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Daniel Goleman's Theory of Emotional Intelligence

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Daniel Goleman's Theory of Emotional Intelligence

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According to Daniel Goleman there are five key elements to emotional intelligence:

1. Self-awareness.

2. Self-regulation.

3. Motivation.

4. Empathy.

5. Social skills.

Reference
Mind Tool. (n.d.). Emotional intelligence in leadership:

Learning How to Be More Aware. https://www.mindtools.com/pages/article/newLDR_45.htm

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The more that you, as a leader, manage each of these areas, the higher your emotional intelligence. So, let's look at each element in more detail and examine how you can grow as a leader.

Emotional Intelligence in Leadership

1. Self-awareness

If you're self-aware, you always know how you feel, and you know how your emotions and your actions can affect the people around you. Being self-aware when you're in a leadership position also means having a clear picture of your strengths and weaknesses, and it means behaving with humility.

So, what can you do to improve your self-awareness?

Keep a journal. Journals help you improve your self-awareness. If you spend just a few minutes each day writing down your thoughts, this can move you to a higher degree of self-awareness.

2. Self-regulation

Leaders who regulate themselves effectively rarely verbally attack others, make rushed or emotional decisions, stereotype people, or compromise their values. Self-regulation is all about staying in control.

This element of emotional intelligence, according to Goleman, also covers a leader's flexibility and commitment to personal accountability.

So, how can you improve your ability to self-regulate?

Hold yourself accountable. If you tend to blame others when something goes wrong, stop. Make a commitment to admit to your mistakes and to face the consequences, whatever they are. You'll probably sleep better at night, and you'll quickly earn the respect of those around you.

Practice being calm. The next time you're in a challenging situation, be very aware of how you act. Do you relieve your stress by shouting at someone else? Practice deep-breathing exercises to calm yourself. Also, try to write down all of the negative things you want to say, and then rip it up and throw it away. Expressing these emotions on paper (and not showing them to anyone!) is better than speaking them aloud to your team. What's more, this helps you challenge your reactions to ensure that they're fair!

3. Motivation

Self-motivated leaders work consistently toward their goals, and they have extremely high standards for the quality of their work.

How can you improve your motivation?

Re-examine why you're doing your job. It's easy to forget what you really love about your career. So, take some time to remember why you wanted this job. If you're unhappy in your role and you're struggling to remember why you wanted it, try the Five Whys technique to find the root of the problem. Starting at the root often helps you look at your situation in a new way. And make sure that your goal statements are fresh and energizing. For more on this, see our article on Goal Setting.

4. Empathy

For leaders, having empathy is critical to managing a successful team or organization. Leaders with empathy have the ability to put themselves in someone else's situation. They help develop the people on their team, challenge others who are acting unfairly, give constructive feedback, and listen to those who need it.

If you want to earn the respect and loyalty of your team, then show them you care by being empathic.

How can you improve your empathy?

Respond to feelings. You ask your assistant to work late - again. And although he agrees, you can hear the disappointment in his voice. So, respond by addressing his feelings. Tell him you appreciate how willing he is to work extra hours, and that you're just as frustrated about working late. If possible, figure out a way for future late nights to be less of an issue (for example, give him Monday mornings off).

5. Social Skills

Leaders who do well in the social skills element of emotional intelligence are great communicators. They're just as open to hearing bad news as good news, and they're experts at getting their team to support them and be excited about a new mission or project.

Leaders who have good social skills are also good at managing change and resolving conflicts diplomatically. They're rarely satisfied with leaving things as they are, but they don't sit back and make everyone else do the work: they set an example with their own behavior.

So, how can you build social skills?

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Emotional Intelligence in Leadership - Learning How to Be More Aware

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Relating to others is vital in today's workplace. Learn how to build your emotional intelligence (EI) with this article.

