Development of the LILOK Mentoring Model for Aspiring Principals in Public Schools

Conference: The Asian Conference on Education (ACE2022)
Title: Development of the LILOK Mentoring Model for Aspiring Principals in Public Schools
Stream: Educational Policy, Leadership, Management & Administration
Presentation Type: Oral Presentation
Authors:
Maria Laarni Carla Paranis, Department of Education, Philippines
Jerome T. Buenviaje, University of the Philippines - College of Education, Philippines

Abstract:

This study was conducted to develop a mentoring model specifically designed for the aspiring principals in public schools. It explored the stories of educational leaders who mentored others, school heads who mentored others and experienced mentoring that prepared them for their leadership position, and those aspiring principals in Schools Division Offices (SDOs) with established mentoring program in the National Capital Region. Data were collected through in-depth interview. The findings revealed that the participants defined mentoring as a helping relationship where both mentor and mentoree reflect and learn in the process that facilitates personal and professional development.
The themes generated guided the development of LILOK model. It stands for: Launching a mentoring space; Internalizing leadership role; Learning from the helping relationship; Offering supportive mentoring environment; and Keeping the mentoring culture. Mentoring aspiring principals is analogous to "lilok" – a Filipino word which means carving. Just like carving, mentoring is shaping the leadership ability of aspiring principals in public schools.
LILOK model may be used as a guide in the implementation of a mentoring program for effective school leadership in the Philippine public schools. Moreover, mentoring should be incorporated in the succession management which would facilitate effective organizational positioning and development to ensure that within the organization, the right leaders are available at the right time. This means that efforts must be sustained to plan for a leadership transition gap and ensure effective leadership succession.

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