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, and creating an environment in which other team members feel actively involved in the entire process. A leader is not the boss of the team but, instead, the person that is committed to carrying out the mission of the Venture. Below are some qualities a strong leader may possess. Leader Qualities Good Listener: Your teammates may have a great way to improve your idea. By keeping your mind open to other ideas, you can come up with new ways to accomplish your goals. It is your job to make sure that everyone in the group is being heard. Listen to their ideas and accept their constructive criticisms. Focused: Constantly remind yourself and the group of your Venture’s goals and mission. If you stay on track and keep others on track, the team will stay motivated and be more productive. As leader of the group, it is important that you schedule time to meet with your Venture Team to establish and check-in about the goals you hope to achieve. Organized: A leader can set the tone for the team. A leader who is organized helps motivate team members to be organized as well. Available: As a leader, you’re responsible for a lot and you’re probably going to be very busy at times. However, you still need to find time to talk with your team. A good way to do this is to set frequent group meetings, so that no question or concern goes too long without attention.
Include others: A leader should not do all the work. What is Leadership? "Leaders are people who do the right thing. charging forward to meet the enemy." – Professor Warren G. Instead. Doing everything yourself is a poor use of time and prevents your Venture from growing. . Eisenhower The word "leadership" can bring to mind a variety of images. If you don’t believe in yourself and the success of your Venture. and proud of what you are doing. managers are people who do things right. intelligent. Decisive: Although an important part of being a leader involves listening to the people around you. remember that you are not always going to be able to reach a compromise. Confident: This could be the most important characteristic of a leader." – Dwight D. developing her company's strategy to remain ahead of the competition. Bennis "Leadership is the art of getting someone else to do something you want done because he wants to do it. goals. When this happens. even if some team members disagree with you. cutting a path through the jungle for the rest of his party to follow. An executive. and strengths. no one else will. Show others that you are dedicated. An explorer. a leader should work with his/her teammates and learn how to delegate responsibility while being mindful of everyone’s interests. For example: • • • An army officer. don’t be afraid to make the final decision.
The motivation environment is produced by creating a structured set of rewards and punishments. and inspiring. Autocratic Leadership Style This is often considered the classical approach. and motivating people. This leadership style has been greatly criticized during the past 30 years. implementing plans. Some studies say that organizations with many autocratic leaders have . Employees are expected to obey orders without receiving any explanations. Leadership Styles Leadership style is the manner and approach of providing direction. This early study has been very influential and established three major leadership styles. Leadership is dynamic. It is one in which the manager retains as much power and decision-making authority as possible.Leaders help themselves and others to do the right things. The manager does not consult employees. Army Handbook. Leadership is about mapping out where you need to go to "win" as a team or an organization. Kurt Lewin (1939) led a group of researchers to identify different styles of leadership. 1973): Four of the most basic leadership styles are: --Autocratic --Bureaucratic /paternalistic --Laissez-faire --Democratic This article will briefly define each style and describe the situations in which each one might be used. The three major styles of leadership are (U. build an inspiring vision. vibrant. They set direction. and create something new.S. nor are they allowed to give any input.
untrained employees who do not know which tasks to perform or which procedures to follow --Effective supervision can be provided only through detailed orders and instructions --Employees do not respond to any other leadership style --There are high-volume production needs on a daily basis --There is limited time in which to make a decision --A manager’s power is challenged by an employee --The area was poorly managed --Work needs to be coordinated with another department or organization The autocratic leadership style should not be used when: --Employees become tense. Certainly Gen X employees have proven to be highly resistant to this management style.higher turnover and absenteeism than other organizations. or resentful --Employees expect to have their opinions heard --Employees begin depending on their manager to make all their decisions . These studies say that autocratic leaders: --Rely on threats and punishment to influence employees --Do not trust employees --Do not allow for employee input Yet. These situations can include: --New. fearful. Sometimes it is the most effective style to use. autocratic leadership is not all bad.
Democratic Leadership Style The democratic leadership style is also called the participative style as it encourages employees to be a part of the decision making. This style is ineffective when: --Work habits form that are hard to break. This style can be effective when: --Employees are performing routine tasks over and over. --Employees are performing tasks that require handling cash. If it isn’t covered by the book. The democratic manager keeps his or her employees informed about everything that affects .--There is low employee morale. high turnover and absenteeism and work stoppage Bureaucratic Leadership Style Bureaucratic leadership is where the manager manages “by the book¨ Everything must be done according to procedure or policy. --Safety or security training is being conducted. --Employees are working with dangerous or delicate equipment that requires a definite set of procedures to operate. --Employees lose their interest in their jobs and in their fellow workers. the manager refers to the next level above him or her. He or she enforces the rules. --Employees do only what is expected of them and no more. --Employees need to understand certain standards or procedures. especially if they are no longer useful. This manager is really more of a police officer than a leader.
