Model self-leadership

Implement the vision and strategy

Encourage employees to create self-set provided by leaders
goals
Promote stability
Encourage the use of self-rewards to
strengthen and increase desirable Self-Leadership(or Self- Coordinate staff and handle day-to-day
behaviours Management) problems
Managers
Create positive thought patterns

A senior employee who sponsors and

supports a less-experienced employee Leaders Press for change
Mentoring
Innovates for the entire organization
Remove Obstacles
Creates vision and meaning for the
Build commitment and Confidence Effective team leaders Contemporary Leadership Roles organization
Team Leadership Are Managers and Leaders the Same?
Create opportunities

Roles of Team Leaders

Liaisons with outsiders
Extroversion
Troubleshooters
Online Leadership Conscientiousness
Conflict Managers
Openness
Coaches
Emotional Intelligence
Benefits Leadership without Authority
Latitude for creative deviance Leadership Traits

Issue Focus

Front-line Information
Theories that consider personal qualities
and characteristics that differentiate
Leaders who know who they are, know leaders from non leaders
what they believe in and value, and act on
these values and beliefs openly and
candidly. (ethical people) Trait Theories: Are Leaders Different from
Authentic Leadership Others?

Leadership that conveys values that are

Socialized Charismatic
Leadership The extent to which a leader is likely to
define and structure his or her role and
other-centered versus self-centered by those of employees in order to attain goals
Leadership
leaders who model ethical conduct

Moral Leadership Contemporary Issues in Leadership The Ohio State Studies Initiating Structure
Cornerstones to a "Moral Foundation of The extent to which a leader is likely to
Truth Telling
Leadership" have job relationships characterized by
Consideration
Promise Keeping Leadership as Supervision mutual trust, respect for employees' ideas
and regard for their feelings
Fairness
Gender: Do Men and Women Lead Theories which propose that particular
Respect for the individual Differently? behaviours make for better leaders

Women
Behavioural Theories: Do Leaders Behave
Enhance follower's self-worth in Particular Ways?
Democratic Leadership Men
Lead through inclusion
A leader who emphasizes interpersonal
Employee-oriented leaders
Share leadership and encourage relations
participation Directive Command-and-Control Style
The Michigan Studies
Rely on charisma, expertise, contact, and A leader who emphasizes the technical or
interpersonal skills to influence Production-oriented leaders
Leaders who inspire followers to task aspect of the job
Leadership that critically examines the
transcend their self-interests for the good
status quo with the view to developing and
of the organization
articulating future strategic goals or vision
for the organization The degree of confidence, trust, and
Be more self-confident respect members have for their leaders

Transformational vs. Charismatic Leader-member relations

Inspirational Leadership Substitutes for Leadership
Leadership
Be assertive and more dominant in Definition
Transformational Leadership The degree of influence a leader has over
behaviour Contingency Theories: Does the Situation
Vision and articulation Matter? power variables such as hiring, firing,
Charismatic Leadership Position power
discipline, promotions, and salary
Rely on their formal position power How Transformational Leadership Works increases
Personal risk
Characteristics Fiedler Contingency Model
Unconventional Behaviour Theories which propose that the situation
has an effect on leaders The degree to which the job assignments
Idealized Influence Task Structure
are procedurized
Sensitivity to followers' needs
Inspirational Motivation The Dark Side of Charismatic Leadership Hersey and Blanchard's Situational
leadership
A paternal model
Intellectual Stimulation

Transactional Leaders A model that focuses on follower

Individualized Consideration The develop an inability to listen to others readiness
Full Range of Leadership Model
Contingent Reward
Because of their overwhelming self- An intuitive model
Leaders who guide or motivate their confidence they may become ego-driven The directive leader lets followers know Path-Goal Theory
Management by Exception followers in the direction of established what is expected of them
goals by clarifying role and task
They hold an unjustifiable belief in their
requirements Determine the outcomes subordinates
rightness on issues The supportive leader is friendly and Leadership Behaviours Effective Leaders
want
Laissez-Faire shows concern for the needs of followers
Employees follow their lead
unquestioningly Reward individuals with their desired
The participative leader consults with outcomes
followers and uses their suggestions
before making a decision
Let individuals know what they need to do
to receive rewards
The achievement-oriented leader sets
challenging goals and expects followers to
perform at their highest level