The Leader is a person who holds the command on the team or the commander of a team. The leader got selected as the best for the designations in the various fields of jobs such as country leader, states leader, organisational leader or educational leader. The majority of people vote for the leader who have good qualities and he/she must be honest, inspiring competent and forward- looking. Kouzes and Posner (2007). Honesty plays a major role in how leaders enable others to act it shows his/her own competency. Likewise leaders who encourage the heart show inspiration and positive energy proof their understanding of the commitment to the vision and values. (P.31)
Nowadays, leadership in business is far more knowledge-driven. Anyone with critical knowledge can show leadership. Leader must be able to take responsibility for the team's performance, which means leader must lead the direction of his team in a way that leader thinks best.
Some people are certainly born with leadership skills, but this is not a mandatory for becoming a leader. More important is dedication to the art of leadership.
The motivational leaders must be able to create an atmosphere that their team actively involved in the work and contributing best in the project. Leadership involves understanding how to inspire, influence and control how people behave. Leadership in general view is a process to influence people or
followers to achieve the goals. Gardner(2000) states, 'Leadership is a
process of persuasion by which an individual induces a group to pursue
objectives held by the leader or shared by the leader and his/her
followers'(p.3). It is not a simple matter of shouting, or having a deep and booming voice; or being great in physical stature; Gandhi possessed none of these attributes, but managed to lead a nation and inspire millions of people around the world. That's why he got name under the list of best leaders.
The two best leaders that I personally know are my English teacher and the manager of the after school program (St. Micheal primary school) where, I am working now. I have seen they always fight for the best future and believe in engaging with people friendly. They are admirable and inspirational human beings for everyone.
The transformational leader I have chosen for the example of my personal experience of working. Is the manager of the after school programme. Currently, I am working under her directions. She is very kind hearted and a bold lady her age is nearly seventy. She always makes herself busy working with staff and handles her managerial work as well. She is always helpful and motivating to guide children comes in the class. She doesn't force anyone to get the work done. But, she motivates and encourages every single child in the class to finish home work easily and quickly with the help of tutor. She believes in making good teacher student relationship. As an employee, I am a tutor of primary class students and there is one more tutor (employee) we are doing our job under her supervision and she distribute the work for both of us equally and according to our interest. From her quality of this, I feel she had distributed leadership quality. Spillane (2005) defines distributed leadership is involving multiple leaders working for common goal with mutual understanding and cooperation with one another. In distributed leadership all members of team work
together. Spillane (2005) also pointed out that 'leadership is an organizational quality rather than an individual attribute' (p.144).
When, I was newly appoint as a tutor, I didn't know anything about the activities held in the class then she taught me everyday plan of organising activities in the class and how to manage paper work as well and work under the shared responsibility with other tutor. Carson (2007) states that shared leadership refers to the team work where the duties are distributed among team members rather than focused on single designated leader Still, if I find problems in handling things she gives me tricks to control the class. As a leader, she gives me different opinion in different situations which is very helpful for me to understand her way of teaching. For example, if a child do not want to study and wants to play I should not force him to study he is liberal to do whatever he want. But my duty is to keep an eye that he should not disturb the class. If there is one naughty child in a class, how can I make him busy not by giving lots of class work but listening to him what he wants to do today or giving him one task first as he finish then switch him to another activity. These are the thing I learn from the opinion of manager.
There are some leaders focus on their organisation goal and demand creativity all the time from employees or group of people. Leaders must use their knowledge and abilities to accomplish their goals, more than tools and techniques. Leaders who enable their creative thinking and innovation can lead the group easily. George (1998) described that leaders with angry nature lose their trust and relationship with the followers.
The transactional leaders emphasize on the short-term goals, and follow standard rules and procedures. They do not make an effort to encourage followers' creativity and generation of new ideas. This kind of a leadership style may work well where the organizational problems are simple and clearly defined. When, I was working in a private educational institute in India. The director of the organisation was leading all the employees. She was the leader of our team. Her ideas were very certain about her plans and goals. She always gave us the tasks to do and ask to complete it and report the organisational manager. She believed in strict discipline and punishments but it is also true that a teacher or leader should judge his/her authenticity from students or employee' point of view (Brookfield's, 1995).
For one time it was good that everyone was learning new things. But it was quite strange when she did not like listen to employees' problems. Listening is the single most powerful action a leader can take. Leader lack leadership when he/she does not listen carefully. There are many leaders in our society think in narrow terms of self-interest, short-term profit, and individual rights which are not fair to the employees and organisation.
