MODELS OF EDUCATIONAL

LEADERSHIP AND
MANAGEMENT
Prepared by:
Rinafe P. Fedelino
What are the Models of Educational
Leadership
and
Management
Leaders should focus on functions, tasks,
and bahaviors ( Leithwood et al., 1999)

The principal’s authority is perceived as “god

– given” and “juridical” ( Bush, 2007 )
What is the importance of managerial leadership?

 Leaders create vision, set a direction, and inspire and align people to

accomplish goals. They build new relationships and structures.
Managers plan, organize, budget, coordinate, control and execute
activities within existing structures. Leaders focus on roles, while
managers focus on functions.
How does leadership help an
organization?
 Organizational leadership communicates the mission
and vision, establishes the strategic plan, and inspires
individuals to put forth their talents to fulfill the
goals aligned with the strategic plan and, ultimately,
the leader's vision
How does leadership influence the
success of an organization?
 Leadership has a direct cause and effect
relationship upon organizations and their
success. Leaders determine values, culture,
change tolerance and employee motivation.
They shape institutional strategies including their
execution and effectiveness
How effective leadership can improve
organization performance?
 When an organization's leader leads the
employees in the correct direction and
motivates them to continuously improve and
innovate, the organization's performance will
surely increase and be able to sustain the
organization in the current complex business
environment
2. Transformational Leadership
 Central focuses are the commitments and capacities of the organization’s
members
( Leithwood et al., 1999)

 In order to succeed, the commitment of members are needed ( Cadwell &

Spinks, 1992)

 This approach has the potential to engage all stakeholders in the

achievement of educational objectives ( Bush, 2007)
What is transformational leadership and examples?
 Transformational leaders are sometimes call
quiet leaders. They are the ones that lead by
example. Their style tends to use rapport,
inspiration, or empathy to engage followers. They
are known to possess courage, confidence, and the
willingness to make sacrifices for the
greater good.
 There are four ( 4 ) factors to transformational leadership,
(also known as the "four I's"):

 Idealized influence
 Inspirational motivation
 Intellectual stimulation
 Individual consideration

Each factor will help, The managers use this approach in

the workplace.
•Idealized influence describes managers who are exemplary
role models for associates. Managers with idealized
influence can be trusted and respected by associates to make
good decisions for the organization.

•Inspirational motivation describes managers who

motivate associates to commit to the vision of the
organization. Managers with inspirational motivation
encourage team spirit to reach goals of increased revenue
and market growth for the organization.
•Intellectual stimulation describes managers who
encourage innovation and creativity through challenging the
normal beliefs or views of a group. Managers with
intellectual stimulation promote critical thinking and
problem solving in an effort to make the organization better.

•Individual consideration describes managers who act as

coaches and advisors to the associates. Managers with
individual consideration encourage associates to reach goals
that help both the associates and the organization.
Effective transformational leadership results in
performances that exceed organizational expectations.

Figure 1 illustrates the additive effect of transformational

leadership because managers must pull together the
components to reach "performance beyond expectations"
(Northouse 2001).
 STRENGTHS AND WEAKNESSES OF
TRANSFORMATIONAL LEADERSHIP
- As with any theory or approach to leadership, strengths and
weaknesses become evident. Northouse (2001) identifies the
strengths and weaknesses of the transformational leadership
approach as follows:

•Strengths are widely researched (using well-known leadership

strategies), and effectively influence associates on all levels (from
one-on-one to the whole organization); strong leaders identify and
emphasize associates' needs and values.
• Weak leadership may have too many components
that focus superficially rather than identifying
appropriate depth of engagement and treat leadership
more as a personality trait than as a learned behavior;
they have the potential for abusing power.
 APPLYING TRANSFORMATIONAL LEADERSHIP
- Because transformational leadership covers a wide range of aspects within leadership, there
are no specific steps for a manager to follow. Becoming an effective transformational leader
is an iterative process. This means that conscious effort must be made to adopt a
transformational style. Understanding the basics of transformational leadership and the four
I's can help a manager apply this approach. According to Northouse (2001), a
transformational leader has the following qualities:

