Professional Documents
Culture Documents
Training Program
2 (CWTS)
Module 2: Leading and Leadership
Objectives
To enhance the leadership skill of the
students.
To figure out what are the duties and
responsibilities of a leader.
Overview
This session focuses on the function of a leader and how important a leader on an
organization.
Meaning of Leadership
Leadership is the process of
influencing others to behave
in preferred ways to
accomplish organizational
objectives.
Leadership possesses
as many definitions as
the term motivation. Is
Meaning
an elusive, yet very real
of
concept that daily
Leadership
influences every person
in every organization in
the world.
Meaning of Leadership
Leadership is the relation in which one
person (the leader) influences others to
work together willingly on related task to
attain goals desired by the leader and/or
group.
Meaning of Leadership
Leadership is the managerial
activity that maximizes productivity,
stimulates creative problem, and
promotes morale and satisfaction
(Blake and Mouton)
Leaders
Good leaders are made not born. If you have the
desire and willpower, you can become an effective
leader.
To inspire your workers into higher levels of
teamwork, there are certain things you must be,
know and do.
These do not come naturally, but are acquired
through continual work and study.
Good leaders are continually working and studying
to improve their leadership skills; they are NOT
resting on their laurels.
1. Leader
You must have an honest understanding of
who you are, what you know, and what you
can do. To be successful you have to
Leadership
Four Factors of Leadership
2. Followers
Different people require different styles of leadership. A person who
lacks motivation requires a different approach than one with a high
degree of motivation. You must know your people! The
fundamental starting point is having a good understanding of
human nature, such as needs, emotions, and motivation. You must
come to know your employees’ be, know, and do attributes.
Four Factors of Leadership
3. Communication
You lead through two-way communication. Much of it is
nonverbal. What and how you communicate either builds or
harms the relationship between you and your employees.
4.Situation
Leadership
decide the best course of action and the
leadership style needed for each situation.
Principles of Leadership
Principles of
Leadership
BE a professional. Example: Be loyal to the
organization, perform selfless service, take personal
responsibility.
BE a professional who possess good character traits.
Example: Honesty, competence, candor, commitment,
integrity, courage, straightforwardness, imagination.
leadership – follower,
leader, communication,
and situation.
KNOW yourself. Examples:
Human needs, emotions,
and how people respond to
stress.
KNOW your job. Examples:
Attributes of
Be proficient and be able to
Leadership
train others in their tasks.
KNOW your organization.
Examples: Where to go for
help, its climate and
culture, who the unofficial
leader are.
DO provide direction.
Examples: Goal setting,
problem solving, decision
making, planning.
DO implement. Examples:
Communicating, coordination,
Attributes of supervising, evaluating.
Leadership DO motivate. Examples:
Develop morale and esprit de
corps in the organization,
train, coach, counsel.
The four pillars of an organization are
Leadership, Management, Command and
Control. They are important for every leader
and manager to understand because they
directly drive the organization.
Leadership drives the interpersonal aspects
of the organization, such as moral and team
spirit.
Management deals with the conceptual
The Four Pillars issues of the organization, such as planning
of Leadership and organizing.
Command guides the organization with well
thought-out visions that makes it effective.
Control provides structure to the
organization in order to make it more
efficient.
Villamargo as cited by
Coloma & Herrera (2004)
give three function of
Leadership, such as;
Functions of
Leadership 1. Providing Vision
2. Achieving Goals
3. Initiating
camaraderie and
smooth relationship.
Three Types of Leadership
There are three types of Leadership
• Authoritative type of leadership through fear;
• Persuasive or democratic type of leadership-
the one that practices the philosophy of
management; and
• Free-rein type, wherein the leader just allows
his followers to do what they want.
Adaptability-
adjustable to changing
situation
Consideration-
Traits which a
leader should thoughtful and kind
have: Dedication- devotion,
especially to duty
Dignity-quality of being
honorable or excellent
Faith- a belief without
evidence; confidence or
dependence on a person
Traits which a Experience-something
leader should undergone
have: Honesty-trustworthiness
Initiative- first move,
does not wait to be told
Traits which a leader should have:
Integrity-
Judgment-
uprightness of
decision reached
character
Justice- Kindness-
impartiality; gentleness of
righteousness heart, humanness
Knowledge-
knowledgeable
Loyalty
Persuasiveness
Poise
Traits which a
leader should Resourcefulness
have: Tact
Thoughtfulness
Unselfishness
Leadership style is the manner and
approach of providing direction,
implementing plans, and motivating
people.
AUTHORITARIAN
(AUTOCRATIC)
I want both of you to…
In this style, the leader allows the employees to
make decisions. However, the leader is still
responsible for the decisions that are made. This
is used when employees are able to analyze the
This is not a style to use so that you can blame
others when things go wrong, rather this is a
style to be used when you fully trust and
confident in the people below you. Do not be
afraid to use it, however, use it wisely!