I was a teacher in that institute and there were four teacher employees with me, who were my colleagues. The way the director guide us was very effective because she always give us the result oriented approaches. The transactional leaders are found to be quite effective in guiding efficiency decisions which are aimed at profit earning. She actively monitor the work of each employee, watch for deviations from standards performance and taking corrective action to prevent mistakes. And when the performance was not good according to the expectation then the salary deduction applied on the employee for not achieving the goal. So, this was simply a hard situation for all of us because we as an employees were doing our work honestly and still got punished. The transactional leaders tend to be highly directive and action oriented. Their relationship with the followers is also transitory and not based on emotional bonds. Maslow.(1996)
Sometime to increase the profit in their business they give simple rewards to the staff and organise parties and do weekend gathering when the employee lost his/her confidence. The only 'transaction' between the leader and the followers is the money which the followers receive after completion of task.
Authenticity, this abstract word, represents the connectedness between human beings and the world outside. To be truly authentic is difficult, because there is always human limitation standing in the path to authenticity. Authenticity is grounded in community and in the activity of sustaining community.
They speak their truth they consistently talk truth. 'Theywould never betray themselves by using words that are not aligned with who they are. "Authenticity points us toward a more self-responsible form of life" (Taylor, 1991, p. 74). To be responsible person, an authentic leader is the one who is influenced by his social and cultural backgrounds, experiences, relationships and so on. Another thing is that i think authenticity is changeable; to be authentic, leader need to behave differently in different situations. This requires us to constantly reflect on ourselves and current situations to adjust our behaviors to be authentic.
As Starratt puts it, these teachers know 'their students' names, their hobbies and interests, the neighborhoods they come from, and something about their family background' in order to not only teach them in an authentic way, but to also get to know them properly on a real level that also shows 'respect for the dignity of each student (2004, p.78). This stood out to me, as it is what I try to do with all of the children in my care, but have not really thought about what this says about my authenticity
Ultimately the success of any business venture lies in the hands of its employees and NOT the managers. A manager's responsibility is to organize and manage business systems, systems that will see to the successful finalization of projects.
No organization can function for very long without the co-operation of its employees.
For this reason, there must be an effort to build healthy relationships
The role of leaders is not to be better role models or drive change. Their role is to create the structures and experiences that bring citizens and employees together to identify and solve their own issues.
Leadership is about mobilizing people to face challenges that require new habits, new values or priorities, or new ways of doing business. It's about getting things done through other people inspiring them to take responsibility and do the work that only they can do. It's about defining and compelling vision of the team. To become a good leader the most important thing is to learn and develop the qualities of leadership first.
Business leaders need to gain the power of moving quickly in order to meet the demands of change and complexity in today's environment. Developmental and functional task enable leaders to successfully perform multi roles.
A leader should not expect from people to focus exactly what he wants and why he wants it. Leader needs to make workplace function positively, with co-operation and respect. In this way everyone will work for the common goal of organisation. Respect is the key ingredient of any good relationship, and this means respect for yourself as well as others. Genuinely listening and understanding are the ways in which you show that you respect the person you are talking to and listening is the first quality of a leader.
Whilst creating a healthy working relationship is a crucial goal, the smart leaders will always bear in mind that conflict is inevitable and must be managed, rather than ignored.
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Leadership and Teamwork
Business schools assess leadership and team skills in applicants very keenly. Some schools may include direct questions asking you to narrate your leadership and teamwork experiences. Other schools that don't ask these questions directly assess you on these skills through the experiences you share through the various essays you write. If these are indeed your strength areas you would bring them up in your essays anyway is the assumption they work with.
You demonstrate leadership when:
a. you show initiative to improve things around you: solve problems, correct old processes and setup new ones.
b. you convince others of the effectiveness of your novel ideas and remove obstacles in implementation, you overcome opposition to your ideas too.
c. you lead a team of people to achieve a difficult task, you motivate team members to contribute to the task, include their opinions, and bring together dissenting voices.
Stories of leadership on the lines suggested here become the most decisive parts of your application. They turn that admission decision in your favor.
Identify such experiences, use them to answer the direct questions on leadership, or to substantiate points you make in other essays.
The most effective leadership story is one where you identify problems in an existing way of doing things, conceive a better way, persuade others to accept you way, overcome obstacles on the path of execution, and deliver a great result.
