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The first two chapters on leadership helped in providing in-depth understanding on the concept of leadership, leaders and its applicability. It aimed to provide detail understanding on leadership, the way concept developed through histories. With changing times, globalization and development, applicability of leadership skills have also undergone changes; this chapter provided detailed understanding on leadership concept applicability in practical world. Leadership is a process that helps in developing relationship between employee and employer; leader is the person responsible for doing so. According to Gallos, leadership can be defined as an ongoing process of building and developing relationship between people who aspire to lead and the one who follows (Gallos, 2014). According to Chermers (2000), there is significant change in leadership roles as presently, leaders need to be aware of customer requirements, technology, and market changes also.
According to Giuliani & Kurson, (2005) leadership is an interaction process that promotes healthy relationship among employees of the company; they are the one responsible for ensuring harmony among different functional departments. Leadership need has been changed to changing market scenario, globalization, terrorism have strong impact on business world. Now a days cross cultural workforce work within organization, which create several issues such as emotional stress, change management, cultural integration leading to conflict due to inability to cope with changes (Arbinger Institute, 2008). I completely agree with this learning, as during my course life only I have encountered such scenarios. For example, five members are given a group assignment to complete, all are from different nationals, there behavior and group expectations vary completely; for example a student from Australia prefer that we give them his part to be completed and he will bring that, therefore a individualistic preference of task; whereas a student from India expect us to sit together, discuss and complete the task together, representing a group behavior. Now the team leader falls into dilemma of what to do and what not to do? There is difficulty in bringing team members together and work for a shared purpose.
Leadership involve number of elements, it is a process of influencing followers towards shared vision and goals. This chapter also helped in understanding the way leadership roles took a smooth shift from functions like control, establishing stability, competition, and uniformity, heroism to more complex functions like crisis management, empowerment, collaboration, diversity, humility and higher purpose (Daft, 2014). This can better understand through leadership evolution era model, according to this model, first era was pre industrial period in which leaders were great person to whom others follow, one single man manage whole organization, it was possible due to simplicity of environment, therefore leaders were considered as hero who manage organization efficiently. Second era include rational management due to increase in size of organizations, emergence of hierarchy system etc.; leaders were responsible for function like control and supervision. With change in market environment, price fluctuations, stability level reduced, there was emergence of team leadership, in which leaders need to work with cross cultural teams. Fourth era include emergence of social media, mobile marketing, internet which needed intense focus from leaders, crisis management, quick changes and implementation of learning leadership. This study helped me in understanding reasons behind changes in leadership pattern, I got clear picture of development of new leadership paradigm from old, and the way market shaped leadership requirements.
This chapter also helped in understanding similarities between management functions and leadership; it is so true that managers need to become effective leaders, otherwise it will be difficult to implement management functions such as direction, management control etc. The soft skills of leadership integrated with hard skill of management to operate organizations effectively. This paper also helped in understanding various leadership theories. Among all, I preferred authentic leadership the most; I believe this leadership is the need of time in modern business world. This style brings the elements of authenticity and positive psychology on leadership style (Bhindi & Duignan, 1997). According to Luthans and Avolio (2003), this leadership can be defined as process of integration of positive psychology and developed organizational context that lead to better self-awareness and self-development (Avolio & Gardner, 2005). As per study, authentic leaders are the one who are genuine, value their self-concept, have high level of self-resolution and they do not copy others, rather they have their own style and strategies which are modeled through experience. This chapter also helped in understanding that leadership cannot be segregated as art of science rather it is an integration of both soft skills qualities with knowledge and facts.
On continuation, second chapter helped in understanding qualities and features of leaders in organization. This chapter focuses specifically on leader qualities, characteristics by defining their traits, characteristics and personality. There are various leadership styles and models varies according to leaders personality, scenario in which it is used and its implications.
First is the trait approach which states that leadership requires certain personality traits such as honesty, self-confidence, charisma. Research has been conducted by Kickpatrick and Locke on personality traits that differentiate leaders from non-leaders.
Second style is the behavioral approach, which states that behavior impact leadership outcome, they can be easily learnt that traits development. Different type of behavior include autocratic, democratic, work centered, people centric; the way leader behaves impact work outcome, it has been explained through leadership grid. According to this theory, leaders can modify their behavior according to given condition and expected outcome. Autocratic leaders are production oriented; they are task oriented with strong control over decision making power. Whereas democratic leaders are participative in nature, they are people oriented, focus on employee development; they try to ensure proper group participation and involvement during decision making process.