Leadership models help us to understand
what makes leaders act te way they do.
The ideal is not to lock your self in to a
type of behavior discussed in the model,
but to realize that every situation calls for a
different approach or behavior to be taken.
The Four Framework Approach
In the Four Framework Approach, leaders
Leadership display leadership behaviors in one of four
types of frameworks: structural, human
Model resource, political or symbolic.
This model suggests that leaders can be
put into one of these four categories and
there are times when one approach is
appropriate and times when it would not
be. That is, any style can be effective or
ineffective, depending upon the situation.
Structural Framework
In an effective leadership situation, the
leader is a social architect whose leadership style is
analysis and design. While in an effective situation,
Leadership the leader is a petty tyrant whose leadership style is
Model details. Structural leaders focus on structure,
strategy, environment, implementation,
experimentation, and adaptation.
Leadership Model
Human Resource Framework
In an effective leadership situation,
the leader is a catalyst and servant whose
leadership style is support, advocating, and
empowerment. While in an ineffective
leadership situation, the leader is a pushover,
whose leadership style is abdication and
fraud. Human Resource leaders believe in
people and communicate that belief; they are
visible and accessible; they empower,
increase participation, support, share
information, and move decision making down
into the organization.
Political Framework
In an effective leadership situation,
the leader is an advocate, whose
leadership style is coalition and building.
While in an ineffective leadership situation,
the leader is a hustler, whose leadership
style is manipulation. Political leaders
Leadership clarify what they want and what they can
Model get; they assess the distribution of power
and interests; they build linkages to other
stake holders, use persuasion first, and
then use negotiation and coercion only if
necessary.
Symbolic Framework
In an effective leadership situation,
the leader is a prophet, whose leadership
style is inspiration. While in an ineffective
leadership situation, the leader is a fanatic
Leadership or fool, whose leadership style is smoke
and mirrors. Symbolic leaders view
Model organizations as a stage or theater to plat
certain roles and give impressions; these
leaders use symbols to capture attention;
they try to frame experience by providing
plausible interpretations of experiences;
they discover and communicate a vision.
Servant Leadership is both a
leadership philosophy and set
of leadership practices.
Traditional leadership
generally involves the
accumulation and exercise of
power by one at the “top of
Servant the pyramid.” By comparison,
Leadership the servant-leader shares
power, puts the needs of
others first and helps people
develop and perform as
highly as possible.
Robert K.
While servant leadership is a
timeless concept, the phrase
Greenleaf
“servant leadership” was coined and the
by Robert K. Greenleaf in The
Servant as Leader, an essay that he modern
first published in 1970. In that essay, servant
Greenleaf said:
leadership
movement
“The servant-leader is servant first… It begins
Robert K. with the natural feeling that one wants to serve,
to serve first. Then conscious choice brings
Greenleaf one to aspire to lead. That person is sharply
and the
different from one who is leader first, perhaps
because of the need to assuage an unusual
modern
power drive or to acquire material
possessions…The leader-first and the servant-
servant first are two extreme types.
leadership
movement
Between them there are shadings and
blends that are part of the infinite variety
of human nature.” “The difference
manifests itself in the care taken by the
servant-first to make sure that other
people’s highest priority needs are being
Robert K. served. The best test, and difficult to
Greenleaf and the administer, is: Do those served grow as
modern servant persons? Do they, while being served,
leadership become healthier, wiser, freer, more
autonomous, more likely themselves to
movement become servants? And, what is the effect
on the least privileged in society? Will
they benefit or at least not be further
deprived?”
Robert K. Robert Greenleaf recognized that
Greenleaf organizations as well as individuals
and the could be servant-leaders. Indeed, he
had great faith that servant-leader
modern organizations could change the world. In
servant his second major essay, The Institution
leadership as Servant, Greenleaf articulated what is
often called the “credo.” There he said:
movement
“This is my thesis: caring for persons, the
more able and the less able serving each
other, is the rock upon which a good
society is built. Whereas, until recently,
caring was largely person to person, now
Robert K.
most of it is mediated through institutions Greenleaf
– often large, complex, powerful,
impersonal; not always competent;
and the
sometimes corrupt. If a better society is to modern
be built, one that is more just and more
loving, one that provides greater creative servant
opportunity for its people, then the most leadership
open course is to raise both the capacity
to serve and the very performance as movement
servant of existing major institutions by
new regenerative forces operating within
them.”
Dela Cruz, Sonia G. (2005). National
Development via National Service Training
Program. Mandaluyong City: Books Atbp.
Publishing Corp.
Del Rosario, Ed. D. (2012). Resurreccion
et. al. National Service Training Program
1. Bulacan: St. Andrew Publishing House.
Bibliography
NSTP Updates: Powerpoint. OSS CHED.
November 29, 2012
Servant Leadership.
http://en.wikipedia.org/wiki/Servant_leader
ship.