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Comparison between two leadership styles
Comparison and contrast of leadership styles
Comparing and contrasting leadership styles
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The leadership and management styles of my superintendent and project manager are actually pretty similar. The leadership style of my project manager is laid back, and not taking very much of a leadership role until he absolutely has to. He had an opportunity to become a vice president, but did not take it because he wanted to continue to actually build things, not be stuck in the office all the time. The superintendent’s leadership style is in the manner of getting things done. He tells the workers to do what he needs them to do in a respectful manner and the workers do what they are told. If the workers do not do what they are told to do, he handles it appropriately. The management styles of both are similar in that they get the job done
Managers and leaders are essential in creating a work environment that is collaborative and productive. Although both managers and leaders can have similar traits, there are usually differences between the two. The purpose of this discussion is to examine the differences of manager and leader behaviors.
It is impossible to pinpoint precisely the time when interest in leadership styles emerged. However a set of experiments conducted by 3 social scientist in 1938 is a good time to begin. Kurt Lewin, Ronald Leppit, and Robert White used groups of children to study different approaches to exercising control. Their classic study identified three types of control: autocratic, democratic, and laissez faire. These three types of control came to be known as leadership styles.
There has been debate over what constitutes a leader so there is no wonder that the styles of leaders vary. Leaders must be able to motivate, mentor, coach and inspire others to reach organizational goals. Leadership style is the manner and approach of providing direction, implementing plans, and motivating people (Medina, 2011). All leaders of effective groups have four characteristics in common. First, they provide direction and meaning to the people they are leading and are responsible for keeping team members aware of important stated goals and objectives (Howard, 2005). Second, they generate trust by acting in an honest manner that creates an environment of trust (Howard, 2005). Third, they prefer action and risk taking and are willing to operate outside of the norm (Howard, 2005). Lastly, they are communicators of hope by using effective communication skills, leaders encourage others to believe that the expected behavior will result in successful realization of stated goal (Howard, 2005). A leader can be effective or ineffective depending on the situation because a leader's style is based on personality. My leadership style consists of servant-leader, transactional and transformational leadership. As a devout Christian, I was astonished that many of the servant-leadership character traits are easily defined in Christianity’s stewardship. I incorporate each of these styles in my daily interactions with my direct reports.
Standard 1 of the Florida Principal Leadership Standards (2011) describe the priority of the school leader as, “effective school leaders demonstrate that the student learning is their top priority through leadership actions that build and support a learning organization focus on student success”. Our number one priority and focus is and always should be our students. They are the reason behind our professions. It is the faculty the ones who should be supported by the administrators. The leaders should celebrate their success, encourage them, support their assertive instructional decisions, and motivate them each day to create the right conditions for learning. The principals must plan to project growth the most accurate possible, employing all the help that they could get for this challenging task. Students should not be affected because qualified teachers are not available. Strategic schools use the resources at had to relocate, and alleviate the human resources problems.
Supervisors can be flexible and consistent in their leadership styles at the same time. Leadership style is a consistent pattern of behavior displayed by a leader over time
Presently many of us have learned that managers are primarily administrators who have learned to write business plans, utilize their resources and keep track of progress. We must learn that we are not limited by job title, and that means we can utilize our management skills in any position that we are in. We must also know that we can use our leadership skills in the same situations. On the other hand we have also learned that leaders are people who have an impact on those that surround them. The main difference that separates these two roles is that management is a function that must be utilized in any type of business, and leadership is the relationship that the leader has with his followers, which in turn can motivate and energize the organization.
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
The differences between leadership and management revolve around the manner in which they complete each other in the achievement of organizational goals.
Different situations call for different leaders. Whatever the situation a leader will rise to meet the needs of others. A baseball captain is well prepared to lead a group of baseball players, but won’t be able to lead a group of soldiers into battle because different situations call for different traits in leaders. In order to be a great leader, the leader must recognize what and who they are as a leader. Furthermore, a leader must recognize what style of leader they are. To understand the styles of leadership; we look into Lewin’s styles of leadership: authoritarian, democratic or laissez-faire and effectively develop and use good leadership skills in order to improve as a great leader. So by understanding the styles of leadership and knowing how to effectively use these good leadership skills are steps required to become a great leader.
The method of leadership is almost as similar as management, and a leader can be a manager. “Both management and leadership are seen as positions of responsibility or accountability in an organization” (Edwards, Schedlitzki, Turnbull, & Gill, 2015). Leadership and management can relate and overlap within the roles and functions and are similar within one another in meaning. Together leadership and management direct the actions of a group or individually.
Some people believe leadership and management are one in the same; however, this is not true because management involves planning, staffing, directing and controlling and, a manager is a person who performs these functions (Leadership Theories and Studies, 2009). The term manager is a formal title given to a person who has authority by virtue of his or her position or office. (Leadership Theories and Studies, 2009) Leadership, by contrast, is about influence; leaders use factors other than just their formal authority to influence subordinates. There are three major leadership theories developed from the 1930s to the 1970s which attempt to explain why some leaders are better than others, these theories are: trait leadership (1930s and 1940s), behavior leadership (1940s and 1950s), and contingency leadership (1960s and 1970s).
The project had two managers of which I directly reported to one of them. The leadership styles exhibited by my manager were authoritative and affiliative. As a leader of a huge project, he was clear with the goals combined with the path to achieve them. One of his distinctive ability was to convert his thinking to workable actions which resulted in the successful completion of tasks before the deadlines. Each and every team member knew what they had to do and when they had to do. This was the most critical element in a project. There was a mutual co-ordination among the team members that culminated to results. “We were always trying to figure out why our sales were down last week. We had the whole company looking backward instead of figuring out what we had to do tomorrow” – Tom (Daniel Goleman, Leadership that gets Results, 2000). At times of failures, he provided the team members with a feedback which was neutral. These feedbacks directly had an impact on our working progress. He was one such person who was ready to forgo the ideal situation that
I have had the opportunity to work with leaders of different styles, and by just watching them, listening to them and seeing how the staff reacts; I can gauge what is productive with their staff. I try not to copy or mimic their style and ensure my own style comes through in being consistent, authentic and genuine. I feel by following these traits they give me necessary foundation and help me towards achieving leadership excellence.
A teacher leader is probably one of the most diverse terms in the educational world. If you ask five people what a teacher leader is, you will get five different answers. Leadership is the guidance of others towards a common goal. A teacher leader is someone who has been in the trenches and understands the needs of the students, the teachers, and the school community as a whole. Their role should not be as an administrator but someone whom the teachers can lean on and look to for support and guidance. This person needs to be willing to step up and be a leader in various roles whether that be as a mentor, an instructional specialist, a support person for the teachers, or just a role model for new teachers. The teacher leader needs to be willing to listen, collaborate, and participate with a diverse group of people who all have the same common goal: student success. The most effective teacher leaders lead by example and do not laud their position over anyone. They are empathetic and know that teachers are overworked, underpaid, and underappreciated. Their job is to become the cheerleader, the voice of reason, and the mother hen, switching hats at a moment’s notice.
...inction between the roles and actions of leaders and managers. Principals are capable of adopting each approach and proper implementation would benefit staff and ultimately, student performance. As found in the case study and literature, currently most principals undertake a managerial role, but neglect to be leaders. Therefore, most principals should emphasize leadership behaviour to bring balance to the position.