

9. Punishment and Appreciation is appropriate

There is a mandatory punishment, but it must be strictly in accordance with the agreed rules. Punishment must be based on the principle of "Awakening" . Don't make punishment as if it's an outlet for our annoyance. Because, not always the "Deterrence Effect" realizes that they are wrong. Then, what is the benefit if the punishment does not make people aware, that there will be punishments that are always repeated to the same person.

Then don't forget, to give appreciation for a success, at least a beautiful compliment, and it will be more perfect if it is in the form of a light gift.

10. Firm without being ferocious

Distinguish between assertiveness with ferocity or ferocity, because they are indeed different. Firmness is the strength of standing on something that is right or wrong, even if it is done with a gentle attitude. While ferocity is an act of hardening attitudes by venting emotions beyond our normal conditions to cause the effect to be feared.

Make Learning

And the best attitude for us, of course, is to take everything as a lesson. So, there will always be lessons from everything that has been passed. Moreover, Rasulullah SAW taught:

لُبُوا الْعِلْمَ الْمَهْدِ اِلىَ اللَّهْدِ

"Seek knowledge from the cradle to the grave"

If it is successful, it can be used as a guideline, and if it is not successful, it can be used as a medium to produce the best solution. Not a second passes for a believer, but a lesson.

Wallo'alam

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By: Muhammad Muttaqin, S.Sos.I

Educators and Caregivers at Hidayatullah Islamic Boarding School