community power Max Weber defined power as ‘the chance of … men to realise their

own will in a communal action even against the resistance of others who are participating in
the action’. This definition is disputed and a major contribution to competing theories of power
comes from the community power debate—arguments about how and by whom power is
exerted in local democratic polities.

Community Leadership:

There are different kinds of leadership that are needed in different contexts and for
different purposes. It is an important element of making communities stronger, but a different
kind of leadership than as in the military or in corporations.

It is relatively easy to recognise what we want, but how do we train someone to obtain
it (as a mobiliser and as a community leader), and how do we train someone to recognise it in a
community member, let alone recognise a potential community leader?

There is a lot of training in leadership that is used by military organizations, but that is
leadership in a hierarchical organization. The social organization of a community is not the
same as the social organization of an army or air force, and a different kind of leadership is
needed.

"To lead people, walk beside them ..."

Although he was writing about three thousand years ago in China, Lao Tsu's thought are
very modern. He was suggesting democracy in a mild, calm way, long before the time of
Classical Greece. His philosophy is much in contrast with the authoritarian approach of
Confucius.

In the following, Lao Tse is talking about characteristics leader have, not their leadership
itself.

As for the best leaders, the people do not notice their existence.
The next best, the people honour and praise.
The next, the people fear;
and the next, the people hate ...
When the best leader's work is done the people say,
"We did it ourselves!"

Lao-Tsu
Four Key Factors of Leadership ‘’JUHAIR’’
All leaders should be in tune with four key factors of leadership: the led, the
leader, the situation and the communication. All four factors must always be
considerations when exercising leadership, but at different moments, they affect each
other differently. The key factor in one circumstance may have little importance in
another. All four factors of leadership must be used when deciding a course, a direction
of action. Mistakes happen when leaders fail to consider all four leadership factors and
to see how they affect each other in a particular mission or task.

#1The Led

The led are the people you are trying to bring together as a team, the people you are
ultimately responsible for. The group is defined by having three things in common:

1. A common goal (shared pool of meaning)

2. Interdependence in achieving that goal; that is, they all need one another for
success
3. Knowing and acting as if they have a common goal; that is, consciously responding
to their interdependence.

#2The Leader

You get what you give. As a leader, you must have an honest understanding of who
you are, what you know, and what you can and cannot do; “know thy self.”

Know your personal strengths and weaknesses, capabilities and limitations. You
need to be able to discipline yourself in order to lead your team effectively.

Look honestly at yourself. If you have trouble assessing yourself, ask your leader
what he or she would like to see you change about the way you lead others. Seek
counsel from your peers and seek an experienced team member to ask, “How well do
you think I lead?”

#3The Situation

All situations are different. Leadership actions that work in one situation may not
necessarily work in another. Consider all available resources before determining the
best leadership action to take. In identifying resources, remember PET (people,
equipment/resources and time).

Consider the team’s level of competence, motivation and commitment to perform the
mission or task. In one situation, you may have to supervise the team’s work closely. In
another, your main job might be to encourage and motivate individuals who are well
qualified to accomplish the task. Sometimes, the situation will require that you do a bit of
both. The term micro manage usually has a negative connotation to it. But I learned in
this program that some team members who may be less skilled actually need it.

Consider the timing of your actions. For example, confronting a team member may be
the correct decision, but if the confrontation occurs too soon or too late, or it is done in
front of their peers, the results may not be what you intended.

We all make mistakes. If you take the wrong action, reanalyze the situation take quick
corrective action and move on. Remember BRAD-back up, regroup, assess the
situation, and drive on. Learn and reflect from your mistakes and those of others,
but don’t dwell on them during the mission.

#4The Communication

Communication is the exchange of information and ideas from one person to another.
Effective communication occurs when others understand exactly what you are trying to
tell them; and when you understand precisely what they are trying to tell you–whether
it’s oral, written or physical interaction alone, or some combination of them.

A leader communicates standards by your example and by what behaviors you

ignore, reward, punish or counsel. Different situations call for different types of
communication. Your tone of voice, choice of words and physical actions combine to
affect those you lead.

Say the correct thing, at the appropriate moment and in the right manner. Through
your methods of communication, you encourage your team to follow you and your
directions. You must earn their trust and confidence. What and how you communicate
either, fuels trust and confidence or erodes it.

The Most Common Leadership

( Alyasser)

1. Democratic Leadership
Commonly Effective

Democratic leadership is one of the most effective leadership styles

because it allows lower-level employees to exercise authority they'll need to
use wisely in future positions they might hold. It also resembles how decisions
can be made in company board meetings.
For example, in a company board meeting, a democratic leader might give the
team a few decision-related options. They could then open a discussion about
each option.

2. Autocratic Leadership
Rarely Effective

Autocratic leadership is the inverse of democratic leadership. In this

leadership style, the leader makes decisions without taking input from anyone
who reports to them. Employees are neither considered nor consulted prior to
a direction, and are expected to adhere to the decision at a time and pace
stipulated by the leader.

An example of this could be when a manager changes the hours of work shifts
for multiple employees without consulting anyone -- especially the effected
employees.

3. Strategic Leadership
Commonly Effective

Strategic leaders sit at the intersection between a company's main operations

and its growth opportunities. He or she accepts the burden of executive
interests while ensuring that current working conditions remain stable for
everyone else.

This is a desirable leadership style in many companies because strategic

thinking supports multiple types of employees at once. However, leaders who
operate this way can set a dangerous precedent with respect to how many
people they can support at once, and what the best direction for the company
really is if everyone is getting their way at all times.

4. Transformational Leadership
Sometimes Effective

Transformational leadership is always "transforming" and improving upon the

company's conventions. Employees might have a basic set of tasks and goals
that they complete every week or month, but the leader is constantly pushing
them outside of their comfort zone.

When starting a job with this type of leader, all employees might get a list of
goals to reach, as well as deadlines for reaching them. While the goals might
seem simple at first, this manager might pick up the pace of deadlines or give
you more and more challenging goals as you grow with the company.

5. Transactional Leadership
Sometimes Effective

Transactional leaders are fairly common today. These managers reward their
employees for precisely the work they do. A marketing team that receives a
scheduled bonus for helping generate a certain number of leads by the end of
the quarter is a common example of transactional leadership.

When starting a job with a transactional boss, you might receive an incentive
plan that motivates you to quickly master your regular job duties. For example,
if you work in marketing, you might receive a bonus for sending 10 marketing
emails. On the other hand, a transformational leader might only offer you a
bonus if your work results in a large amount of newsletter subscriptions.

6.Coach-Style Leadership
Commonly Effective

Similarly to a sports team's coach, this leader focuses on identifying and

nurturing the individual strengths of each member on his or her team. They
also focus on strategies that will enable their team work better together. This
style offers strong similarities to strategic and democratic leadership, but puts
more emphasis on the growth and success of individual employees.

Rather than forcing all employees to focus on similar skills and goals, this
leader might build a team where each employee has an expertise or skillset in
something different. In the longrun, this leader focuses on creating strong
teams that can communicate well and embrace each other's unique skillsets
in order to get work done.
7. Bureaucratic Leadership
Rarely Effective

Bureaucratic leaders go by the books. This style of leadership might listen and
consider the input of employees -- unlike autocratic leadership -- but the
leader tends to reject an employee's input if it conflicts with company policy or
past practices.

DAUD-(relationships and social change.)

“ Functions of community interms of Dynamics and processes”

Ex: community power, leadership relationships and social change.