Like the other styles.their work and shares decision making and problem solving responsibilities. . It is most successful when used with highly skilled or experienced employees or when implementing operational changes or resolving individual or group problems. This style requires the leader to be a coach who has the final say. The democratic leadership style is most effective when: --The leader wants to keep employees informed about matters that affect them. --The leader wants employees to share in decision-making and problemsolving duties. Democratic leadership can produce high quality and high quantity work for long periods of time. Typically the democratic leader: --Develops plans to help employees evaluate their own performance --Allows employees to establish goals --Encourages employees to grow on the job and be promoted --Recognizes and encourages achievement. --Changes must be made or problems solved that affect employees or groups of employees. --There is a large or complex problem that requires lots of input to solve. team spirit. --The leader wants to provide opportunities for employees to develop a high sense of personal growth and job satisfaction. Many employees like the trust they receive and respond with cooperation. but gathers information from staff members before making a decision. the democratic style is not always appropriate. and high morale.
--Employee safety is a critical concern. This style should not be used when: --It makes employees feel insecure at the unavailability of a manager. make decisions. --Outside experts. --The manager feels threatened by this type of leadership. --It’s easier and more cost-effective for the manager to make the decision. and educated. experienced. and resolve problems on their own. All authority or power is given to the employees and they must determine goals. --Employees have pride in their work and the drive to do it successfully on their own. This is an effective style to use when: --Employees are highly skilled. Laissez-Faire Leadership Style The laissez-faire leadership style is also known as the “hands-off¨ style. --The business can’t afford mistakes.--You want to encourage team building and participation. It is one in which the manager provides little or no direction and gives employees as much freedom as possible. such as staff specialists or consultants are being used --Employees are trustworthy and experienced. . Democratic leadership should not be used when: --There is not enough time to get everyone’s input.
--The manager cannot provide regular feedback to let employees know how well they are doing. In order to be seen as an honest individual. 4. --Managers are unable to thank employees for their good work. you need to assume that people will think you are a little dishonest. 2. People will not assume you are honest simply because you have never been caught lying. 8. 7. Honest Forward-Looking Competent Inspiring Intelligent self confident determination integrity sociability Honesty as a Leadership Quality People want to follow an honest leader. --The manager doesn’t understand his or her responsibilities and is hoping the employees can cover for him or her. Years ago. The five leadership traits/leadership qualities are: 1. 3. With modern scandals. 6. this is no longer true. 9. . 5. When you start a leadership position. you will have to go out of your way to display honesty. many employees started out by assuming that their leadership was honest simply because the authority of their position.
that they haven’t really thought about tomorrow. Most of the time they are concerned that they will lose credibility if they share a vision of the future that doesn’t come about. This . it is because they are doing a poor job of leading in the present. This is a legitimate concern. They have created an organization and systems that rely too much on the leader for input at every stage. The leader is unwilling or scared to share the vision with others. While you may know where you want to go. Many times when a leader has no time to think and plan for the future. 2. but don’t wish to share it with others. Forward-Looking as a Leadership Trait The whole point of leadership is figuring out where to go from where you are now. Leaders run into trouble sharing their vision of the future when they start making promises to individuals. Remember. Some leaders have a clear vision. people won’t see that unless you actively communicate it with them. However. that leader is usually suffering from one of two possible problems: 1. However. strategizing and thinking about the future. they are things you need to actively display to those around you. When people do not consider their leader forward-looking. When a leader doesn’t have a vision for the future. it usually because they are spending so much time on today. many leaders want to avoid failure to the extent that they don’t admit when something did not work.One of the most frequent places where leaders miss an opportunity to display honesty is in handling mistakes. people need to know that a leader has a strong vision for the future and a strong plan for going forward. The leader doesn’t have a forward-looking vision. On a very simplistic level this can be solved simply by setting aside some time for planning. Much of a leader’s job is to try new things and refine the ideas that don’t work. these traits aren’t just things you need to have.