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Example of Authentic Leadership in Education

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Example of Authentic Leadership in Education

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An authentic leader in education could be administrations, principals, or teachers. Principals could use this theory too deescalate teacher’s psychological capacities of stress and burnout. Also, engage in positive attitudes towards the teachers. Therefore “can improve their (teachers) work performance and influence their school academic performance. Teachers taking the role of authentic leader, can engage and enhance classroom learning environment for students” (Feng, 2016, p. 245).
Reference
Feng, F. I. (2016). School Principals' Authentic Leadership and Teachers' Psychological Capital: Teachers' Perspectives. International Education Studies, 9(10), 245-255. https://eric.ed.gov/?id=EJ1116018

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This study examined teachers' perceptions of principals' authentic leadership and the relationship of authentic leadership to teachers' psychological capital in Taiwan. A total of 1,429 elementary and secondary school teachers were surveyed. The results showed that teachers perceived their principals' authentic leadership as moderate and that the principals' practice of authentic leadership was influenced by culture. Moreover, the principals' authentic leadership was found to be positively and significantly associated with teachers' psychological capital. This study provides empirical evidence to support a theoretical argument suggesting that authentic leadership fosters positive psychological capital among the members of an organization.

Descriptors: Principals, Instructional Leadership, Elementary School Teachers, Secondary School Teachers, Teacher Attitudes, Teacher Administrator Relationship, Foreign Countries, Correlation, Asians, Teacher Characteristics, Questionnaires, Likert Scales, Administrator Behavior, Statistical Analysis, Psychological Patterns, Resilience (Psychology), Self Efficacy

Canadian Center of Science and Education. 1120 Finch Avenue West Suite 701-309, Toronto, ON M3J 3H7, Canada. Tel: 416-642-2606 Ext 206; Fax: 416-642-2608; e-mail: ies@ccsenet.org; Web site: http://www.ccsenet.org/journal/index.php/es

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ERIC - EJ1116018 - School Principals' Authentic Leadership and Teachers' Psychological Capital: Teachers' Perspectives, International Education Studies, 2016

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This study examined teachers' perceptions of principals' authentic leadership and the relationship of authentic leadership to teachers' psychological capital in Taiwan. A total of 1,429 elementary and secondary school teachers were surveyed. The results showed that teachers perceived their principals' authentic leadership as moderate and that the principals' practice of authentic leadership was influenced by culture.

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Example of Servant Leadership in Education 

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Example of Servant Leadership in Education 

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A servant leader in education could be administrations and principals. They would focus on the growth and wellbeing of staff and students in the district. “Servant leaders shares power puts the needs of others first and help people develop and performed as highly as possible” (Greenleaf et al., 2021, par. 4).
Reference
Greenleaf Center for Servant Leadership. (2021). What is servant leadership. https://www.greenleaf.org/what-is-servant-leadership/

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While servant leadership is a timeless concept, the phrase "servant leadership" was coined by Robert K. Greenleaf in The Servant as Leader, an essay that he first published in 1970. In that essay, Greenleaf said:

"The servant-leader is servant first... It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions...The leader-first and the servant-first are two extreme types. Between them there are shadings and blends that are part of the infinite variety of human nature.

"The difference manifests itself in the care taken by the servant-first to make sure that other people's highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived?"

A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the "top of the pyramid," servant leadership is different. The servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible.

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What is Servant Leadership? - Greenleaf Center for Servant Leadership

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While servant leadership is a timeless concept, the phrase "servant leadership" was coined by Robert K. Greenleaf in The Servant as Leader, an essay that he first published in 1970. In that essay, Greenleaf said: "The servant-leader is servant first... It begins with the natural feeling that one wants to serve, to serve first.

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What is your teaching background?

Why did you want to make the change to a leadership role of counseling?

What are you doing to keep from burning out?

Does leadership come naturally to you or do you have to challenge yourself?

As a counselor, what type of leadership activities do you have to perform?

What are some of your goals this year or what have you been advocating?

What are some of your struggles being in a leadership role?

Do you have a particular leadership style or theory?

Are you treated differently as a counselor than a teacher?

Does the administration treat you differently now as opposed to being a teacher?

Mentally what were the difficulties of transforming your mindset from teacher to counselor?

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Article Review of Leadership practices of school counselors and counseling program implementation

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Article Review of Leadership practices of school counselors and counseling program implementation

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According to the article Leadership Practices of School Counselors and Counseling Program Implementation, the author Mason (2010) states for an individual counselor to achieve a comprehensive school program must require new or enhance skills in leadership. Mason (2010) describes the definition of leadership as "a process whereby an individual influences a group of individuals to achieve a common goal" (p. 277). Counselor's leadership goals are to improve student achievement and school climate.