Just because you work in teams or lead teams doesn’t mean you are a good team player. To prove that you are, you would need to recall examples from your experience where you handled what are considered as the normal pitfalls of teamwork. These are described below.
Often in teamwork individual goals don’t align with team goals. If you were placed in a project you weren’t interested in how did you place team objectives over personal goals?
Teamwork generates conflicts. People have different ideas and they wish to do things differently. When you confronted such a situation how did you bring dissenting voices together?
In the best performing teams, team members share clarity of purpose. How did you create such clarity when you found lack of it hindering team process?
Also in teamwork, roles and objectives have to be clearly defined. When roles overlapped and goals were not clear, how did you organize the effort?
Share examples on these lines. Avoid examples where you arranged an out of office dinner or picnic and everyone because of it became ideal team players the next day. Get real. If a team member or a group of them are not contributing, the team outing is going to do little. Perspectives will change and realizations will hit when the real reason behind the problems are addressed and this often happens at the work place.
You will identify the ideal story to narrate team skills when you recall your good team experiences, where teamwork created a great result.
Not many applicants help admissions committees judge their ability to effectively work with others. A good team experience is an ideal way to show your people skills. Among the various stories you will include in the essays also include one that brings out your team skills.
Custom Leadership Skills.
According to successful entrepreneurs, leadership skills are not a preference when one is building a business process. For an entrepreneur, developing leadership skills is all about developing the mindset and the way people or situations are handled. The following are the areas to be worked on when developing leadership skills:
Leaders need to have high ethics. They should be honest. If one is to gain other people's trust then he or she should have high. An actual situation where this can be practiced in Pegasus is by every employee taking a responsibility of his or her actions. A blame game should not be played when things go wrong. Various departmental leaders should take a personal responsibility for their team’s actions and results.
The departmental heads or leaders of Pegasus should learn to be passionate. They should be enthusiastic about their work and they should even have the ability to rub the energy off on their employees. The assignments given should be taken enthusiastically.
Every employee in Pegasus should be commitment to his work. Leaders in Pegasus must work hard and have a strong discipline in following through with their work.
The departmental of Pegasus heads should be courageous so as to gain the trust of their employees. Employees are the ones who are more credible in telling an organization's story hence if the employees are uninformed or misinformed or not treated well, a bad picture or message will sent to the potential clients, investors, future employees and regulators with whom employees interact. They should be brave when they confront risks and the unknown. The final test of a leader’s courage is the courage to be open up or speak up on things that matter.
Leaders should be focused on the objectives that need to be attained. They should develop a plan and strategy to achieve the objectives. Also, they will need to build a commitment from the team and rally them to achieve the organization’s goal.
Developing employees by training, coaching or teaching them is one of the main qualities of a good leader. No one can achieve organizational goals alone. A team is needed in order to realize the goals. Leaders develop the people to build a stronger team so that the organization is effective.
Leaders do the most vital and essential things first despite of their interest in them. According to them, whatever that needs to be done should be accomplished with the best possible effort. The leaders of Pegasus should start developing leadership skills in there area by recognizing what are the important tasks to complete first (Shah, 2010).Custom Leadership Skills.
Businessballs has partnered with Accipio — an Institute of Leadership and Management (ILM) and Chartered Management Institute (CMI) centre — to offer FREE audio-visual interactive eLearning modules aligned with internationally recognised qualifications (ILM or CMI). Attain learning points for each leadership and management eModule, and gain a Level 3 Award, Certificate or Diploma once you have registered with the awarding body (via Accipio), secured enough learning points and passed the assignments. Accreditation fees apply. Click here to access the eLeadership Academy.leadership leadership development methods and tips
This leadership tips webpage is a general guide to modern ethical progressive leadership. See also the leadership theories article for explanations and summaries of the main leadership theories.
Explaining and understanding the nature of good leadership is probably easier than practising it. Good leadership requires deep human qualities, beyond conventional notions of authority.
In the modern age good leaders are an enabling force, helping people and organizations to perform and develop, which implies that a sophisticated alignment be achieved - of people's needs, and the aims of the organization.
The traditional concept of a leader being the directing chief at the top of a hierachy is nowadays a very incomplete appreciation of what true leadership must be.
Effective leadership does not necessarily require great technical or intellectual capacity. These attributes might help, but they are not pivotal.
