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Shahid Hussain Raja

Independent Consultant-Public Policy www.sanoconsultants.co.uk 27th July,2013

Introduction What is leadership Role of leadership Features of leadership What is management Old distinction Essential ingredients of leadership Conclusion

As a public servant, there is no distinction between a leader and a manager. Both are needed at all the three broad levels of any organization- strategic, operational and tactical. Nature of assignment would determine which aspect should be given more emphasis-leadership or management Similarly it has nothing to do with grades, scales or position; anyone who performs leadership role and functions is a leader Not a trait to be inherited rather a skill which can be learnt, improved and refined

What should you do to prove your leadership and management skills ? This presentation answers this question

A leader is a person who influences a group of people towards the achievement of a goal 3P's - Person, People and Purpose. Person-leads by example People-he must have followers Purpose-personal vision, where to go

Knowledge of challenges Formulating a vision

Chartering the roadmap


Marshalling the resources

Leading by example- knowledge, skills and character


Motivating the followers-

It is a science (there are rules to learn) as well as art (needs practice for perfection)

Holding formal office not necessary but gives formal legitimacy and helps in leadership role
Comes in different shades of grey- charismatic, professional, situational Mostly perceptions in the minds of followers-no more leader if people reject you for any reason More like a romance; will wither away if not reinforced by continued efforts to be a leader

Management is an organizational process that includes planning, organizing, leading and controlling Leadership is thus a function in the management process while management is an attribute of leadership Being two sides of a coin, both are needed at all the three broad levels of any organizationstrategic, operational and tactical

Management is doing things right; leadership is doing the right things. Peter F. Drucker

Leadership has more to do with personality while management is more about environment Leadership is more art than science while management is obverse of that equation

Leadership provides vision, direction while management is to collect and control resources to achieve the task given Leadership is effectiveness first, efficiency secondary while it is reverse in management Leadership is leap of faith; management is taking calculated risks

Leading by example-professional competency Providing congenial environment to juniors Selecting the right person for right job Setting challenging but attainable goals Effective job description, Appropriate delegation Incentives and rewards system Periodic monitoring and evaluation Continuous capacity building of subordinates

Legal/regulatory framework Facts and figures Strengths and weaknesses Opportunities and threats Challenges and responses Vision and mission

Appropriate office space Adequate staff support

Equipment and machinery


Financial independence and wherewithal Emotional support

Eternal wisdom-do not fit a square peg in a round hole Beside being morally and legally wrong, it is economically counter productive Adversely affects the morale of the other employees Hinders the achievement of organizational goals Badly reflects upon your leadership qualities

Set challenging but attainable goals for the employees They should be measurable and relevant to their respective sphere of duty

Communicated to them in clear terms with reasonable time frame


Do not leave them in the lurch. Guide them

Reward the achievers publicly, counsel the laggards privately

Nothing is more frustrating than ambiguous job description Every employee must know what he or she is supposed to do-in writing and verbally Carrying job analysis and job description of every post periodically establishes you as a leader

Conceive-what duties everyone is performing Choose-what to weed out, what to retain and what to delegate to whom Capacity-is he fit to shoulder the responsibility Clarity-clear instructions about job, timeframe Communications-constant liaison Confidence-repose confidence, build confidence Constant monitoring-everyone needs it Cooperation-help them when they need you

Even charitable organizations need to reward their star performers Not necessarily the monetary benefits; paid holidays, training opportunities etc Public appreciation does wonders But counsel/warn in private

Best legacy of a leader is leaving behind an efficiently functioning organization, not deluge Best way to do so is capacity building of your employees and effective delegation Ideal course is to show and tell them how to do things by your personal competency

Combination in-house and external training courses

Everyone needs to be led and monitored Midterm correction is only possible through monitoring

Awarding and punishing is also possible only through evaluation of their performance
Never be afraid or ashamed of carrying out periodic inspection of subordinates

Ten good soldiers ,wisely led will beat a hundred without a head Euripides