Developing Effective Leadership Skills Crucial for Administrators

High school administrators – from superintendents to principals and athletic directors – have an enormous number of responsibilities on a day-to-day basis. Despite the authority connected with these positions, however, the effectiveness of these individuals as leaders is not guaranteed.

Leaders should inspire and help others to reach their potential and to perform at the highest level. While a great deal has been written about leadership, the style or approach used by an administrator usually determines the success of a school or department.

Leadership is a skill, which means it must be learned and improved upon. The approach taken by an individual can be effective and constructive, but it is not inherent. To further complicate the process of developing a leadership style, an administrator has more managerial tasks to perform than leadership functions.

In all levels of the educational realm, there are deadlines to be met and tasks to be performed simply to keep the organization moving forward. Seemingly, these aspects involve primarily management. However, both skill sets are needed – it isn’t one or the other.

It is important, therefore, for school administrators to embrace and use positive, constructive approaches for working relationships and to avoid those that may be destructive or counter-productive. In addition, there should always be an openness and room in one’s toolbox to learn and adopt new and successful approaches. Becoming a better leader and manager is an important goal that will benefit the program and the entire school.

A list of leadership styles to avoid might include the following:
• Micro-management is an approach that suffocates and stifles those who work for administrators who use this concept. While an administrator does want accountability and to be kept informed, when competent individuals are hired and allowed to do their job, they can grow, develop and enjoy their position.
• Benign neglect may be the polar opposite style to a micro-manager. In this approach, one is either too busy or disinterested to pay attention to or care about what is occurring within a department. There is little or no sense of direction with this approach, and what does get done may be of poor quality and fraught with mistakes or problems.
• Bully leadership, in which an administrator uses fear, threats and intimidation to motivate and direct the staff, is another style to avoid. While this approach does maintain control, the staff may not be as effective as possible and will definitely not enjoy working in this environment.

On the other hand, there are a number of effective leadership and managerial approaches that produce good results and are appreciated by the individuals working for an administrator. Administrators looking to improve, expand and to become a better leader and manager might consider the following.
• The collaborator seeks input and tries to utilize the talents and backgrounds of staff members. This administrator realizes that diverse ideas and suggestions often produce better solutions and ultimately a better product. As a result, the staff feels involved and appreciated, and they will usually continue to contribute.
• Shared leadership is a concept that is closely related to the collaborative approach, but with it the administrator outlines expectations and responsibilities for the staff. Then the administrator provides these individuals the opportunity and latitude to handle their jobs. Also, credit is always given to the person to whom it is due.
• Leading by example is another positive approach. It isn’t what you say as much as it is that you model the traits or approach that you desire. This is so simple and yet extremely effective.
• The Golden Rule approach is an idea worth considering. When you treat others like you would like to be treated, you should be going in the right direction. Most individuals want to be treated with respect, fairness, honesty and appreciation. Regardless of what you are working on and how hectic your schedule is, you are never too busy to say “Please” and “Thank you.” These three words will make you a better manager. How can you go wrong by taking this approach?
• Ethical leadership or management should be the ultimate path. Doing what is right for your student-athletes and coaches has to be the No. 1 objective. Administrators never go wrong working though problems and setting a course of action with this approach. It is easy to find solutions and make decisions when you are guided by doing what is right.

Peter Drucker, one of the foremost experts in the history of management, had this to say. “Management does things right. Leadership does the right things.” School administrators need the combination of both skills. Vision is great, but it also has to be applied.

The title of superintendent, principal or athletic director suggests that the individual is in charge. The key factor, however, is whether the administrator’s leadership style produces the desired results. Developing a positive working relationship with individuals on the staff will go a long way toward ensuring success for the school and its athletic program.