Another is contingency approach leadership require number of factor that impact leaders and followers relationship include task clarity, degree of trust, confidence followers have on leaders. I completely agree with learning of this theory that no single theory can be designated to specific person, different situations and personality impact the way leadership is executed within organization. Different models discussed under this theory include Fiedler model that leadership style varies with given scenario. Another theory is Hershey and Blanchard model that describe the way follower characteristics and behavior shape leaders behavior. Path goal and vroom expectancy theory are connected with each other, it helps in understanding four key types of leadership styles, supportive, participative, achievement oriented and directive. Choice of leadership style depends on external environment scenario such as task design, formal structure and employee characteristics such as experience, ability and locus of control.
On analyzing above two chapters I cannot take stand on any style rather all leadership models play key role depending upon situation. These theories can help leaders in developing their traits, characteristics and behavior. I believe these two chapters helped me in preparing my basics thoroughly on leadership theories and leaders characteristics. However, in this ever changing market situations are continuously undergoing dramatic changes, s how leaders can switch between their leadership style is the question that remain unanswered in these chapters, apart from this I think it can also guide them in selecting right leaderships skills for a given scenario.
Successful leadership is a complex psychological process, as several mental processes, thinking have strong impact on leaders thinking and decision making pattern. This chapter aimed to help us in understanding different mental processes that guide leadership behavior, by becoming alert one can take independent and bias free decisions. Unknowingly many times, leader’s decision is influenced by categorized thinking pattern which require continuous effort and system thinking by exercising emotional intelligence tools.
Major learning from this chapter helped in understanding difference between leader capacity and competencies. Competency can be defined as quality of being qualitatively sufficient with proper knowledge and skill. However, knowledge is limited and quantifiable. Capacity is the collaborative process that can be developed; therefore there is no limit to develop potential. This analysis helped in understanding the way capacity building goes beyond basic management skills, it is much deeper and subtle form of leadership (Giuliani & Kurson, 2005).
Mental models help in understanding the way subconscious mind, past experiences and other psychological factors build a systematic thinking pattern which impact leader’s decision making. Mental model theory states that past experiences shape the way leaders act or respond to situations within organization. For example, if the leaders has this mental model that sense of ownership and authority helps in building effective team then that leader would give decision making power and authority to team members to make it effective. On contrary to this, a leader with a mental model who believe that effective team performance require effective control then he will not give much decision making power to team members (Daft, 2014).
According to a study in Harvard university, leaders play significant role in organizational growth; leaders with ability to analyze external environment ad adopt mental model accordingly help them in respond to scenarios more effectively. To sustain in this competitive environment, leaders need to shift their thinking towards new mental models, which require them to adapt qualities like independent thinking which require questioning situation and evaluating data with their open mind and thinking instead of using preset notion of interpretation. Second is open-mind that require open thinking, keeping their mental muscle loose without any rigid notion of the past. Third is system thinking that require integrating the whole system pattern to bring the change. Personal mastery is another skill required which include ability to have vision, commitment to the truth, creative tension managing ability.
Emotional intelligence can be defined as ability to recognize, understand, control and influence own and others behavior. It is the cognitive ability that helps in using personality traits and social skills to enhance interpersonal communication (Buck, 2010). There are eight key emotions that impact behavior includes anger, sadness, fear, enjoyment, love, surprise, disgust, shame. Emotional intelligence can be developed by leaders as it help in understanding employees better, develop relationship. Four areas that can help leaders in developing their emotional intelligence include self-awareness, self-management, social awareness and relationship management (Zeidner, Gerald, & Roberts, 2012).
A leader can either lead with love or fear. Two key types of leadership style developed through better self-understanding of leaders include transactional and transformational leadership styles. Transactional leaders motivate their subordinates through the use of rewards and recognition as well as punishments. This type of leadership style focuses upon exchange; it follows traditional approach of control with a short term result of stability. According to Bass (1990) transformational leaders impacted the subordinates through motivation, self-recognition and morale building. Transformational leaders have the ability to bring drastic change, through innovation, development and also inspire others to become leaders (Bass, 1990).
This chapter was full of new learning’s, it showed the way leaders decisions are impacted unknowingly; it also shows the way strategies can be develop to improve emotional intelligence. Proper integration of intellectual and emotional behavior can help in sustaining tough external environment. Most crucial point was dependence on fear as motivation to make flowers work but this is a very short term approach, it causes low trust and poor communication. For example, in bureaucratic organizations, job loss is a major fear of making people work that’s why there operational processes are very slow and time consuming.
While analyzing this chapter I was evaluating my own leadership skills and response to certain scenario; I realized the need to use love as motivator in organization, I as a leader will use resect, trust to build my team as motivators. Further, I never realized importance of emotional intelligence prior to this paper; this subject itself is s vast and has strong impact on leadership skills. Knowledge of EI that I gathered will help me in understanding people’s psychology; I can mentor them, plan and improve workforce productivity. This chapter helped in shaping my thinking process as a learner, to break set rules and beliefs and to questions all assumptions and think with a free mind.