Mason (2010) described the results of the article Leadership Practices of School Counselors and Counseling Program Implementation that there are four components of leadership practices; “following through on promises and commitments, setting an example for what is expected of others, treating others with dignity and respect, and developing cooperative relationships with others” (p. 282-283)
Reference
Mason, E. (2010). Leadership practices of school counselors and counseling program implementation. NASSP Bulletin, 94(4),  274-285.        https://doi.org/10.1177/0192636510395012

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Leadership vs. Management: The 5 Main Differences

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Leadership vs. Management: The 5 Main Differences

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The following is a list that Martic (2020), described as management skills; interpersonal skills, communication, motivation, organization, delegation, planning, strategic thinking, problem-solving, commercial awareness, and mentoring. A leader is very different in regards to leadership role provides a vision, inspiration, mission, and goals. Martic (2020) composed a list of leadership skills: communication, motivation, delegation, positivity, trustworthiness, creativity, feedback, responsibility, commitment, and flexibility. Comparing leadership and management skill both have a similar concepts.
Reference
Martic, K. (2020, October 27). Leadership vs. management: The 5 main differences

https://blog.smarp.com/leadership-vs-management

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What is the main difference between leadership and management? While many of you may think that these two terms mean the same thing, this is not the case. Moreover, leaders and managers can possess some very different skills and characteristics which we will cover later in this blog.
Throughout this blog, you will also learn that proper communication is one of the main prerequisites for successful leadership and management.

💡Download the eBook " Building a Better Company with Internal Communications " and learn how to improve internal communication in the workplace.

Now, let's take a deep dive into the main differences between leadership and management.

How Leadership and Management are Different

Leadership and management are often considered to have overlapping functions. While this can be true, these two terms have different meanings and they shouldn't be used interchangeably. Both imply a unique set of functions, characteristics, and skills that share similarities.

However, they show prominent differences in some circumstances. For example, some managers do not practice leadership, while some people lead without a managerial role.

A manager is generally someone who is selected or appointed within an organization. In most cases, a manager is selected based on specific technical skills, knowledge, and expertise. On the contrary, the greatest leadership skill is to influence and inspire people.

💡 Keep reading about the 18 leadership communication trends .

In the workplace, it is important to have both great leaders and managers. Organizations need good leaders to lead the organization to achieve its mission and vision. They also need good managers to ensure that things are getting done and that their teams are aligned with the company's goals .

Let's now take a look at the 5 main differences between leadership and management.

Leaders Set the Vision, Managers Follow It

When it comes to setting and executing a company's mission and vision, managers and leaders have different roles .

Leaders are visioners. Most of them have a clear vision of where they want their organizations to be in the future. However, they themselves are not the only ones responsible for making that vision come true.

Here, managers play a crucial role. While leaders may be responsible, through efficient leadership communication , to transfer the company's mission, vision and goals to the entire organization, managers are responsible for keeping employees aligned with the core company values and goals. However, 71% of employees believe that their leaders do not spend enough time communicating goals and plans.

Even though managers are the ones who can influence people to work towards the same objectives, many employees agree that their company doesn't do a good job communicating the company's goals. Moreover, employees want and expect to be informed about how their organization is doing and where it is heading.

"I think of management as working with other people to make sure the goals an organization has articulated are executed,"

says HBS Dean Nitin Nohria in an interview for the online course Management Essentials .

"It's the process of working with others to ensure the effective execution of a chosen set of goals. Leadership is about developing what the goals should be. It's more about driving change."

Moreover, by speaking openly about the company's goals, opportunities, and challenges, leaders are the ones who can build trust in the workplace. They can foster a productive work environment where employees feel empowered to share their own ideas, needs and concerns. The more transparent leaders are, the healthier the work environment becomes.

💡 Learn more about the characteristics of a great leader .

Leaders Think Ideas, Managers Think Execution

While a managerial culture emphasizes rationality and control, leaders are more about looking for opportunities for improvement on the organizational level. They do so by coming up with new ideas and driving the shift to a forward-thinking mindset. In other words, managers always look for answers to "how and when", while leaders look for answers to "what and why".

Therefore, the managers' main responsibility is to fulfill their tasks based on the leader's vision. Their main job is to ensure that people on different functions with different responsibilities operate efficiently, productively and that they feel like they can share their voice .

