Leadership for Education Administration and Policy- myassignmenthelp

Question: Discuss about theLeadership for Education Administration and Policy. Answer: Introduction A manager who is likewise a leader is a resource for any organisation. Having the capacity to oversee others, as well as to motivate them to work their hardest is an incredible trademark for any supervisor to have. The initiative administration can utilise authority abilities in an administration position. In general, they get to set goals, support, motivate, contribute as team leaders and encourage teamwork for the organisation to be able to succeed. These leaders always need to be alert at all times to be able to know what do at the right time because a wrong action at a wrong time or even a right decision at a wrong time and vice verse could harm to the company. Leadership is about an organisations management setting and achieving goals and objectives, taking difficult and decisive actions, outperforming the competition, and making other desire to perform well. A few people may feel that it is unfeasible to be both a leader and a manager, guaranteeing that they are two different employments. While on one hand managers are responsible for completing work, being in charge, underscoring systems and principles, and deciding. Leaders are cooperative individuals, working with others to accomplish objectives. Be that as it may, by joining the two parts, it is conceivable to motivate representatives to beat difficulties and increment efficiency, consequently achieving more work. Additionally, representatives who feel like a piece of a group rather than subordinates will probably take after standards and rules. Leadership is one of the most complex phenomena. This is because it varies from one individual to another. This has led to the presence of different concepts in regards to good leadership (Vann,2014). Whereas some might say that a good leader is one who ensures that there is discipline in his team by being strict on them, other individuals argue that a good leader is one who accommodates every team member and works with them on an equal playing field. Some so many previous writers have tried to explain the different characteristics of a good leader. All these writers have different views of a good leader, however; their different opinions on the topic seem to converge on specific points of a great leader. They include having excellent communication skills, being time cautious, hardworking and persistent. These are all the critical values that leaders need to motivate their teams to higher success rates. Effective leadership requires a leader who has strong character, which is, someon e who exhibits honesty, integrity and is trustworthy. Strong leadership involves clear communication skills; this leader should speak and also listen to their staff members, empathise with the staff members at all times and above all respond to questions and concerns without being biased. True leadership can foresee where the company is headed to and plans the necessary processes and steps towards that. These type of leaders are in a position to visualise the possibilities, trends in the industry and also risks. They always take the necessary steps to be able to make sure the company is balanced and safe. Lastly, there is the productive leadership, these type of leaders show optimism and provide positive energy for the staff. Leaders should be able to find solutions to challenges and should reassure and inspire their team even when things dont go according to plan. I interviewed one of the team leaders in a local startup company. The team leader was quick to point out that being a leader required patience understanding and commitment. This would be compounded by the extra skills in communication which would allow the leader to be able to give instructions to his team but also motivate them when the results are not going the way they had expected. The leader I talked to described leadership as a process of guiding a group of people towards the achievement of a specific goal. The leader was quick to point out that there are very many different ways of ensuring that a team is successful ineffective leadership. He, however, says that there are other pressing challenges that many leaders face day in day out. Some of the challenges that we discussed included the ability to create a good working environment for all the team members. The leader is tasked with the mandate of ensuring that the team is able to have both time and the right equipment to work on a specific project. He quickly cites that this challenge can be overcome through the creation of a simple and effective team analysis schedule. This means that the team member will continuously update the team manager on the proceedings. One other major challenge that the leader faced was coordination of people from different backgrounds. The fact that human beings come from diverse settings is a double-edged sword. This is because while on the one hand, this might boost creativity through the bringing of a different perspective, it might also cause problems as often it is hard to work in unison with other individuals from different backgrounds immediately. The work of the team leader here is the creation of a conducive environment that can not only accommodate people from diverse backgrounds but also allow them to work in unison to achieve the set goals. The team leader here has to devise ways that will not only create that relationship between the team members but also a system that will enable the team members to be able to perform their duties in a synchronised manner. In most cases, this is done through ensuring there is proper communication both at work and outside work. By providing that the leader would have eliminated the image of unsynchronization that has been brought by the diverse nature of people. There are also other challenges such as lack of confidence by some members of the team towards the leader. The lack of trust between individuals causes this. The leader I interviewed cited that some of the team members often do not agree with what the manager says, but they do not do anything out of the fear against an authoritative figure. This is basically the conflict resolution skills of the leader The leader that I interviewed further added that he managed to become a good leader through learning from his Father who was a soccer teams captain. This was in line with the Traits theory of leadership which implies that good leaders often have some form of inherited leadership trait (Goleman,2017). Traits theory of leadership implications are that specific characteristics produce particular patterns of behaviour, these patterns are always consistent across different situations, and finally, people are born with these leadership traits. This type of leadership as suggested by Ralph Melvin Stogdill in 1948 is mostly as a result of interaction between individuals in social areas. Further surveys illustrate that these type of leaders are characterised as being credible because they are mostly associated with four traits that are Honesty, forward-looking, inspiring, and competent. This is what was being done in the earlier days as royal children often inherited their parent's seats in d ifferent leadership positions. In some instances however the inherited traits were sidelined, and situational factors became more relevant for people who were to be in various leadership positions. For the different challenges that the leaders experience, I would recommend a more inclusive type of system to be adopted. This system would entail having an environment whereby all the team members can interact freely with not only one another but also with the team leader himself. This can be done through setting up of progress meetings constantly and team building exercises such as mountain climbing and sports. This would improve not only the levels of interaction between employees but also between the employees and their managers. I would also recommend the introduction of a free talk session. This would be aimed at solving minor disputes that may come up from the team members as they work together. In addition to that, I would recommend the adoption of one of the different conflict resolution methods which include conflict avoidance, conflict diversion, conflict resolutions using negotiations or conflict resolution through authority (Williams,2017). However, of this three, I would recommend the use of conflict resolution in a team through negotiations that are headed by the leader. This means that the leader is supposed to be an individual that has excellent listening skills. It is only then that he can listen and be able to create a compromise for the warring parties which would allow them to come to a meek able understanding. This also means that the team leader should have the ability to be impartial in his or her decisions. References Goleman, D. (2017).Leadership that gets results (Havard Business Review Classics).Havard Business press. Vann, B.A (2014) Development of the Vannsimpco leadership survey. Leadership styles swiss Business School Journal of Applied Business Research,3,28-38 Williams, R (2017).leadership for school reform: do principal decision making styles reflect a collaborative approach?. Canadian Journal of Education Administration and policy. (53)