When people under your leadership look at some action you have taken and think. For example: “Last year I . but the individual will only hear the personal promise. If these moments are infrequent. They must demonstrate competency in a way that people notice. Like the other traits. Competency as a Leadership Quality People want to follow someone who is competent. that may be a promise they can’t keep. The leader is probably basing this promotion on the organization meeting financial goals. it is likely that some demonstrations of competency will help boost your leadership influence. This can be a delicate balance. As a leader. Another potential danger is that of minimizing others contributions and appearing to take credit for the work of others. is to celebrate and bring attention to team achievements. For a leader to demonstrate that they are competent. it isn’t enough for a leader to be competent. “that just goes to show why he is the one in charge”. In this way you indirectly point out your competency as a leader. you are demonstrating competency. Some people will assume you are competent because of your leadership position. one of the safest ways to “toot you own horn without blowing it”. There is a danger of drawing too much attention to yourself in a way that makes the leader seem arrogant. If a leader tells someone that “next year I’m going to make you manager of your own division”. but most will have to see demonstrations before deciding that you are competent. it isn’t enough to just avoid displaying incompetency.goes back to the trait of honesty. but they need to be able to demonstrate competency. This doesn’t mean a leader needs to be the foremost expert on every area of the entire organization.
or even historical fables and myths. Being inspiring means telling people how your organization is going to change the world. One technique to develop your ability to inspire is telling stories. there is a whole class of people who will follow an inspiring leader–even when the leader has no other qualities. Stories can help you vividly illustrate what you are trying to communicate. Stories that communicate on an emotional level help communicate deeper than words and leave an imprint much stronger than anything you can achieve through a simple stating of the facts. Stories can be examples from your customers. “Do you want to sell sugar water for the rest of your life. While there will always be room for improvement. Learning to be inspiring is not easy–particularly for individuals lacking in charisma. If you have developed the other traits in this article. It can be learned. a small investment in effort and awareness will give you a significant improvement in this leadership trait. fictitious examples from your customers.5 million.set a goal of reaching $12 million in sales and. or do you want to change the world?” Being inspiring means showing people the big picture and helping them see beyond a narrow focus and understand how their part fits into the big picture. thanks to everyone’s hard word. Look for ways to passionately express your vision. as of today.” Inspiration as a Leadership Trait People want to be inspired. A great example of inspiration is when Steve Jobs stole the CEO from Pepsi by asking him. being inspiring is usually just a matter of communicating clearly and with passion. Intelligence as a Leadership Trait . In fact. Take note of people who inspire you and analyze the way they communicate. we have reached $13.
people will notice if you are intelligent by observing your behavior and attitude. Spending 30 minutes of focused reading every day will give you 182 hours of study time each year. one of the best ways to exhibit intelligence is by asking questions. As unintuitive as it may seem. For the most part. Developing intelligence is a lifestyle choice. much of what is taught in college functions merely as a foundational language for lifelong educational experiences. the greater your understanding of how little we really understand. In fact. You can demonstrate your intelligence by gently leading people toward understanding–even when you know the answer.Intelligence is something that can be difficult to develop. Of course this means you need to be capable of asking intelligent questions. The greater your education. Learning from the people you lead by asking intelligent thoughtful questions will do more to enhance your intelligence credibility than just about anything. To develop intelligence you need to commit to continual learning–both formally and informally. you can develop a great deal of intelligence in any field simply by investing a reasonable amount of time to reading on a daily basis. education it is easy to take a class or two each year from well respected professors in the evening at your computer. Your focus needs to be on helping others learn–not demonstrating how smart you are. The road toward becoming more intelligent is difficult. One of the greatest signs of someone who is truly intelligent is humility. Your college graduation was the beginning of your education. Trying to display your intelligence is likely to be counterproductive. With modern advances in distance. The fact is that most people won’t make a regular investment in their education. long and can’t be completed without investing considerable time. Arrogance will put you in a position where people are secretly hopeful that you’ll make a mistake and appear foolish. not the end. . Informally.
their opinion of your intelligence will go up. you will be able to grow your influence to its potential as a leader. Your ability to demonstrate respect for the intellect of others will probably do more to influence the perception of your intellect than your actual intelligence. you now know more about what makes them so intelligent.Everyone considers themselves intelligent. . These are the most important traits that people look for in their leaders. Summary of the Five Leadership Qualities By consciously making an effort to exhibit these traits. After all. people will be more likely to follow you. If you ask them to explain parts of their area of expertise and spend the time to really understand (as demonstrated by asking questions). so you must be smart as well. By exhibiting them on a regular basis.
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