Loading 
Bonanza Offer FLAT 20% off & $20 sign up bonus Order Now
The world is changing as time is moving in its own rate and innovative thoughts, and great leadership is the only option left for any organization to be spread in the world. It has been a very long time from since the leadership is getting different definition with the change in the market and business (Northouse 2015). It can be sated that leadership is a quality that is generally an inheritance property of the individual but embracing it according to the new age is the most challenging and most emphasizing factor of a leadership. Tim Smit is one of the living examples how he enrolled his leadership quality and presented an innovative thought that helped in overcoming the globalization and motivated his team towards the success (Durkee 2014). Leading the workgroup and team towards a positive direction and leading business to the top is one of the major benefits of a good leadership.
The purpose of this report is to throw light on the objectives related to the better leadership and related consequences whether it is positive or negative. This report explains about an example related to the leadership of the Eden Project. This is one of the organizations, which are building big revenue in very less span of time through better and innovative leadership. This repot emphasize on the facts related to the leadership in workgroups and team management could be helpful in achieving a great leadership in business or any project.
Leadership can be defined in many ways and many interceptions could be interpreted related to its meaning. Leadership can be denoted in simple ways such as ‘motivating others to follow’, ‘manipulating others to work accordingly’, or it could be interpreted through emphasizing particularly such as ‘role played by authority in decision-making’ (Nahavandi 2016). It could be referred as the behavioral category of an individual or the function of the personality. This led to make the statement that leadership could be defined in many ways as per the perspective of the individual who is talking about it. Leadership plays an important role during the nature change in the working premises as it mainly focuses on emphasizing on the output through close control of the workforce and for creating an environment of support, training, and empowerment. Thompson (2015) stated, “The leader–follower relationship is reciprocal and effective leadership is a two-way process that influences both individual and organizational performance. Leadership is related to motivation and interpersonal behavior.”
A perfect leader should be capable of both motivating the employees towards the overall goal of the organization and designing the efficiency and effectiveness of the organization. These broader concepts should be the prior objective any leader in manner to lead the organization to its success (Bolman and Deal 2017). ‘Teamwork and inspiration’ are the new concepts those could be refereed as it inherited from the leadership, nowadays leadership does not focuses only on control and command only rather, it should be focusing on the collaboration between the team. Effective collaboration between the team and promoting them to put forward their innovative thoughts and ideas should be the objective of any leader. Based on the theory presented by Gregoire and Arendt (2014), it can be sated that the focus of the leader should be on moving organization and related stakeholders to look forward in manner to increase the competency level between the employees and teams incorporated for the output of the organization in manner to increase the efficiency of the organization. It is a job of the leader that he or she contributes to the enthusiasm of the individuals and motivates them to be contributed towards the goal of the organization.
Management and leadership are the two terms those are in general being used interchangeably in the real world. However, management can be referred to the achievements those have been gained through getting activities done though other people or employee. This should also include roles and responsibilities of each individual as the contribution to the organization (Renz 2016). On the other hand, leadership emphasize on the interpersonal behavior of the individuals in wider context. It can also be associated with the enthusiastic and willing behavior of the individuals following the leaders. Hallinger (2013) shows their interest in the related topic and stated “Leadership does not necessarily take place within the hierarchical structure of the organization. It occurs at different levels and can be manifested in different ways.” Leadership and management could be kept in different pockets as they focuses on different objectives despite of having the same goal. Management is applicable in the context related to the organizational control only whereas, leadership could be used in many contexts and is applicable wherever, group of individuals are working for the same achievement or goals (Hallinger and Chen 2015). Management has been formally appointed and for leadership, there is no need of any appointment. The slogan for the management could be stated as ‘doing things right’ and in context with the slogan of the leadership, ‘doing right things’ can be stated ad the perfect slogan. Management is nothing but an exercise that influences the individuals over using extrinsic motivation introduced by the manager of the project or the organization and those are based on the externally determined legitimacy. However, leadership is an exercise that is capable of influencing others through reflective subjective, and intrinsic motivation, and follower-based legitimacy.