Good leadership in the modern age more importantly requires attitudes and behaviours which characterise and relate to humanity.
The concept of serving is fundamental to the leadership role. Good leadership involves serving the organization or group and the people within it. Ineffective leaders tend to invert this principle and consider merely that the leader must be served by the people. This faulty idea fosters the notion that leadership as an opportunity to take: to acquire personal status, advantage, gain, etc. at the expense of others, which is grossly wrong. Leadership is instead an opportunity to give; to serve the organization, and crucially the people too. The modern notions of 'servant leader' and 'servant leadership' are attributed to Robert K Greenleaf (in his 1970 essay The Servant as Leader) however the philosophy and concept of leadership being a serving function rather than one that is served, is very old indeed and found in ancient civilisations and religious writings.
Leadership is centrally concerned with people. Of course leadership involves decisions and actions relating to all sorts of other things, but leadership is special compared to any other role because of its unique responsibilty for people - i.e. the followers of the leader - in whatever context leadership is seen to operate.
Many capabilities in life are a matter of acquiring skills and knowledge and then applying them in a reliable way. Leadership is quite different. Good leadership demands emotional strengths and behavioural characteristics which can draw deeply on a leader's mental and spiritual reserves.
The leadership role is an inevitable reflection of people's needs and challenges in modern life. Leadership is therefore a profound concept, with increasingly complex implications, driven by an increasingly complex and fast-changing world.
Leadership and management are commonly seen as the same thing, which they are not. Leadership is also misunderstood to mean directing and instructing people and making important decisions on behalf of an organization. Effective leadership is much more than these.
Good leaders are followed chiefly because people trust and respect them, rather than the skills they possess. Leadership is about behaviour first, skills second.
This is a simple way to see how leadership is different to management:
We could extend this to say:
Another way to see leadership compared with management, is that leadership does not crucially depend on the type of management methods and processes a leaders uses; leadership instead primarily depends on the ways in which the leader uses management methods and processes.
Good leadership depends on attitudinal qualities, not management processes.
Humanity is a way to describe these qualities, because this reflects the leader's vital relationship with people.
Qualities critical for a leader's relationship with his/her people are quite different to conventional skills and processes:examples of highly significant leadership qualities
People with these sort of behaviours and attitudes tend to attract followers. Followers are naturally drawn to people who exhibit strength and can inspire belief in others. These qualities tend to produce a charismatic effect. Charisma tends to result from effective leadership and the qualities which enable effective leadership. Charisma is by itself no guarantee of effective leadership.
Some people are born more naturally to leadership than others. Most people don't seek to be a leader, but many more people are able to lead, in one way or another and in one situation or another, than they realize.
People who want to be a leader can develop leadership ability. Leadership is not the exclusive preserve of the wealthy and educated.
Leadership is a matter of personal conviction and believing strongly in a cause or aim, whatever it is.
Leadership sometimes comes to people later in life, and this is no bad thing. Humanity tends to be generational characteristic. There is no real obstacle to people who seek to become leaders if leadership is approached with proper integrity. Anyone can be a leader if he/she is suitably driven to a particular cause.
And many qualities of effective leadership, like confidence and charisma, continue to grow from experience in the leadership role. Even initially surprised modest leaders can become great ones, and sometimes the greatest ones.
Leadership can be performed with different styles. Some leaders have one style, which is right for certain situations and wrong for others. Some leaders can adapt and use different leadership styles for given situations.
Adaptability of style is an increasingly significant aspect of leadership, because the world is increasingly complex and dynamic. Adaptability stems from objectivity, which in turn stems from emotional security and emotional maturity. Again these strengths are not dependent on wealth or education, or skills or processes.
Good leaders typically have a keen understanding of relationships within quite large and complex systems and networks. This may be from an intuitive angle, or a technical/learned angle, or both.
A very useful way to explore this crucial aspect of leadership with respect to wider relationships and systems is offered by the Psychological Contract and how that theory relates to organizations and leadership.
Nudge theory is a powerful change-management methodology which emerged in the 2000s. It is very helpful in understanding how and why groups of people think the way they do, and how and why they behave and make decisions, which can be baffling to leaders. Nudge theory also offers some very clever ways to alter group behaviour/behavior, which are generally not taught or understood in the conventional leadership field.
