Introduction
Leadership is a crucial aspect of any organization, particularly in the field of education, where change is an ongoing process. Different leadership styles can affect the change process and, ultimately, the organization’s success. Examining various leadership styles in the educational environment serve as a comprehensive view of the current theme. An analysis of an experience from personal work, including the impact on the change process, employee performance, and internal motivation, further adds nuance to the examination of the theme.
Leadership Styles and Change in Education
The educational environment presents unique challenges for leaders, with change being continuous at various levels. According to Fullan (2020), transformational leadership is particularly effective in leading change as it focuses on building capacity in individuals and teams, creating shared meaning, and inspiring and motivating others. This approach focuses on building a solid team and empowering employees to take ownership of the change process, which is key to its success. Additionally, as Sørensen and Torfing (2018) suggest, interactive leadership is critical for managing institutional change and promoting innovation.
On the other hand, autocratic leadership is less effective as it relies on control and strict rules to manage change. This can lead to resistance and a need for more buy-in from stakeholders, as noted by Hall and Hord (2019). This can impede environmental innovation and performance, as Liao and Zhang (2020) noted. These authors suggest that responsible leadership, which includes valuing employees’ ideas and concerns, positively impacts environmental innovation and performance.
Transactional leadership can maintain the current process and the organization, but it may need to be more effective in leading change and promoting innovation. Schoeller (2019) notes that while transactional leadership can maintain stability in the organization, it may be less effective in leading change and promoting innovation. Overall, the educational environment presents unique challenges for leaders, and the chosen leadership style will significantly impact the change process, employee performance, and internal motivation. It is essential to choose the right approach and leadership style.
Transformational Leadership in Education: Impact on Performance and Change
In my own experience as a teacher, I have observed a range of leadership styles in my workplace. The principal of the school where I work is a transformational leader who consistently takes the time to understand his employees’ unique needs and concerns. He encourages input and ideas for change, and this approach has led to a positive work environment in which employees feel motivated and invested in the change process. For example, the principal initiated regular teacher meetings where we could openly discuss any issues and share our ideas for improvement in the school curriculum, which led to increased student engagement and performance.
Through his leadership, the school has seen a significant increase in student performance and teacher satisfaction. The experience aligns with the research conducted by Paais and Pattiruhu (2020), which suggests a close relationship between motivation, leadership, and organizational culture. These elements are positively aligned, resulting in heightened employee satisfaction and performance improvement. Moreover, the principal has been able to create a positive work environment, which is essential for the success of any organization. As Fullan (2020) suggests, creating shared meaning and building capacity in individuals and teams are crucial elements of transformational leadership. This experience has shown that the leadership style of the principal in my workplace has significantly impacted the change process, employee performance, and internal motivation.
Leadership and Change in Education: The Impact of Responsible Leadership
The leadership style of the principal in my workplace has had a significant impact on the change process. His transformational approach has made employees feel that their ideas and concerns were valued, which has led to a greater sense of ownership and investment in the change process. For example, the principal has implemented a suggestion box system where teachers can anonymously submit ideas for improvement. These offers are discussed at the staff meetings, and many were implemented, leading to more effective teaching practices and better student outcomes.
Additionally, the principal’s approach has increased employee performance and internal motivation. The teachers have reported feeling more invested in their work and motivated to improve their teaching practices. This increase in performance and motivation is reflected in the school’s student performance data. This experience confirms the findings of Liao and Zhang (2020) that responsible leadership, which includes valuing employees’ ideas and concerns, positively impacts environmental innovation and performance. Furthermore, Liao and Zhang mention that responsible leadership can lead to a greater sense of ownership and investment in the change process among employees, which I have personally observed in my workplace.
Conclusion
Leadership is a critical aspect of any organization, particularly in the educational environment where change is an ongoing process. Different leadership styles can affect the change process and, ultimately, the organization’s success. Transformational leadership is particularly effective in leading change, focusing on building capacity, creating shared meaning, and inspiring and motivating others. In my own experience, I have observed the positive effects of transformational leadership on employee performance and internal motivation. This suggests that a transformational leadership style best suits the educational environment and leads to organizational change. It is important to note that this approach focuses on creating a sense of direction and purpose that aligns individual goals with the organization’s overall vision. By fostering a culture of ongoing learning and development, employees are empowered to improve their skills and knowledge, making them better equipped to handle change and adapt to new challenges. It positively affects employee performance, internal motivation, and the work environment.
References
Fullan, M. (2020). Leading in a culture of change (2nd ed.). Jossey-Bass.
Hall, G., & Hord, S. (2019). Implementing change: Patterns, principles, and potholes (5th ed.). Pearson.
Liao, Z., & Zhang, M. (2020). The influence of responsible leadership on environmental innovation and environmental performance: The moderating role of managerial discretion. Corporate Social Responsibility and Environmental Management, 27(5), 2016–2027. Web.
Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business, 7(8), 577–588. Web.
Schoeller, M. G. (2019). Leadership in the Eurozone. Palgrave Studies in European Union Politics. Web.
Sørensen, E., & Torfing, J. (2018). Designing institutional platforms and arenas for interactive political leadership. Public Management Review, 21(10), 1443–1463. Web.