They should always watch the bottom line by controlling employees and providing necessary information, processes, workflows and tools so that employees are enabled for success.

Managers relate to people according to the role they play in a decision-making process, while leaders, who are concerned with ideas, relate in more high-level but empathetic ways. The main difference is simply between a manager's attention to how things get done, and a leader's attention to what should be done to achieve greater results.

As leaders always look for new ideas, they can also play a crucial role in driving change within organizations . Moreover, a leader inspires positive, incremental change by empowering employees to work toward common objectives. A leader's most powerful tool for doing so is efficient communication.

Change communication messages coming from leaders should get people prepared to do things differently and give the reason why, while managers should continuously reinforce these messages. Yet, many managers are not even aware of why a change is happening.

Leaders Inspire People, Managers Drive Their Success

While leaders have a great power to inspire people, managers are responsible for driving their continuous success and positive work experience throughout employee's entire career journey.

As managers account for over 70% of employees' engagement in the workplace, they are also held accountable for how successful and productive their teams are.

However, when people are not inspired by what leadership has to say, there is little managers can do to help their people succeed. By developing a personal leadership style through self-reflection, authentic communication and continuous feedback, leaders can empower their workforce, get their followers' attention and inspire them to pursue important organizational initiatives.

Studies show that employees feel less stressed and under pressure when they have the opportunity to engage with the leaders regularly. Moreover, leadership has a great power to impact employee engagement .

Employees work more effectively within workplaces that support honest, open and transparent communication. Yet, many organizations still neglect the importance of two-way communication between leaders and employees. Instead, the information flows one way and employees don't have the opportunity to join company-wide conversations.

Leaders Look in the Future, Managers Work In the Present

One of the main differences between leaders and managers is that leaders are more future-focused, while managers are more focused on the present.

Therefore, the manager's most important goal is to achieve organizational goals by implementing processes and procedures around budgeting, organizational structuring, and staffing. On the other hand, leaders tend to think ahead and capitalize on future opportunities.

However, the leadership's vision of the future means nothing if it can't be transparently and clearly communicated to both managers and employees.

As one of the biggest drivers of employee engagement and experience in the workplace is the feeling of purpose and the alignment of employees' personal and professional values, every leader should strive towards creating that sense of purpose among employees.

Leaders Shape the Culture, Managers Endorse It

Culture is a system of values, beliefs, and behaviors that shape and determine how an organization operates and how the work gets done. When organizational culture is aligned to the overall business strategy, employees and other stakeholders act and behave in ways that support and enable the achievement of business goals.

When it comes to the organization culture, the difference between leadership and management is that leaders define and shape the culture, while the managers lead their employees to live up to that culture.

It is the leader's duty to uphold the core company values and beliefs of the organization's culture through their actions, authentic communication and their decisions. Passionate and inspiring leaders have a great power to communicate the organizational culture company-wide and influence employees' behaviors.

Their skills and leadership styles have a big impact on how employees take and live that culture, while the manager's role is to continuously support and endorse the culture within their teams.

Therefore, driving employees to live by the company's culture and core values is impossible without the collaboration between leadership and management .

The Areas Where Management and Leadership Overlap

Even though the roles of leadership and management in the organization may vary, there are many areas where their duties and responsibilities overlap. The three main areas include:

Communication: both leadership and management communication are crucial for an organization's success . As mentioned earlier, employees expect to be informed and educated about where their company stands and heading. While leadership communication should inspire people, continuous and clear management communication empowers people to do their best and build stronger relationships among teams.

Problem-solving and decision-making: effective decision-making and problem-solving is both the manager's and the leader's responsibility. While leaders may be responsible for decision making on a company-level, managers are held accountable for decision making on the team or departmental level.

Change and crisis management: similar to decision making, leaders and managers should work collaboratively during times of change or crisis. The current world situation has taught us about the importance of agile workplace transformation and the need to quickly adapt to change. While leaders may have a better understanding of the change that needs to be implemented, managers have better knowledge around how to enable their employees to accept the change and align with it.

Top 10 Leadership and Management Skills

This video shows a great overview of the most important management and leadership skills .