People new to leadership (and supervision and management) often feel under pressure to lead in a particularly dominant way. Sometimes this pressure on a new leader to impose their authority on the team comes from above. Dominant leadership is rarely appropriate however, especially for mature teams. Misreading this situation, and attempting to be overly dominant, can then cause problems for a new leader. Resistance from the team becomes a problem, and a cycle of negative behaviours and reducing performance begins. Much of leadership is counter-intuitive. Leadership is often more about serving than leading. Besides which, individuals and teams tend not to resist or push against something in which they have a strong involvement/ownership/sense of control. People tend to respond well to thanks, encouragement, recognition, inclusiveness, etc. Tough, overly dominant leadership gives teams a lot to push against and resist. It also prevents a sense of ownership and self-control among the people being led. And it also inhibits the positive rewards and incentives (thanks, recognition, encouragement, etc) vital for teams and individuals to cope with change, and to enjoy themselves. Leaders of course need to be able to make tough decisions when required, but most importantly leaders should concentrate on enabling the team to thrive, which is actually a 'serving' role, not the dominant 'leading' role commonly associated with leadership.
Today ethical leadership is more important than ever. The world is more transparent and connected than it has ever been. The actions and philosophies of organisations are scrutinised by the media and the general public as never before. This coincides with massively increased awareness and interest among people everywhere in corporate responsibility and the many related concepts, such as social and community responsibility (see the ethical leadership and ethical organisations page ). The modern leader needs to understand and aspire to leading people and achieving greatness in all these areas.
Here is (was..) an Excellent 30 minute BBC Radio 4 Discussion about Modern Leadership - (first broadcast 2 Sept 2006, part of the 'Sound Advice' series). Its mere existence is evidence of changed attitudes to leadership. Such a programme would not have warranted BBC airtime a generation ago due to lack of audience interest. Today there is huge awareness of, and interest in, more modern leadership methods. The radio discussion highlighted the need for effective modern leaders to have emotional strength and sensitivity, far beyond traditional ideas of more limited autocratic leadership styles. I'm sorry (if still) this linked item is unavailable from the BBC website, especially if the recording is lost forever in the BBC's archives. If you know a suitably influential executive at the Beeb who can liberate it please contact me.
Incidentally as a quick case-study, the BBC illustrates an important aspect of leadership, namely philosophy.
Philosophy (you could call it 'fundamental purpose') is the foundation on which to build strategy, management, operational activities, and pretty well everything else that happens in an organization.
Whatever the size of the organization, operational activities need to be reconcilable with a single congruent (fitting, harmonious) philosophy.
Executives, managers, staff, customers, suppliers, stakeholders, etc. need solid philosophical principles (another term would be a 'frame of reference') on which to base their expectations, decisions and actions. In a vast complex organization like the BBC, leadership will be very challenging at the best of times due to reasons of size, diversity, political and public interest, etc. Having a conflicting philosophy dramatically increases these difficulties for everyone, not least the leader, because the frame of reference is confusing.
For leadership to work well, people (employees and interested outsiders) must be able to connect their expectations, aims and activities to a basic purpose or philosophy of the organization. This foundational philosophy should provide vital reference points for employees' decisions and actions - an increasingly significant factor in modern 'empowered' organizations. Seeing a clear philosophy and purpose is also essential for staff, customers and outsiders in assessing crucial organizational characteristics such as integrity, ethics, fairness, quality and performance. A clear philosophy is vital to the 'psychological contract' - whether stated or unstated (almost always unstated) - on which people (employees, customers or observers) tend to judge their relationships and transactions.
The BBC is an example (it's not the only one) of an organization which has a confusing organizational philosophy. At times it is inherently conflicting. For example: Who are its owners? Who are its customers? What are its priorities and obligations? Are its commercial operations a means to an end, or an end in themselves? Is its main aim to provide commercial mainstream entertainment, or non-commercial education and information? Is it a public service, or is it a commercial provider? Will it one day be privatised in part or whole? If so will this threaten me or benefit me? As an employee am I sharing in something, or being exploited? As a customer (if the description is apt) am I also an owner? Or am I funding somebody else's gravy train? What are the organization's obligations to the state and to government?
Given such uncertainties, not only is there a very unclear basic philosophy and purpose, but also, it's very difficult to achieve consistency for leadership messages to staff and customers. Also, how can staff and customers align their efforts and expectations with such confusing aims and principles?