Based on the attitude towards conception of work, goals, development, relation with others and self-perception, there are many differences between the management and leadership. Leaders focus on active and personal attitude towards the goals whereas, managers focus on passive or impersonal attitudes towards the goal (Armstrong 2016). Other difference between management and leadership can be sated as managers always tends to balance and coordinate with the individuals to accept the solutions in manner to eliminate the facts related to the conflict between the employees. However, the leader tends to excite the workers and develop options that allow the system to give substance to images (Fischer et al. 2016). Management does not connect emotionally with the employees, staffs or other individuals whereas, leaders have to show empathy and keep emotional attachment with the individuals involved in the team or group.
Qualities: It can be assumed that leaders cannot be made, they are leaders by birth and a good leadership consists of certain personal traits or inherited characteristics. Better leader do not always focuses on the job of the individual itself rather; it focuses on the individual in the job.
Group or Functional Approach: Attention should be given on the responsibilities and functions of the leadership, activities of the leader, and the nature of the group (Jaques 2017). Assuming that leadership could be developed and learned with practice, a leader should continue his practices.
Leadership as a Behavioral Category: Leader should understand the fact that the behavior of the individual performing the responsibility of the leader influences the performance of the group and the members of the team (Lewton and Paez 2015).
Leadership Styles: This emphasis on the ways through which the functions related to the leadership should be carried out and the behavior of the manager should be adopted in manner to subordinate the staffs. A manager should adopt leadership in manner to be “concerned with the effects of leadership on those being led” (Bolman and Deal 2017).
Contingency Models and Situational Approaches: It is necessary to consider that single leadership style cannot be applicable for all the types of situation that might be faced during collaborating with groups and the teams. The approaches should be made according to the situation faced by the leader or the manager while executing any project (Vogel and Masal 2015).
Transformational Leadership: It can be described as the process of engendering commitment of leadership and motivation. That could be helpful in creating vision for enhancing the performance of the organization and requesting for the higher values and ideals of the individual following the leaders (Jonson, Miller and Hamrin 2014).
There are many advantages of a better leadership. It is a very crucial factor that the leadership should follow in a positive direction while focusing on enhancing the output of single employee considering the overall enhancement in the performance of the organization (Welch et al. 2014). A better leadership provides vision for rest of the team members and allows the followers to follow a single direction focusing the ultimate goal. Better leadership brings clarity in the thoughts of the individual whether they are following the right path or not. Believing on the fellow employees and individuals will help in gaining the confidence and belief of them (Burkhardt 2015). A good leader will always attempt to stretch the thinking of the individuals and improve their skills through proper and regular communication between the team members. Hard decisions are other important aspect related to the leadership that a leader must take while decision-making. Leaders enhance the thinking capability and capacity of the innovative thinking relating them with experience he gained with his work experience (White et al. 2015). Leader protects his or her team members and promotes the working of the team members through motivating them.
Leadership plays important role in all aspects for the enhancement of the overall performance of the organization but as not everything is perfect, there are certain risks that should be mitigated or tried to keep at minimum level (Ainsworth 2014). Following are the lists of certain risks that might affect the leadership or leadership career of the individual.
Risk of forgiveness: Forgiveness or giving second chance to a team member could result in good manner for the production or output of the organization whereas, it might result in loss of faith by rest of the team fellows. Other members might feel that the individual is getting priority from the leader and might not feel safe.
Risk of Vulnerability: The idea or the direction, to which the team members are being pushed, should be accurate and efficient in manner to achieve the goal. The thought and planning of the leader might lead the whole team to fall in a dug.
Risk of Integrity: It is not possible that a leader would be able to present innovative ideas every time or every innovative thought presented by him will be integrated with rest of the team members (Leautier 2014). It is very important for a leader to listen to others and admit the mistakes that might had been made by him ion pasts.
Risk of Supporting: In the above report, it has been reported that he or she should support the innovative thoughts and ideas presented by everyone and needs a great courage to listen to the innovative thoughts presented by others. However, this might be effective while executing the project or running business but might lead to several instances that might affect the business.
Risk of overcoming adversity: As a leader, an individual should always welcome the obstacles or hurdles, and adversities and should always try to transform those hurdles into an opportunity (Leutier 2014). This lead to the statement that the individual who embrace risk will be able to overcome the inevitable challenges those are the parts of a leadership.
