<div dir="ltr">As an administrator addresses both the managerial and leadership aspects of their job, they draw closer to being an effective administrator. On the managerial side, an effective administrator follows through on task-oriented duties, effectively handles resources and people based on the school's standards, and facilitates day-to-day operations in a rational, methodical way that allows the organization's systems and planning to remain ongoing efficiently. On the leadership side, an administrator appeals to their subordinates with charisma, vision and direction, ultimately creating a movement in a new direction toward a goal with an achievable outcome. While it is possible, albeit difficult, to be an administrator of one without the other, an administrator may find that when they delve into both aspects of the job, they and their subordinates have higher rates of job satisifaction and the organization as a whole may be more successful in attaining its goals. An adminstrator's job is highly situational. Therefore, addressing both the managerial and leadership aspects of the job should help an administrator respond to the expansive genre of situations in appropriate ways, keeping the organizational structures, stakeholders, and the vision in mind. <div><br><div>Judging the effectiveness of a manager is no easy task. The evaluation of stakeholders plays one key role in determining whether or not an administrator is effective. Stakeholders who have an administrator who is adept in both managerial and leadership roles may find it positive that their manager is confident in their ability to lead. Additionally, they may experience attainment of goals and satisfaction in their job due to such success. Communication will likely be strong and constant, along with a sense of leadership through expertise, respect, enthusiasm, accessibility, and more, all of which will hopefully create a group of subordinates who voluntarily become active participants in the organization's goal setting and achieving processes. When working with an administrator who fails to address the leadership aspects of their role, stakeholders may experience a lack of communication, disorganization, goals without vision, and very little change. It is possible that a manager without leadership may not handle stress well, avoid conflict, and blame stakeholders when goals are not reached or mistakes are made. Also, a manager without leadership may be overly focused on results, rather than achievement and short-term outcomes rather than lasting vision.</div></div></div>