These two chapters deal with communication and managing process. Communication is the key to any relationship, be it leader and follower; it helps in clearly sending the message; it is a process used for sending and receiving message between leader and follower (Chambers, 2001). There is a difference between management communication and leader communication process; management communication aims to collect data from the environment, processing it, sharing information (Adair, 2011). However leaders need to communicate shared vision with its team members, they aim to share their long run vision with all followers, unite them to work towards the same through trust and commitment.
Strategic conversation involves sharing of vision, ideas and strategies to achieve goals. Four key elements to successful strategic conversation include open communication, active listening, discernment and dialogue. According to Jodi Macpherson communication is the fundamental element to build trust by preparing a culture of respect, understanding and learning. Open communication aims at sharing all information across hierarchies and functional boundaries by breaking boundaries that create hindrance in information sharing (Dixon & O’Hara, 2013). Listening is as important as speaking, it involves grasping other person. Leaders need to have proper ability to judge people; they need to judge with open mind and no biasness (Raymond V Lesikar, 2008).
The method of conversation towards a disagreement shapes its result, it can either through dialogue process which include reveal feeling, explore assumption, building common ground which lead to transformation of mind set, proper understanding and long term innovative solution. Discussion leads to building conflict, state position, and advocate conviction leading to short term resolution and agreement by logic. This chapter also provide understanding on strategies that help in developing communication ability, it include establishing credibility through relationship building, shared vision and emotional bonding.
The impact of message is greatly influence by channel used to convey the message. Different type of communication channel includes face to face communication, electronic mail, formal report, memo or letter. Face to face is a reliable method of communication as it is direct, two ways exchange of information, instant clarity can be established by asking questions, feedback can be given. However, this method does not allow any record keeping and sometimes remain unplanned and spontaneous (Garcia, 2012).
Leaders have the ability to transform mere group of people into teams that work towards a common gal and shared vision. There should be collaborative responsibility of all team members to achieve the set goal. Leadership roles have become difficult with emergence of virtual and global teams . For example, a MNC like Apple Inc. aims to ensure standardized working culture across all countries in which it operates; in Apple Sir Steve Jobs had established one man leadership that helped in its tremendous growth and development.
Team includes two or more person working together towards same goals. There is a sense of responsibility and collaboration among team members. Team development is a tough task; it undergoes number of stages to make few unknown people work together with same set of goals. Stages of team formation include forming, that involve members of team to come together, however at this stage team members are largely ambiguous about their roles and responsibilities; they are dependent on the leader of the group to guide them; therefore no team cohesiveness is present at this stage. Second stage is storming where members react to the task they are given, major conflict arise in this stage; it involve contradictory views, cultural challenges, team conflicts etc. Third stage is norming, this stage involve resolving conflict and forming bonding between team members by finding a mid-way, shared vision and common goals to work together effectively. The fourth stage is performing, here team is formed with common purpose and they work together towards the same (Clayton, 2009).
Team performance impact organizational growth, operational effectiveness; different types of teams within organization include traditional teams such as functional departments, cross functional teams. Self-directed teams include members with varied skills and abilities to complete a proper task without involvement of any other department, for example crisis management teams (Esquivel & Kleiner, 1997). Three factors that impact team behavior and outcome include team characteristics, people with different personality working together, level of diversity in the team and interdependence among team members. Effective teams help in developing a culture of innovation, enhance overall work efficiency within organization, enhance work satisfaction and performance. Team leaders plays significant role in shaping team behavior and outcome, they can either show task specialist behavior that involve or socio economic behavior (Office of Student Activities).
This paper also highlights qualities of being a good leader, to mingle with others, set up listening forum, provide feedback, ask questions etc. communication is the key to manage people but it is not easy to communicate effectively with team members. This chapter provided in-depth understanding on communication importance, process but more information was required on strategies to develop communication skills. Leading teams is not an easy task, especially with globalization leaders have to deal with geographically dispersed teams operating in different cultures and environment. Managing global and virtual teams required relationship and trust, with proper use of technology. This chapter helped in understanding the way team members can be brought together; it also clarified the process of bringing different member together for a common purpose. I learnt the positivity of conflict and ways to use it for development of new ideas.
This subject was full of learning on leadership and management; it opened my mind to a broader picture on the concept. Prior to this leadership was merely a heroic role for me but now I understood the complexity and processes that lead to development of an effective leadership style. Learning from this course will guide me through the process of leadership skill development; I got more sensitive towards understanding of cultural impact on team, communication and different outcome. It provided knowledge on the concept, leader, styles to be used to manage and also ways to develop the same.
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