NAME OF THE ORGANIZATION: SIAYA MUUNGANO NETWORK

TITLE: LEADERSHIP AND MANAGEMENT TRAINING

DATE: 19TH JANUARY 2021 TO 21ST JANUARY 2021

VENUE: INSTITUTE FOR LAW AND ENVIRONMENTAL (ILEG)

GOVERNANCE RESOURCE CENTER

PREPARED BY: MARTINA ONYANGO

LEADERSHIP AAND MANAGEMENT
BACKGROUND
Siaya Muungano Network on the 19th January to 21st January held a three days training for Siaya
Muungano Network staff and the management committee. The training was held at Institute for
Law and Environmental Governance (ILEG) Resource Center. The total number of participants
who attended the training were ten, among them were 9 females and 1 male, 5 youths,5 adults
and 1 PWD.

The objectives of the training on leadership and management were; to help in strengthening the
members of the organization to be able to articulate the issues in the society, capacity building, to
equip the staff and the management committee on leadership and management, to help bring the
staff and management committee together and help understand the agenda of the organization
and focus on the goals, to help the staff learn ways of utilization of resources and discipline of
both the staff and management committee.
The rules and regulations that were set during this three days training were that every participant
and even the consultant should keep time to enable the goal to be achieved by the end of the
three days. The training areas during the leadership and management training included; the
difference between a leadership and a leader, qualities of a good leader, types of leadership,
difference between leadership and management, organization structure, principles of
management.
Day 1
On the first day of training, being the start of the training, participants were given a chance to
introduce themselves and give their expectations that they wanted to achieve by the end to the
training. The key expectations for the training were; to learn the skills that one need to lead
effectively, to help in widening the abilities on how leaders can think in innovative and creative
ways, to help in building effective working teams by the end of the training and also to be able in
making better decisions. It was agreed that on the first day we would discuss leadership and
qualities of a leader

Introduction to leadership
In this session the participants were taken
through the definition of leadership and a
leader. Leadership is the art of motivating
a group of people towards achieving a
particular goal while a leader is a person
who has the authority to mentor and
control, is an individual who motivates
Figure 1:The facilitator Mr. vincent Obondo explaining to the
and inspires a group of people.
participants the meaning of leadership
Qualities of a leader
i. A leader should be a team player
ii. A leader should practice professionalism
iii. A leader should be a good listener
iv. A leader should have good professional skills
v. A leader should be a role model
vi. A leader should be a critical thinker
vii. A leader should have ability to delegate
viii. A leader should be one with self-awareness
ix. A leader should be creative
Day 2
On the second day of training the participants started by a recap to remind themselves on the
previous day`s lessons. After the recap the participants were divided to into two groups to
discuss the origin of leadership and the organization structure and later each group was given a
chance to present their findings.
Origin of leadership
As we look to be organized and perform
tasks, someone has to be in charge and that’s
the source of leadership. Leadership comes
automatically, voluntarily or through
appointment. This discussion was done by
group one members.

Figure 2: Group one members discussing the origin of leadership

Organizational structure and its

importance Organizational structure – Is a
system that outlines how certain activities
are directed to achieve the goals of an
organization, it includes responsibilities
and how information flows within the
organization.

Figure 3: Group two members discussing the importance of an

organization structure.
Importance of organizational structures
The roles and responsibilities of the staff members are well defined, helps in the smooth running
of the organizational activities, provides guidance to all employees by laying out official
reporting relationship and also it determines how information flows from one leadership level to
another. This was presented by group two members.
Leadership styles

1. Dictatorship/authoritative/autocratic.

The facilitator explained that this is a leadership style that is mostly used by the governments.
This is where the leader’s decision is final. There is no room for other opinions of other
members of the organization.

2. Democratic.

In this leadership style, the leader makes a decision but the members are allowed to air their
views however it is not guaranteed that their inputs will make part of the final decisions.
Public participations are conducted just for formality.

3. Laissez Faire’

Is a type of leadership where leaders let their employees use their creativity, resources and
experience to help them meet their goals. The employees are left to make decisions on their
own.

4. Coaching/ bureaucratic

Is a leadership style where a leader helps people build on their strengths, recognize their
weaknesses and improve their skills.

Day 3

On the day three of training being the last day of the training, the participants did a recap of
the discussions made on the last two days then the consultant took us through management

Management

Is the process of dealing with or controlling things or people. The principles are; controlling,
planning, organizing and directing.
Differences between leadership and management

These were categorized as follows;

Leadership Management
Asks questions Gives direction
Have followers Have subordinates
Motivates authoritative
Shows what to do Tells what to do
Serves Is served
Implements good ideas Has good ideas
Creates change Reacts to change

A brief discussion on the documents that an organization should have was done and it was found
that they included constitution, certificate of registration, organization profile, strategic plan,
financial management policy, Human resource manual, gender policy, asset registry and many
more depending on the type of the organization. The participants in groups discussed the asset
registry and what it entails as the most required document an organization should have.

Asset Registry

Asset registry was defined as a

document with a complete listing of an
organization’s physical resources.

It is used by the organization to track

the date assets were purchased,
calculate their value and identify their
physical location. It shows the quantity
Figure 4: Miss Beverly Kadega doing a presentation on the asset registry.
and value of things like office

equipment, motor vehicles, furniture, computers, communication systems and equipment.

Typical information captured in an asset registry include; a unique identifier code, asset name,
item description, serial number, tag number, purchase cost, financier, asset life and depreciation
rule.

Conflict resolution

i. Conflict resolution is the

ii. The process of solving a conflict in an organization includes the following steps;
iii. Identify the real cause of the conflict.
iv. Go beyond the cause, think beyond.
v. Bring the parties involved in the course.
vi. Identify solutions practicable and acceptable to both parties.
vii. Do follow up.

Lessons learnt

- Organization structure is important since it helps to distinguish the roles of the members
of staff in an organization.
- Different leaders have different leadership styles and therefore as members of the
organization we are to understand and be able to accept their styles of leadership.
- Every member of the organization has different leadership qualities, as the staff we
should be able to blend for the peaceful co- existence.

Recommendations

i. It was recommended that more training sessions should be organized to all participants
understand and discuss more on leadership and management.
ii. Clear roles and responsibilities of each role of the organization should be clearly defined.

Conclusion

In conclusion leadership and management can work in different capacities and again can be the
same when developing and organization leadership should build on the systems based on
management. In addition, management will also have no support without the work of leadership.