Tim has shown an innovative approach in collaborating tem on the same pitch as his daily motivational actions reflect. Tim is managing his 700 staffs with a unique management process that includes nine principles of management those are very unique in its own place. He is trying to trying to push conversation through establishing ‘say hello to twenty people then start the day’ rule (Bianchi 2017). This will lead to make conversation between the staffs that is one of the necessary elements for a collaborating work environment. He put emphasis on reading books, playing games, watching movies and concerts that could enable the staffs in learning different cultures and will result in innovation thinking. There are various other activities those are being imposed by Tim Smit within the work environment that in not only helpful in collaborating between the staffs but also helpful in going straight in the same direction along with everyone and enhance the performance of the Eden Project (Pak 2015).
For a non-profit organization, a leader should understand what is going to work and what is not going to work, while concerning about the staff nurturing across generations. Making positive relationship with the team members at the working environment and cultivation of strong beliefs on the leader could be helpful in enhancing the performance and reaching goals as per the expectation of the organization (Osula and Eng 2014). Several aspects need to be concerned while talking about the leadership for a non-profit organization. Firstly, relationship is a strong factor that states that overwhelmingly, the members of the non-profit organization will be giving their 100 percent contribution to the organization, if they have a better relationship with their direct supervisors. It is very important to make good communication and better relationship with the staffs or team members. Another aspect is that, the leader should always push the other members about the strong belief in the mission of the organization. It is very crucial for the team members to understand the mission of the organization in manner to motivate them about reaching the goal of the organization. In addition to the above objectives, job requirement, evaluation of the progressing work, and clarity about the choices or decisions and by the leader are the considerable facts related to the better leadership. Choosing explicit paths along with the hurdles that might affect the efficiency can be regarded as the key for the career advancement (Hurlburt et al. 2014). The individuals in the working group or in the team always needs a clear path advancement including the facts related to the success along with the salary that is about to be paid for the success. Most of the group members are aware when higher responsibilities come at the work and how salary is being decided.
Tim Smit sees the benefits with individual accomplishment of the staffs in the overall project, despite of the hazards or risks that might be raised in the organization. He understands the fact that working within an organization and among so many workers, he must have good resonance with other team members and this will alternatively lead to achieve the success subjected by him. He understands that having high moral and high occupation satisfaction will be helpful for the team members to work hard and be specific about the goals and achievements (Kissy Dainty and Tuuli 2013). It also seems that the team under Smit tend to be mirror reflection of the leaders. He believes the teamwork should be completely occupied with workers in well manner in order to motivate the team to achieve the goals and milestones. He is doing many fancy works those have been stated in the above report could lead to the biasing for him while determining devising. Smit needs to be emotionally resilient as said by Tyssen et al. (2014) “it besides shows some of the really human jobs associated with such an endeavor including struggles of involvement between the undertakings chief intent and some of the professional tea.” The engaging tactics imposed on the team by the decisions taken by Smits re far effectual and valuable, as the accomplishment of the goals set by Tim Smit requires decisive and focused leadership besides the control over the team. Tim Smit shows that a good leadership is an act of motivating the team members to work more volitionally and shows his passion and efficiency in the leadership. It is an accomplishment leading for Tim Smit by the frequent type of leadership of himself in the way end theory. He used transformational leadership that could be the best approach for the team and group as stated in the above paragraph. Well stated by Aga, Noorderhaven and Vallejo (2016) “the large word now associated with leading is vision. The ability to see the bigger image in order to take the long term position” he could be seen as an airy leader.
Based on the above report it can be concluded that leadership and management are two other things but a great manager is that who indulges the leadership qualities in the management process and that is what Tim Smit is showing the whole world. Leadership requires all the facts those have been stated in the above report but practicing them could be challenging part for any individual. Collaboration and well communication between the team could lead any organization to real upon the goal set by the head of the organization. This report discusses about the facts that help an individual in embracing his or her leadership qualities. In addition, how management and leadership having same goals are two different perspectives for an organization. The above report also presents a discussion on the leadership qualities within the work group and team members in a non-profit organization. This report also focused on the concepts related to the leadership qualities in the team and work group. In addition, how a leader can practice them to motivate the team members toward the ultimate goal of the organization. The above report is based on an example set by Tim Smit and his innovative leadership practice and the objectives related to the better leadership.