The BBC is just an example. There are many organizations, large and small, with conflicting and confusing fundamental aims. The lesson is that philosophy - or underpinning purpose - is the foundation on which leadership (for strategy, management, motivation, everything) is built. If the foundation is not solid and viable, and is not totally congruent with what follows, then everything built onto it is prone to wobble, and at times can fall over completely.
Get the philosophy right - solid and in harmony with the activities - and the foundation is strong.
Again, the Psychological Contract provides a helpful perspective for aligning people and organizational philosopy.
This of course gives rise to the question of what to do if you find yourself leading a team or organization which lacks clarity of fundamental philosophy and purpose, and here lies an inescapable difference between managing and leading:
As a leader your responsibility extends beyond leading the people. True leadership also includes - as far as your situation allows - the responsibility to protect or refine fundamental purpose and philosophy.allegiance and leadership
Different leaders have different ideas about leadership. For example, see below Jack Welch's perspective. which even though quite modern compared to many leaders, is nevertheless based on quite traditional leadership principles.
First here is a deeper more philosophical view of effective modern leadership which addresses the foundations of effective leadership, rather than the styles and methods built on top, which are explained later.
A British government initiative surfaced in March 2008, which suggested that young people should swear an oath of allegiance to 'Queen and Country', seemingly as a means of improving national loyalty, identity, and allegiance.
While packaged as a suggestion to address 'disaffection' among young people, the idea was essentially concerned with leadership - or more precisely a failing leadership.
The idea was rightly and unanimously dismissed by all sensible commentators as foolhardy nonsense, but it does provide a wonderful perspective by which to examine and illustrate the actual important principles of leadership:
Jack Welch, respected business leader and writer is quoted as proposing these fundamental leadership principles (notably these principles are expanded in his 2001 book 'Jack: Straight From The Gut'):
As a leader, your main priority is to get the job done, whatever the job is. Leaders make things happen by:
As a leader you must know yourself. Know your own strengths and weaknesses, so that you can build the best team around you.
However - always remember the philosophical platform - this ethical platform is not a technique or a process - it's the foundation on which all the techniques and methodologies are based.
Plan carefully, with your people where appropriate, how you will achieve your aims. You may have to redefine or develop your own new aims and priorities. Leadership can be daunting for many people simply because no-one else is issuing the aims - leadership often means you have to create your own from a blank sheet of paper. Set and agree clear standards. Keep the right balance between 'doing' yourself and managing others 'to do'.
Build teams. Ensure you look after people and that communications and relationships are good. Select good people and help them to develop. Develop people via training and experience, particularly by agreeing objectives and responsibilities that will interest and stretch them, and always support people while they strive to improve and take on extra tasks. Follow the rules about delegation closely - this process is crucial. Ensure that your managers are applying the same principles. Good leadership principles must cascade down through the whole organisation. This means that if you are leading a large organisation you must check that the processes for managing, communicating and developing people are in place and working properly.
Communication is critical. Listen, consult, involve, explain why as well as what needs to be done.
Some leaders lead by example and are very 'hands on'; others are more distanced and let their people do it. Whatever - your example is paramount - the way you work and conduct yourself will be the most you can possibly expect from your people. If you set low standards you are to blame for low standards in your people.
". Praise loudly, blame softly." (Catherine the Great). Follow this maxim.
If you seek one singlemost important behaviour that will rapidly earn you respect and trust among your people, this is it: Always give your people the credit for your achievements and successes. Never take the credit yourself - even if it's all down to you, which would be unlikely anyway. You must however take the blame and accept responsibility for any failings or mistakes that your people make. Never never never publicly blame another person for a failing. Their failing is your responsibility - true leadership offers is no hiding place for a true leader.
Take time to listen to and really understand people. Walk the job. Ask and learn about what people do and think, and how they think improvements can be made.
Accentuate the positive. Express things in terms of what should be done, not what should not be done. If you accentuate the negative, people are more likely to veer towards it. Like the mother who left her five-year-old for a minute unsupervised in the kitchen, saying as she left the room, ". don't you go putting those beans up your nose. "
Have faith in people to do great things - given space and air and time, everyone can achieve more than they hope for. Provide people with relevant interesting opportunities, with proper measures and rewards and they will more than repay your faith.
Take difficult decisions bravely, and be truthful and sensitive when you implement them.
Constantly seek to learn from the people around you - they will teach you more about yourself than anything else. They will also tell you 90% of what you need to know to achieve your business goals.
