He will not be vague. Coffin, in his book, the communicator, says, dont be vague. You may never know what misinterpretation or confusion you set in motion by not being clear and complete in what you say (Coffin 8). One area that people take for granted is a leaders ability to communicate clearly while making a speech. Business communication is not just memos and policy statements. A leader must have the ability to deliver speeches in an effective manner. Social settings are another area where a leader will communicate among his employees. Even during these times, he must not remove his cloak of leadership and his ability to communicate.
Situational Theory of leadership - verywell Mind
Leaders who exude the quality of trust when dealing with employees can lead a successful company. Communication, the effective leader must also have the quality of being a good communicator. He must be able to put forth his ideas clearly and concisely. If he fails in this, he will most likely fail in everything. His very life-blood depends. If those writing who follow a leader do not receive clear instructions, the results can be disastrous. Many companies have failed because of bad communication. Lower management may not have completely understood what was required of them or their subordinates. The good leader will not just communicate convincingly. He will communicate with authority and understanding because he has all the facts. He will also be able to answer any questions that arise.
Giving employees more responsibility and authority is an important step toward trusting subordinates. One way to give employees more authority is letting them have a voice in decisions. Petersen, previous Ford Motor chief, was one of the first ceos to establish this sense of teamwork. Petersen believed, employee involvement requires participative managementanyone who analysis has a legitimate reason, who will be affected by a decision, ought to have the feeling that people want to know how he or she feels (par 3). This type of attitude improved Fords quality of cars and improved the financial status of the company. Veterans of the industry say the change in employee attitudes was obvious. More freedom and input on decision-making enhanced employees trust. This change made employees want to work to the top of their abilities.
Dichter, a partner at management consulting firm McKinsey and. Says: you can no longer afford to manage for average performance, and if you want to get that extra margin from employees you have to loosen all the boundaries (par 2). Leaders who want a high-commitment organization have to start relying more on the entire work force. This means pushing responsibility down the ladder. When employees efforts are recognized and rewarded, the quality and quantity of work will improve. Distributing work among subordinates is the only way this can happen. This act forces management to unleash their tight grasp on things and forces subordinates to take action.
Situational leadership theory - wikipedia
Usa today, june 21, 2007. M, frances Hesselbein, past ceo of the girls Scouts of America, explained leadership eloquently, "Leadership is a matter of how to be, not how to. The ethics that works full-time.". Ralph Stogdill said "The most effective leadersexhibit a degree of versatility and flexibility that enables them to adapt their behavior to the changing and contradictory demands made on them. Debbie slocum (tnu 2005 effective leadership Traits, by ronie karr, Allen Mcpeak, lamar Hollingsworth, and Glenda Frierson (tnu 2006). Introduction, an effective leader can possess many different character traits.
The four characteristics mentioned below are a sampling of traits effective leaders demonstrate. Trusting subordinates, communication, encouraging risks, and expertise in book particular field are important for an effective leadership. Out of all the valuable skills needed for an effective leadership, these four skills prove extremely helpful. Trust Subordinates, mutual trust between top management and employees is essential in order to be an effective leader. By recognizing employees potential and delegating authority when possible, employees will feel more trusted and valued. The seven keys to business leadership, an article featured in Fortune magazine mentions one leaders viewpoint on trust.
Edmund offers some help to this problem by answering the question, what can a manger do to help the self-motivated person. Edmund offers the following six questions for managers to answer for them selves to help walk this tightrope. do you hold regular staff meetings and invite suggestions and ideas from your employees? do you use their suggestions and reward them fro their advice? Are you employees working in the jobs they were hired for? . Alternatively, did you promise one position and place them in a different one?
do you encourage them to set work goals and report their successes as those goals are reached? have you established mutual trust between you and them? Do they feel like they can trust your judgment? do they learn of an important business decision directly from you or through the rumor mill? Edmund concludes the article by confirming the benefits of balancing such a tight rope. The employees that have learned by your example will be better managers for their employee. In addition, their motivation will sky rocket while under your charge. Works Cited, edmunds, Gladys. Tightrope: be a leader for your employees, not a parent.
Situational leadership Model, develop your leadership styles
Stevens Intro to leadership. S ummary of the article, "Tightrope: be a from leader for your employees, not a parent". By steve sullivan (ibm and tnu 2007), employee motivation is a tricky subject. A manager must walk a fine line between motivating and de-motivating. As a manager, you must be careful not to over lead by treating your employees as a child or under lead by providing not enough directions. In an article in usa today, gladys Edmunds attempts to help manager dealing with just such an issue. Edmunds article, tightrope: be a leader for your employees, not a parent explains each individual must come with his or her own stuff that motivates them As our reading from the last week suggests, managers must figure out what motivates their employees individually. On Abraham Maslows hierarchy of needs, self-actualization - the use of talents, gifts and potential to realize your dreams is the highest need as related to drives and motivations.
My pet peeve is the whole leadership and Management separation. I never knew a true manager who did not have a staff and once you add people you better add leadership. Although leadership is broader, you can be a leader without being a manager. One can never be an excellent manager without being an excellent leader. Bottom Line: your company cannot have excellent management without excellent leadership. Leadership is a necessary part of working with people, managing in general, and obtaining excellent long-term results. The difference is related more to excellent verses poor management, instead of management verse leadership. Youtube video essay l1 - craig.
to be developed in everyone throughout the organization. If any one person cannot lead the tasks for which they are responsible, they are likely not needed. Someone once said, "The more you need your Boss, supervisor or Customer the less they need you.". This is only half of the story. . The other half is this, you can always tell an ineffective leader by how hard that person works in relation to his or her team. Effective leaders have effective hard working teams.
It motivates people it makes clear to them how their job fits into a larger vision for the. My weakness may possibly be very authoritative only trying to get work done but this can undermine the unrestricted Spirit of an effective team. The attitude of me thinking i know it all, the best way it can be done, sometimes believing that I essay can do it all by myself. This could approach and mentality can actually make me be unsuccessful when working with team of experts. Comparing and contrasting leadership theories, fiedler's contingency theory is the inventive and most lengthily researched. The leader's capability according to fielder (1964) is based (contingent) on situational factors, including the leader's preferred style, the enthusiasm and ability of group. In fielder's (1967) lpc (least preferred co-worker) theory relationships, supremacy and duty structure are the three key factors that drive successful styles. High lpc leaders tend to have close and positive relationships that are supportive and low lpc leaders put tasks before associations.
Pearson - the biology Place - prentice hall
My leadership style, leaders are some of the most influential individuals in any society. They have the ability to influence those the around them with various leadership styles including coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Effective leaders consistently adapt to the environment around them to either enhance or correct any situation facing them. Within these leadership styles the most effective style has been considered that of the authoritative style. This style brings individuals together, builds self-confidence, and easily adapts to the environment around. Show more content, authoritative leadership style has the most positive impact of all styles on the overall operating climate. It creates a very positive and upbeat place to work.