Recommendations: The facts and objectives stated above could be used by an individual in manner to accomplish better leadership qualities and drive the team towards the goal set by the administration of an organization. Secondly, Tim Smit should connect emotionally with the staffs, as it was not seen in his overall team management or leadership duties. Thirdly, Building a strong bond with the team members is one of the crucial objectives related to the transformational leadership. Focusing on transformational development that emphasizes empowering initiatives can also be recommended for Tim Smit.
Aga, D.A., Noorderhaven, N. and Vallejo, B., 2016. Transformational leadership and project success: The mediating role of team-building. International Journal of Project Management, 34(5), pp.806-818.
Armstrong, M., 2016. Armstrong's Handbook of Management and Leadership for Hr: Developing Effective People Skills for Better Leadership and Management. Kogan Page Publishers.
Bianchi, J., 2017. Cultural placements. Placements and Work-Based Learning in Education Studies: An Introduction for Students, p.69.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Burkhardt, J., 2015. 2015-05 Library Impact Statement for HDF 170X Introduction to Strengths-Based Leadership Development.
Durkee, S., 2014. Back to basics: Nurturing people and building a culture of resilience in 21 st century art museums. American University.
Fischer, M.D., Dopson, S., Fitzgerald, L., Bennett, C., Ferlie, E., Ledger, J. and McGivern, G., 2016. Knowledge leadership: mobilizing management research by becoming the knowledge object. human relations, 69(7), pp.1563-1585.
Gregoire, M.B. and Arendt, S.W., 2014. Leadership: Reflections over the past 100 years. Journal of the Academy of Nutrition and Dietetics, 114(5), pp.S10-S19.
Hallinger, P. and Chen, J., 2015. Review of research on educational leadership and management in Asia: A comparative analysis of research topics and methods, 1995–2012. Educational management administration & leadership, 43(1), pp.5-27.
Hallinger, P., 2013. A conceptual framework for systematic reviews of research in educational leadership and management. Journal of Educational Administration, 51(2), pp.126-149.
Hurlburt, M., Aarons, G.A., Fettes, D., Willging, C., Gunderson, L. and Chaffin, M.J., 2014. Interagency collaborative team model for capacity building to scale-up evidence-based practice. Children and Youth Services Review, 39, pp.160-168.
Jaques, E., 2017. Requisite organization: A total system for effective managerial organization and managerial leadership for the 21st century. Routledge.
Johansson, C., D. Miller, V. and Hamrin, S., 2014. Conceptualizing communicative leadership: A framework for analysing and developing leaders’ communication competence. Corporate Communications: An International Journal, 19(2), pp.147-165.
Kissi, J., Dainty, A. and Tuuli, M., 2013. Examining the role of transformational leadership of portfolio managers in project performance. International Journal of project management, 31(4), pp.485-497.
Lawton, A. and Páez, I., 2015. Developing a framework for ethical leadership. Journal of Business Ethics, 130(3), pp.639-649.
Léautier, F., 2014. Leadership in a Globalized World: Complexity, Dynamics and Risks. Springer.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.
Osula, B. and Ng, E.C., 2014. Toward a collaborative, transformative model of non-profit leadership: Some conceptual building blocks. Administrative Sciences, 4(2), pp.87-104.
Pak, S., 2015. Space design marketing for urban regeneration in the UK through regional space assets. Journal of Urban Regeneration & Renewal, 9(1), pp.80-93.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons.
Thompson, R.S., 2015. The perception of servant leadership characteristics and job satisfaction in a church-related college(Doctoral dissertation).
Tyssen, A.K., Wald, A. and Spieth, P., 2014. The challenge of transactional and transformational leadership in projects. International Journal of Project Management, 32(3), pp.365-375.
Vogel, R. and Masal, D., 2015. Public Leadership: A review of the literature and framework for future research. Public Management Review, 17(8), pp.1165-1189.
Welch, D., Grossaint, K., Reid, K. and Walker, C., 2014. Strengths-based leadership development: Insights from expert coaches. Consulting Psychology Journal: Practice and Research, 66(1), p.20.
White, M.A., Vrodos, J. and McNeil, T., 2015. Student leadership, well-being and service: integrating appreciative inquiry, strengths and leadership. In Evidence-Based Approaches in Positive Education (pp. 151-165). Springer Netherlands.
Upload your Assignment and improve Your Grade
Boost Grades