According to the video, leadership is all about leading people towards a common goal, while management is all about the process of dealing with or controlling things and people.
The top 10 management skills include:

1. Interpersonal skills

2. Communication

3. Motivation

4. Organization

5. Delegation

6. Forward planning

7. Strategic thinking

8. Problem-solving

9. Commercial awareness

10. Mentoring

The top 10 leadership skills include:

1. Communication

2. Motivation

3. Delegation

4. Positivity

5. Trustworthiness

6. Creativity

7. Feedback

8. Responsibility

9. Commitment

10. Flexibility

Empower Your Managers and Leaders with the Right Technology

With the rise of remote work, dispersed workforce and social distancing restrictions, both leaders and managers are faced with new challenges in the workplace.

Today, most organizations' primary goal is to keep their dispersed employees connected , inspired and engaged even when they are physically separated. Additionally, they need to reach all their employees in a timely manner with relevant information, on any device, no matter where employees are located.

Luckily, modern employee apps and technology offer solutions for these challenges. Employee communication platform Smarp, enables managers and leaders to:

Drive two-way workplace communications

Create engaging and inspiring content about their organization

Segment internal audiences in order to deliver information based on employees needs, preferences, job functions, locations and many more

Enable mobile-first workplace communication

Reach all employees in a timely manner, even those without a designated working space

Enable employees to share their voice

Encourage employees to become brand ambassadors

Measure the impact of workplace communication on the overall business success

If you are looking for such powerful workplace technology, schedule a Smarp demo to see how other organizations are using it to shape exceptional employee experience in the workplace.

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Leadership Vs. Management: The 5 Main Differences

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What is the main difference between leadership and management? While many of you may think that these two terms mean the same thing, this is not the case. Moreover, leaders and managers can possess some very different skills and characteristics which we will cover later in this blog.

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The assessment gives you an average score base on questions. The assessment does not identify single areas of weakness. It gives you a broad definition of the categories. I believe it is up to the individual to look inward and find struggling behavior relating to the categories. It is a self-reflection assessment.
Reference
Global Leadership Foundation. (2004). Discover your level of emotional intelligence. Emotional intelligence test. http://globalleadershipfoundation.com/geit/eitest.html

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The Global Emotional Intelligence Test uses 40 questions which are derived from, the Global instrument, which contains 158 items. These are based on Goleman's four quadrant Emotional Intelligence Competency Model (2002). Click EI Capability Assessment here for more details. Short EI quizzes such as this are meant to be fun, and to give you a guide to which EI areas you are doing well in and those which perhaps you need to focus on for development.

This Test, is a forced-choice psychological test which requires you to choose Instructions for the FREE EI Test one statement in each pair of statements that describes you best. For each pair of statements, select the statement that best applies to you. Do not over-analyse the questions, or try to think of "exceptions to the rule." Be spontaneous and choose the statement that comes closest to the way you are.

Occasionally there will be questions that ask you to make a close call between two choices. This is because the Test is trying to distinguish between specific areas. If a question is very close and you can't decide which statement applies to you best, you can come back to it after you have completed the other questions.

The Test usually takes about 10 minutes to complete. At the end of the test, click on the Score Test button, and wait for the computer to generate an EI profile of your scores. If you have answered honestly and accurately, your scores will reflect your capability level within each of the EI quadrants.

We cannot guarantee the accuracy of the results of this Test - only that it can help you begin your journey of self-development!

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Emotional Intelligence Test - Global Leadership Foundation

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Free emotional intelligence test developed by Global Leadership Foundation

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Authentic leadership can be traced back to Greek time (Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008). The theory is still in the formative stages, so some concepts are not clear or substantiated. According to Northouse (2021), authentic leadership “focuses on whether or not leadership is genuine and real” (p. 221). According to Walumbwa et al. (2008), authentic leadership is “a pattern that draws upon and promote both positive psychological capacities and a positive ethical climate, to foster greater self-awareness, an internalized moral perspective, balance processing of information, and relational transparency on the part of leaders working with followers, fostering positive self-development” (p. 94).

