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Success in the educational setting relies heavily on the efforts of administrators, whose responsibilities may range widely depending on the nature of the institution they serve. Administrators, like entrepreneurs, are tasked with developing a strategic plan, establishing priorities, and driving the execution of novel ideas to boost productivity inside a business. To ensure tasks are accomplished in a timely and efficient manner, administrators must plan and coordinate available resources, procedures, and activities. Last but not least, administrators are accountable for ensuring that students are receiving a quality education by serving in the role of instructional leader and offering advice and direction to employees.

Administration, in whatever capacity, frequently presents the task of adjusting to new circumstances. Whether it's a movement in the status quo or the introduction of novel ideas or procedures, change may be unsettling for staff and students. Thus, it is incumbent upon administrators to foresee and remove any prospective problems or obstructions.
Employee pushback is a common barrier to a smooth transition to new circumstances. Employees may resist change or question its justifications due to apprehension or skepticism. Managers must put themselves in the shoes of their employees and address any issues they may have. Including employees in the transition may foster a sense of ownership and responsibility, which is why the administration is encouraged to get everyone on board.

Lack of organizational ability to support the change is another barrier to effective adaptation to change. Administrators must make sure the company has the funds and infrastructure in place to carry out the transformation. This could involve the addition of resources like money, people, or gadgets. Managers need to take a look at the company culture to see if it will support the transition.

Not having enough time or money to prepare for the future can also prevent you from successfully adapting to change. Managers must take stock of the organization's requirements and make sure they have enough funds to implement the necessary changes. It could mean collecting more funds for the transition or adding extra personnel to handle the influx of work. Last but not least, failing to grasp the change's ultimate purpose can hamper adaptation efforts. Throughout the transition, administrators should be there to lend a hand and clarify the next steps for everyone involved.

Administrators should build a shared vision of the change and include stakeholders in the process to help achieve a smooth transition. They need to back up the change with sufficient resources and make sure it's accepted by the company's culture. Furthermore, managers should keep an open line of communication with their employees to resolve any problems as they emerge. Ultimately, administrators should assess the new system's performance and make any necessary improvements based on their findings.

In conclusion, administrators serve multiple functions and frequently face the issue of adjusting to organizational shifts. Administrators may help their organizations better adapt to change by considering the likely outcomes of the change, developing a consensus around the direction the change should follow, and enlisting the support of key stakeholders. In addition to ensuring that the change is supported by the corporate culture, administrators should give sufficient resources and support for it.

questions:

How do you think the attributes of personal status and esteem within a community play a role in effective leadership and enacting change?  Bass and Bass (2008) highlight the importance of status and esteem and then drive these thoughts home to the reader by delving deeper into these two ideas.  On page 256 Bass and Bass write, "...status is often gained through personal ability and effort. Persons who are likely to be esteemed because of their personal characteristics are also likely to be promoted to positions of greater worth in formal hierarchical organizations" (Bass, 2008).  Bass is highlighting the importance of both status and esteem within their direct relationship as to what makes an effective leader.  How do these ideas relate to your post?