[Ous-lp-rp13] EDAD 6010, Response to Question #1

[Matney, Mary]

I was eager to read your answer due to your managerial experience outside of education. Although the two fields, service industry and education, are different I would think the managing of people would give you a heads up on the managerial aspects of being a principal as well. Do you agree?
Your top-bottom explanation of how leaders lead is spot on. I so agree that administrators should be an example to their subordinates. It would be nearly impossible to acquire followers if one doesn’t even follow their own code.
In order to find the balance when thinking of the perceptual lenses, it is clear that you must be both a leader & a manager when being a principal.

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_____________________________
From: Gamon, Angelica <angelica.gamon at huntsmen.org>
Sent: Thursday, June 7, 2018 6:42 PM
Subject: [Ous-lp-rp13] EDAD 6010 Answer #1
To: <ous-lp-rp13 at listserv.ohio.edu>



A principal needs to address both managerial and leadership aspects.  To be a leader, you need to be an example for your followers. You need to have a mission, influence others, and be charismatic.  Show them what is to be expected and expect the same from them. As it starts from the top and works its way to the bottom. Let your vision be seen and have the group follow.  As their manager, you need to get things done in a timely manner. They are put in the position to direct people within their group to finish tasks that are given. Managers need to have knowledge and skills of the the task that they deliver.  As a principal, you need to have both leadership and managerial aspects to be successful.


Stakeholders often find managers are risk takers, they are willing to go above and beyond on tasks that are given to them.  When objectives are achieved or exceed the expectation of their subordinate, it shows how effective they can be. They see that the administrator has a sense of mission and are able to influence people to work together for a common cause.  While working with an administrator who is lacking the skills that are expected, the stakeholder will find their manager could be failing in their management system, such as, unfinished tasks, failure to communicate, or being indecisive. Without leadership support, performance will not be successful, no matter how well it is designed.




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