Northouse (2021) states that there are four components of authentic leader. First is self-awareness. Reflecting on one’s core value, identity, emotions, and motives. The second is internalizes moral perspective is using internal moral standards to guide behavior. The third is balancing processing to analyze information objectively and view other individuals’ opinions before deciding. Lastly relation transparency that is being open and honest with your true self to others.
Reference
Northouse, P. G. (2021). Leadership: Theory and practice. United States: SAGE Publications https://www.google.com/books/edition/Leadership/0CASEAAAQBAJ?hl=en&gbpv=1&dq=Northouse,+P.+G.+(2021).+Leadership:+Theory+and+practice.+United+States:+SAGE+Publications.++&pg=PP1&printsec=frontcover

Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89 126. https://doi.org/10.1177/0149206307308913

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Daniel Goleman's Emotional Intelligence 

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Daniel Goleman's Emotional Intelligence 

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Gleeson (2015) describes emotional intelligence as "the act of knowing, understanding, and responding to emotions, overcoming stress at the moment, and being aware of how your words and actions affect others" (par. 1).
Reference
Gleeson, B. (2015). 5 aspects of emotional intelligence required for effective leadership. Inc. https://www.inc.com/brent-gleeson/5-aspects-of-emotional-intelligence-required-for-effective-leadership.html

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In January of 2021, Present Biden issued an Executive Order that states “all persons should receive equal treatment under the law without regard to their gender identity or sexual orientation”, including that “children should be able to learn without worrying about whether they will be denied access to the restroom, locker room, or school sports” (Gupta & Wilcox, 2021, para. 1). The Texas House of Representatives passed a law in May 2017, that “requires transgender students to use the restroom that corresponds with their sex at birth” (Beese & Martin, 2018, p. 70). According to the Texas Educational Code § 25.0021 requires the student's birth certification name to stay on all legal documents and permanent records.
Reference
Beese, J. A., & Martin, J. L. (2018). The bathroom case: Creating a supportive school environment for transgender and gender nonconforming students. Journal of Cases in Educational Leadership, 21(2), 65–76.

Gupta, N. & Wilcox, S. (2021, January 29). Transgender students and Title IX: Biden administration signals shift. National Law Review, Volume XI, Number 29.https://www.natlawreview .com/article/transgender-students-and-title-ix-biden-administration-signals-shift

Texas Educational Code § 28.0021

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Case Review of Creating a Supportive School Environment for Transgender and Gender Nonconforming Students

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Case Review of Creating a Supportive School Environment for Transgender and Gender Nonconforming Students

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This case is about Bobby Gonzales, a transgender student who transferred to Springfield Heights School District. The school district did not have updated policies with transgender students prefer the name change on classroom documents, attendant records, and the usage of restroom and locker room. The school director was unprepared for the controversial issue and was not following new federal laws.
Reference
Beese, J. A., & Martin, J. L. (2018). The bathroom case: Creating a supportive school environment for transgender and gender nonconforming students. Journal of Cases in Educational Leadership, 21(2), 65–76. https://doi.org/10.1177%2F1555458917 731867

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The Bathroom Case: Creating a Supportive School Environment for Transgender and Gender Nonconforming Students - Jane A. Beese, Jennifer L. Martin, 2018

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The recent federal guidance and litigation on transgender students have increased public awareness of the legal rights of transgender students. Title IX regulations have long permitted school districts to segregate male and female students in separate but comparable toilet, shower, and locker room facilities, but the legal issue presented by transgender students is how to gain access to facilities that match their gender identity.

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Leadership and management are essential components when it comes to conducting and structure a workplace. They both have different and similar functions, characteristics, and skills. In the article Similarities and Differences Between Management and Leadership the author Popvic (2020), describes the main differences in management and leadership as "management is a career" and "leadership is a calling"(p. 1). A management role is gained by organizational skills and the ability to climb the corporate ladder. A manager is appointed based on experience, knowledge, and specific skills. Counselor posse a leadership role, willing to help student, provide support,  and coordinating services. Principals and teachers have a management role and leadership role, both being in control of others and provide a stable environment. The principal's management role is how the school is conducive and structured. The teacher's management role is the structure of the classroom.
Reference
Popovici, V. (2012). Similarities and differences between management and leadership. Analele Universităţii Constantin Brâncuşi Din Târgu Jiu : Seria Economie, 2(2), 126–135. https://doaj.org/article/81f4fc0ab2e94642b2c293e669f0ee9d

