EDUC 60 LECTURES
function. Set big picture. Plan but also with
Organizational Leadership
- a management approach in which leaders set
strategic goals for an organization and
establish milestones to ensure success.
- works towards what is best for individual
members and what is best for the organization
as a group at the same time.
- an attitude and a work ethic that empowers
an individual in any role to lead from the top,
middle, or bottom of an organization.
- The key of being organizational leadership is
the bigger picture
Example: Teacher leadership - Leading the
organization or the classroom setting
Leadership and Management
LEADERSHIP
- getting people to comprehend and believe in
the vision you set for the company and to work
with you on achieving your goals
- an action of leading a group of people or an
organization.
- macro approach
- change, social relationship between two or
more people, Nurture holistic government
- Innovative, People Focused, Have Followers,
Do the Right Thing
MANAGEMENT
- about administering and making sure the
day-to-day activities are happening as they
should.
- defined a single or group of individuals who
challenges and overseas a person to
accomplish desired goals and objectives.
- micro approach -> observed and identified
- Customer service and improvement
- Administer, Work Focused, Have
Subordinates, Do Things Right
School head or the principal - leadership
implementation. (Both a leader and a
manager)
Being a good manager doesn’t mean that he’s
also a good leader. A good leader means a
good manager.
Types of Skills Demanded of Leaders
1. Technical Skills - knowledge in specific
field and type of work and has corresponding
tools.
Ex. Computer programming - computer
2. Human Skills (Interpersonal) - ability to
work with people. Good in communicating
3. Conceptual skills - mental concepts and
ideas
Ex. Decision-making and problem solving
Leadership Styles
Autocratic – Kurt Lewin
- authoritarian leadership style
- focused almost entirely on results and
efficiency
- often make decisions alone or with a small,
trusted group and expect employees to do
exactly what they are asked
Consultative Leadership
- Participative Leadership
- allow participation of the members of the
organization by consulting them but make the
decision themselves.
Democratic Leadership
- someone who asks for input and considers
feedback from their team before making a
decision.
Laissez Faire/ Hands-Off Leadership
- Focusing mostly on delegating many tasks to
team members and providing little no
supervision.
- Leader does not spend their time intensely individual followers and keeping lines of
managing employees, they often have more communication open
time to dedicate to other projects
3. Inspirational Motivation – clear vision that
- Kanya kanya mentality are able to articulate followers
Situational Leadership Model – Paul Hersey 4. Idealized Influence – serve as a role model
and Ken Blanchard
Telling/Directing/ Guiding
- Low competence, high commitment -
Support is low, direct is high
Selling/Coaching/explaining
- Some competence, low commitment
- support is high, direct is high
Participating/Supporting/Facilitating
- High Competence, variable commitment
- support is high, direct is low
Delegating/Empowering
- High competence, High commitment
- support is low, direct is low
Servant Leadership- Robert Greenleaf – Alex
Bensley
- live by a people-first mindset and believe that
when team members feel personally and
professionally fulfilled, they are more effective
and more likely to produce great work
regularly.
- Because of their emphasis on employee
satisfaction and collaboration, they tend to
achieve higher levels of respect
Transformational Leadership
- driven by a commitment to organization
objectives.
- Components:
1. Intellectual Stimulation – not only challenge
status quo but also encourage creativity among
followers
2. Individualized Consideration – involves
offering support and encouragement to