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Leadership has a formal aspect (as in most political or business leadership) or an informal one (as in most friendships).
The bureaucratic leader (Weber, 1905) is very structured and follows the procedures as they have been established. The charismatic leader (Weber, 1905) leads by infusing energy and eagerness into their team members.
The autocratic leader (Lewin, Lippitt, & White, 1939) is given the power to make decisions alone, having total authority.
The democratic leader (Lewin, Lippitt, & White, 1939)listens to the team’s ideas and studies them, but will make the final decision.
The laissez-faire (”let do”) leader (Lewin, Lippitt, & White, 1939) gives no continuous feedback or supervision because the employees are highly experienced and need little supervision to obtain the expected outcome. The people-oriented leader (Fiedler, 1967) is the one that, in order to comply with effectiveness and efficiency, supports, trains and develops his personnel, increasing job satisfaction and genuine interest to do a good job. The task-oriented leader (Fiedler, 1967) focus on the job, and concentrate on the specific tasks assigned to each employee to reach goal accomplishment. The servant leader (Greenleaf, 1977) facilitates goal accomplishment by giving its team members what they need in order to be productive.
The transaction leader (Burns, 1978)  is given power to perform certain tasks and reward or punish for the team’s performance. The environment leader ( Carmazzi, 2005) is the one who nurtures group or organisational environment to affect the emotional and psychological perception of an individual’s place in that group or organisation.
ASU’s online Doctor of Education (EdD) in Leadership and Innovation is designed for leaders in education who want to help lead their fellow educators to create better learning opportunities for their students. Michelle Otstot is a senior in our EdD program graduating this month (Congratulations, Michelle!). A unique aspect of ASU’s program is taking the theory we learn in the coursework and applying it to practice. If there was one insight you could share from your experience what would it be?The main insight I’ve learned is that it’s okay to fail.
What was the best piece of advice you received while completing your degree that influences you today? The best piece of advice I received was about change theory and celebrating the small wins.
At the beginning of the program I outlined my responsibilities at home and work and looked at how much time my coursework would take.
If you want to further your career in education and think the EdD program may be right for you, learn more about the program here. Recent CommentsJames on Survive Finals WeekMonica Graves on Congratulations, You’re an Online Student!
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Speaking of “leadership” (the abstract term) rather than of “leading” (the action) usually it implies that the entities doing the leading have some “leadership skills” or competencies.
This type of leadership has no space to explore new ways to solve problems and is usually slow paced to ensure adherence to the ladders stated by the company.
This leadership style is good for employees that need close supervision to perform certain tasks. Team players contribute to the final decision thus increasing employee satisfaction and ownership, feeling their input was considered when the final decision was taken.
On the other hand, this type of style is also associated with leaders that don’t lead at all, failing in supervising team members, resulting in lack of control and higher costs, bad service or failure to meet deadlines. This leadership style suffers the same motivation issues as autocratic leadership, showing no involvement in the teams needs. This leader is an instrument employees use to reach the goal rather than an commanding voice that moves to change.
It gives the opportunity to the manager to lead the group and the group agrees to follow his lead to accomplish a predetermined goal in exchange for something else.
Communication is the base for goal achievement focusing the group in the final desired outcome or goal attainment. An understanding and application of group psychology and dynamics is essential for this style to be effective. EdD students come from a variety of education backgrounds, including teachers, teacher leaders, principals, superintendents or higher education professionals, but all have the same goal, to create innovative classroom experiences for their students, benefitting school children, adult learners, schools and communities. She took time out of her busy schedule to talk with us about her experience in the program and impart wisdom for other students.
Programs can be intimidating when applying, but at ASU I felt at home and the program worked within my schedule. A lot of times you learn something in class and don’t apply it to your work right away, but since ASU’s program is theory based, I immediately test out each theory learned in class. I have developed a great educational philosophy through this doctorial program, from John Maxwell’s book Failing Forward.
If you take time as a leader to try to illicit change you are bound to encounter a lot of small wins along the way, and they deserve celebration. I then sat down with my husband and two kids to talk about how we were going to make it work together.
Our goal is to provide resources for students who are learning online and help them succeed in their studies. Leaders ensure that all the steps have been followed prior to sending it to the next level of authority. If the success of the division or project is attributed to the leader and not the team, charismatic leaders may become a risk for the company by deciding to resign for advanced opportunities. Creative employees and team players resent this type of leadership, since they are unable to enhance processes or decision making, resulting in job dissatisfaction.
When changes arises, this type of leadership helps the team assimilate the changes better and more rapidly than other styles, knowing they were consulted and contributed to the decision making process, minimizing resistance and intolerance.

This leadership style, in a manner similar to democratic leadership, tends to achieve the results in a slower time frame than other styles, although employee engagement is higher. Power is given to the leader to evaluate, correct and train subordinates when productivity is not up to the desired level and reward effectiveness when expected outcome is reached. The leader uses organisational culture to inspire individuals and develop leaders at all levels.
Students interested in pursuing an EdD have the chance to enroll in ASU’s online program three times per year, in the spring, summer and fall. I am a school principal, and ASU’s EdD program allowed me to use my research and my practice. Colleagues and peers come to me with questions about research and the field of educational leadership, and I’ve already spoken at conferences, done webinars on leading technology principles and conducted interviews about my research.
It’s about taking failure and moving forward with it, and that successful people don’t often have success right away, they work for it and overcome failures. Educational leadership and creating innovation in our schools is important work and in order to realize those greater, long-term goals, we have to celebrate the small wins. Universities, hospitals, banks and government usually require this type of leader in their organizations to ensure quality, increase security and decrease corruption. It takes the company time and hard work to gain the employees’ confidence back with other type of leadership after they have committed themselves to the magnetism of a charismatic leader.
A shortcoming of this leadership style is that it has difficulty when decisions are needed in a short period of time or at the moment.
Another name for this is deal maker (Rowley & Roevens, 1999)[4] and is linked to a first phase in managing Change, enhance, according to the Organize with Chaos approach.
Transformational leaders focus on the big picture, needing to be surrounded by people who take care of the details. This leadership style relies on creating an education matrix where groups interactively learn the fundamental psychology of group dynamics and culture from each other. If I put what I design into practice and connect new teachers with more knowledgeable teachers for hands-on experience I can help my teachers grow far more than if they simply listened to a lecture. Once I graduate, I look forward to focusing solely on being a principal and working with my teachers to further put my research and knowledge into practice. At work, I work with my assistant principals to plan our schedules since we all have personal lives and multiple responsibilities. The leader is always looking for ideas that move the organization to reach the company’s vision. The leader uses this psychology, and complementary language, to influence direction through the members of the inspired group to do what is required for the benefit of all.

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