•empowers followers to do what is best for the organization

•is a strong role model with high values
•listens to all viewpoints to develop a spirit of cooperation
•creates a vision, using people in the organization
•acts as a change agent within the organization by setting an example of how to initiate and
implement change
• helps the organization by helping others contribute to the organization
 3. Participative
Leadership
 Central focus are the decision – making processes of the group
( Leithwood et al., 1991 )
 Participation will increase school effectiveness
 Leadership is potentially available to any legitimate stakeholder
 “The burdens of leadership will be less if leadership functions and
roles will be shared”
( SERGIOVANNI, 1984 )
Who is known as the participative leader?
 Democratic leadership, also known as participative leadership or
shared leadership, is a leadership style in which members of the
group take a participative role in the decision-making process.
This type of leadership can apply to any organization, from private
businesses to schools to the government
Who is known as the participative leader?
 Democratic leadership, also known as participative leadership or
shared leadership, is a leadership style in which members of the
group take a participative role in the decision-making process.
This type of leadership can apply to any organization, from private
businesses to schools to the government
What is an important advantage of participatory
decision-making?
 In a participative decision-making process each team member has
an opportunity to share their perspectives, voice their ideas and tap
their skills to improve team effectiveness and efficiency.
Participatory decision-making can have a wide array of
organizational benefits.
What are the advantages of participative
management?

 Participative leadership allows employees to hold

managers and supervisors accountable for the
decisions they make and the actions they take. This
ultimately offers leaders the opportunity to challenge
themselves and achieve growth to become more competent
in the interest of their teams
Why is participative leadership the essential
leadership of tomorrow?
 Participative leadership creates a trusting work
environment that encourages employees to develop
their skills. Implementing this style of leadership results in a
renewed motivation of the employees and promotes
innovation. This is a very important factor to stay
competitive.
What is participative leadership and how will the
leader benefit from this?
 Participative leadership is a managerial style that invites
input from employees on all or most company
decisions. The staff is given pertinent information regarding
company issues, and a majority vote determines the course
of action the company will take
When should participative leadership be
used?
 When is participative leadership most effective?
Participative leadership works best in environments that
are lower pressure and not usually prone to quick
turnarounds and need-it-yesterday projects. That's
because this kind of leadership takes time, especially if
you're working with a larger team or company.
What are the strengths and weaknesses of
participative leadership?

• The main strength of this approach is that it encourages

the exploration of the skills of employees. Its main
weakness is that it may take too long to make decisions.
How do you encourage participative
leadership?
5 Ways to Become A Participative Leader
1.Hold focus groups. A participative leader cannot function
properly without the insight from his team. ...
2.Conduct surveys. ...
3.Improve processes. ...
4.Push employees to develop. ...
5.Act as a facilitator.
How does participative leadership increase
value for stakeholders?
 Encourages creativity: Participative leadership values
creativity by seeking input from multiple people at
different levels in the organization. Highlights
collaboration: Since the team has to work together with
you to find a solution or adapt a process, the employees
get better at collaborating
What is the purpose of participative
leadership?
 To be involved in the decision-making process for the
company, the staff must be intimately involved in how the
company operates. Participative leadership empowers
employees to use their creativity to develop more
productive work processes and make the company
more efficient.
4. Political Leadership
 Implies both a political and operational dimension. Strong
and structured political support, with ministers determining
the overall.
Why is political leadership important?

 Political leaders are vital – they determine the allocation

of power and money through governmental policies,
establish partnerships with other stakeholders, and make
decisions that can have a major effect on a nation's well-
being and its citizens.
What is the most important role of a leader?

 A leader's most important role is to bring people to choice.

As John Maxwell says, "Leadership is influence." One way to
know how you have influenced someone is to observe their
choices
What makes a good leader?
 The most important qualities of a good leader
include integrity, accountability, empathy, humility,
resilience, vision, influence, and positivity. “Management
is about persuading people to do things they do not want to
do, while leadership is about inspiring people to do things
they never thought they could.
Post – Modern Leadership
 Suggests that leaders should respect and give attention to the
diverse and individual perspectives of the stakeholders. ( Bush,
2007 )
 Advocates a more consultative, participatory, and inclusionary
stance. ( Starrat, 2001 )
 Stakeholders have a right to be heard ( Sackney & Mitchell, 2001 )

What is postmodern leadership?

 Postmodern leaders are bold, cooperative, creative, and enjoy
developing their teams. They value the contributions all team members
make toward positive outcomes. Postmodern Values.
 What is the importance of leadership in modern
times?

 Leaders help to communicate the vision and mission of

the firm to employees. This provides direction and helps
everybody identify the roles that best fit skills and
.
experiences. Through clear communication, leaders
encourage their subordinates to act for the actualization of
objectives
 Thank You Set
and
God Bless

Prepared by:Rinafe F. Abobo