Embrace change, but not for change's sake. Begin to plan your own succession as soon as you take up your new post, and in this regard, ensure that the only promises you ever make are those that you can guarantee to deliver.leadership behaviours and development of leadership style and skills
Leadership skills are based on leadership behaviour. Skills alone do not make leaders - style and behaviour do. If you are interested in leadership training and development - start with leadership behaviour.
The growing awareness and demand for idealist principles in leadership are increasing the emphasis (in terms of leadership characteristics) on business ethics, corporate responsibility, emotional maturity, personal integrity, and what is popularly now known as the 'triple bottom line' (abbreviated to TBL or 3BL, representing 'profit, people, planet').
For many people (staff, customers, suppliers, investors, commentators, visionaries, etc) these are becoming the most significant areas of attitude/behaviour/appreciation required in modern business and organisational leaders.
3BL (triple bottom line - profit, people, planet) also provides an excellent multi-dimensional framework for explaining, developing and assessing leadership potential and capability, and also links strongly with psychology aspects if for instance psychometrics (personality testing) features in leadership selection and development methods: each of us is more naturally inclined to one or the other (profit, people, planet) by virtue of our personality, which can be referenced to Jung, Myers Briggs, etc.
Much debate persists as to the validity of 'triple bottom line accounting', since standards and measures are some way from being clearly defined and agreed, but this does not reduce the relevance of the concept, nor the growing public awareness of it, which effectively and continuously re-shapes markets and therefore corporate behaviour. Accordingly leaders need to understand and respond to such huge attitudinal trends, whether they can be reliably accounted for or not at the moment.
Adaptability and vision - as might be demonstrated via project development scenarios or tasks - especially involving modern communications and knowledge technologies - are also critical for certain leadership roles, and provide unlimited scope for leadership development processes, methods and activities.
Cultural diversity is another topical and very relevant area requiring leadership involvement, if not mastery. Large organisations particularly must recognise that the market-place, in terms of staff, customers and suppliers, is truly global now, and leaders must be able to function and appreciate and adapt to all aspects of cultural diversification. A leaders who fails to relate culturally well and widely and openly inevitably condemns the entire organisation to adopt the same narrow focus and bias exhibited by the leader.
Bear in mind that different leadership jobs (and chairman) require different types of leaders - Churchill was fine for war but not good for peacetime re-building. There's a big difference between short-term return on investment versus long-term change. Each warrants a different type of leadership style, and actually very few leaders are able to adapt from one to the other. (Again see the personality styles section: short-term results and profit require strong Jungian 'thinking' orientation, or frontal left brain dominance; whereas long-term vision and change require 'intuition' orientation, or frontal right brain dominance).
If it's not clear already, leadership is without doubt mostly about behaviour, especially towards others. People who strive for these things generally come to be regarded and respected as a leader by their people:
Some of these quotes are available as free motivational posters.
"People ask the difference between a leader and a boss. The leader works in the open, and the boss in covert. The leader leads and the boss drives." (Theodore Roosevelt)
"The marksman hitteth the target partly by pulling, partly by letting go. The boatsman reacheth the landing partly by pulling, partly by letting go." (Egyptian proverb)
"No man is fit to command another that cannot command himself." (William Penn)
"It is amazing what you can accomplish if you do not care who gets the credit." (President Harry S Truman)
"I not only use all the brains I have, but all I can borrow." (Woodrow Wilson)
"What should it profit a man if he would gain the whole world yet lose his soul." (The Holy Bible, Mark 8:36)
"A dream is just a dream. A goal is a dream with a plan and a deadline." (Harvey Mackay)
"Ideas are like rabbits. You get a couple, learn how to look after them, and pretty soon you have a dozen." (John Steinbeck)
"I keep six honest serving-men, They taught me all I knew; Their names are What and Why and When, And How and Where and Who." (Rudyard Kipling, from 'Just So Stories', 1902.)