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Abstract

Read online

Management is the process of setting and achieving organizational goals through its functions: forecasting, organization, coordination, training and monitoring-evaluation.Leadership is: the ability to influence, to make others follow you, the ability to guide, the human side of business for "teacher". Interest in leadership increased during the early part of the twentieth century. Early leadership theories focused on what qualities distinguished between leaders and followers, while subsequent theories looked at other variables such as situational factors and skill levels.Other considerations emphasize aspects that separate management of leadership, calling them twocompletely different processes.The words manager and lider are very often used to designate the same person who leads, however, they represent different realities and the main difference arises form the way in which people around are motivated.The difference between being a manager and being a leader is simple. Management is a career. Leadership is a calling. A leader is someone who people naturally follow through their own choice, whereas a manager must be obeyed. A manager may only have obtained his position of authority through time and loyalty given to the company, not as a result of his leadership qualities. A leader may have no organisational skills, but his vision unites people behind him.Leadership and management are two notions that are often used interchangeably. However, these words actually describe two different concepts.Leadership is the main component of change, providing vision, and dedication necessary for its realization. Leadership is a skill that is formed by education, experiences, interaction with people and inspiring, of course, practice. Effective leadership depends largely on how their leaders define, follow and share the vision to followers.Leadership is just one important component of the directing function. A manager cannot just be a leader, he also needs formal authority to be effective.

Keywords

Published in Analele Universităţii Constantin Brâncuşi din Târgu Jiu : Seria Economie

ISSN

1844-7007 (Print)

Publisher

Academica Brâncuşi

Country of publisher

Romania

LCC subjects

Social Sciences: Commerce: Commercial geography. Economic geography

Social Sciences: Economic theory. Demography: Economics as a science

Website

http://www.utgjiu.ro/revista/?s=ec

About the journal

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Read online Management is the process of setting and achieving organizational goals through its functions: forecasting, organization, coordination, training and monitoring-evaluation.Leadership is: the ability to influence, to make others follow you, the ability to guide, the human side of business for "teacher". Interest in leadership increased during the early part of the twentieth century.

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Book Review of The Wizard and the Warrior 

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Book Review of The Wizard and the Warrior 

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The Wizard and the Warrior written by Bolman and Deal. These authors have a unique way of describing different types of leadership and give examples of historical figures that display a particular leadership style. Also, Bolman and Deal (2011) describe the characteristics of each leadership role.  The authors incorporate historical individuals who perform a wizard and a warrior leadership role and explains how they acted to be classified as a leader.
Overall, I like the context and theme of the book The Wizard and Warrior. The writers use the symbolism of warrior and wizard to describe different types of leadership. Also, it includes historical individuals displaying characteristics of the leadership role
Reference
Bolman, L. G. & Deal, T. E. (2011). The wizard and the warrior; Leading with passion and power. Hoboken, NJ: Jossey-Bass.

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Good to Great (Jim Collins)

How Remarkable Women Lead (Joanna Barsh)

Leaders Make the Future (Bob Johansen)

Leadership on the Line (Linsky & Heifetz)

Reframing Academic Leadership (Bolman & Gallos)

Reframing the Path to School Leadership (Bolman & Deal)

Shackleton's Way (Morrell & Capparell)

The Five Dysfunctions of a Team (Lencioni)

The Leadership Challenge (Kouzes & Posner)

The Wizard & The Warrior (Bolman & Deal)

With God on All Sides:  Leadership in a Devout and Diverse America (Hicks)

Emotionally Intelligent Leadership: A Guide for Students (Shankman, Allen & Haber-Curran)

Exploring Leadership: For College Students Who Want to Make A Difference (Komives, Lucas, McMahon)

Identity & Leadership (Chavez & Santo)

On Becoming a Servant Leader (Greenleaf)

Making Change Happen in Student Affairs (Barr, McClellan, Sandeen)

Creating Multicultural Change on Campus (Pope, Reynolds, Mueller)

How Colleges Work (Birnbaum)

Changing on the Job: Developing Leaders for a Complex World (Berger)

Do Good Well: Your Guide to Leadership, Action, and Social Innovation (Vasan & Przybylo)

Enhancing Campus Capacity for Leadership: An Examination of Grassroots Leaders in Higher Education (Kezar & Lester)

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This website test your emotional intelligence on how well do you read other people. The quiz connects the individual face expression to a state of feeling. This would be a great social skill lesson.

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Facial expressions are a universal language of emotion. How well do you read other people?