Leading Educational Organizations: Leadership Styles

Abstract

The changing environment puts great stress at the top level management to timely identify and respond to the challenges. The leadership role plays an important part in making the people adhere to changes. The research paper specifies the leadership style that is most suitable for educational organization. Lighting Research Centre is the selected organization in which a change in the form of considering the stakeholders as partners is initiated. Transformational leadership has been more suited for educational organizations. The assessment of stakeholders and the key messages and expectations is discussed. The measures for assessing the change along with that the tools for communicating the change to the stakeholders are highlighted. At the end of paper, the annual communication timeline is presented.

Table of Contents

Introduction1

About My Organization1

Mission1

Our Values2

LRC Stakeholders and their expectations2

Communication of Key Messages3

Objective measures and tools to demonstrate change5

Media, methods, and materials use to advocate for my organization7

Annual communication timeline8

Timeline Activity Prospected Stakeholders9

Conclusion9

References10

Leading Educational Organizations: Leadership Styles

Introduction

As the environment is changing, so are the skills and approaches required to deal with the changes. A number of leadership traits and theories have been developed over a period of time, each having its influence in a certain context. The transformational leadership style is more suitable for an educational system context as the academic institutions are structured with the official internal and external hierarchies. (Lulee, 2011). During the last few years, the reorganization of supply chain and working chain has created new approaches for learning and knowledge sharing. (Latchem & Hanna, 2001). Information technology has changed the institutional interaction pattern between the students and teachers. To induce positive change in the organization and its individuals, transformational leadership could work best. (Bass, 1999).

About My Organization

I am working as a member of Lighting Research Centre (LRC) which comes under the umbrella of Rensselaer Polytechnic Institute. My organization is devoted to the field of lighting, and works as a leading university-based research center that is providing the world's foremost graduate education related to the subject of lighting.

Mission

LRC has a mission “To advance the effective use of lighting and thereby to create a positive legacy for society and the environment.” (Lighting Research Center)

Our Values

The key focus of my organization is to influence lighting practice through multidisciplinary research and demonstrations. The education is provided to lighting future leaders as well as maintains a balance between the economic and societal sustainability. We provide high quality products in a specific time frame and maintain a collaborative environment for our stakeholders.

LRC Stakeholders and their expectations

Stakeholders' analysis and management are one of the critical factors that are very essential for the success of any organization. Stakeholders have an influential impact on the conduct and activities of the organization. As soon as the change is planned, the leaders should keep into consideration that how the stakeholders' expectations change in a similar manner.

The stakeholders of our company include Students, Professors, government agencies, utilities, contractor, lighting designers and other lighting ...