"A dwarf standing on the shoulders of a giant may see farther than the giant himself." (Didacus Stella, circa AD60 - and, as a matter of interest, abridged on the edge of an English £2 coin)
"Integrity without knowledge is weak and useless, and knowledge without integrity is dangerous and dreadful." (Samuel Johnson 1709-84)
"The most important thing in life is not to capitalise on your successes - any fool can do that. The really important thing is to profit from your mistakes." (William Bolitho, from 'Twelve against the Gods')
"Out of the night that covers me, Black as the pit from pole to pole, I thank whatever gods may be, For my unconquerable soul. In the fell clutch of circumstance, I have not winced nor cried aloud: Under the bludgeonings of chance my head is bloody but unbowed. It matters not how strait the gait, how charged with punishments the scroll, I am the master of my fate: I am the captain of my soul." (WE Henley, 1849-1903, from 'Invictus')
"Everybody can get angry - that's easy. But getting angry at the right person, with the right intensity, at the right time, for the right reason and in the right way - that's hard." (Aristotle)
"Management means helping people to get the best out of themselves, not organising things." (Lauren Appley)
"It's not the critic who counts, not the one who points out how the strong man stumbled or how the doer of deeds might have done them better. The credit belongs to the man who is actually in the arena; whose face is marred with the sweat and dust and blood; who strives valiantly; who errs and comes up short again and again; who knows the great enthusiasms, the great devotions and spends himself in a worthy cause and who, at best knows the triumph of high achievement and who at worst, if he fails, at least fails while daring greatly so that his place shall never be with those cold and timid souls who know neither victory nor defeat." (Theodore Roosevelt.)
"Behind an able man there are always other able men." (Chinese Proverb.)
"I praise loudly. I blame softly." (Catherine the Great, 1729-1796.)
"Experto Credite." ("Trust one who has proved it." Virgil, 2,000 years ago.)
See also the free motivational posters for leadership quotes.leadership development exercises and games
The are various games and exercises on the free team building games section that work well for demonstrating, assessing and developing leadership. See particularly the 'leading or managing' exercise. which is a flexible activity for illustrating the differences between managing and leading. As regards leadership exercises for experiential development of leadership abilities, focus on the leadership challenge of leading and managing a team - the task itself is secondary - so virtually any team game is suitable provided you give each leader a team of four or more people to lead. The more people, the bigger the test of leadership. You do not need a complicated exercise to create a leadership challenge. The leadership challenge is produced by having to organise, plan and motivate a team of people. In fact, if the task is too complex it will obscure the team leadership issues, by distracting from or hampering leadership skills and qualities. For leadership development choose exercises that includes an enjoyable and achievable challenge - even very basic games like newspaper towers will be a good test of leadership if you create teams of four or more for the leader to lead. Use games that you feel will produce variety, fun and a mixture of activities. The round tables exercise is particularly suitable to test and develop leadership skills. Choose a mixture of exercises which encourage the leaders think about using a different approach, and different people's strengths, for each challenge.leadership articles and leadership development justification
Many articles appear in the press and trade journals about leadership; look out for them, they can teach you a lot.
Newspaper articles - particularly those that appear in the serious press - about leadership and management, organizational and business culture, are an excellent source of ideas, examples and references for developing leadership.
A journalist could have spent a week researching the subject, talking to leading business leaders, academics and writers, and preparing useful statistics. This is valuable material. Learn from it, use it and keep it, because finding specific detail like this is usually quite difficult.
Serious relevant articles in the newspapers, trade press, or online equivalent, cost little or nothing, and yet they can be invaluable in developing your own ideas about leadership, and in providing compelling justification to organizations and managers for the need to adopt new ideas and different approach to leadership development.
Particularly powerful are articles which describe corporate failings, many with huge liabilities, arising from poor leadership behaviour and decisions, and which appear in the news virtually every week. Recent history is also littered with all sorts of corporate disasters and scandals, and while these high-profile examples are of a grander scale than usually applies in typical organisations, the same principles apply - an organisation is only as good as its leadership - at all levels.
Business disasters and failures - be their nature environmental, financial, safety, commercial or people-related - are invariably traceable back to a failure in leadership, and so any boardroom that says "That sort of thing wouldn't happen to us.." or "Our managers all know how to lead without being taught.." is probably riding for a fall.
Finding specific examples of cost and return on investment relating to leadership development is not easy (measuring leadership 'cause and effect' is not as simple as more tangible business elements), which is why it's useful to keep any such articles when you happen to see them.
Certain leadership development organisations are sometimes able to provide ROI justification and/or case studies, which is another possible source of evidence for reports and justification studies.
And given the growing significance of corporate ethics and responsibility, we can expect to see increasing ROI data relating to 'Triple Bottom Line' and 'Corporate Responsibility', which being strongly linked to leadership therefore will provide a further source of evidence and justification for leadership development.see also authorship/referencing