McShane and Von Glinow, 2010:360 argued that leadership is influencing, motivating, and enabling others to contribute toward the effectiveness and success of the organizations of which they are members. It is the dual focused management approach that works towards what is best for individuals and what is best for the group as a whole simultaneously. According to Kotter he suggested that leaders establish directions develop strategies influence others to follow energize people. Effective leadership builds on important underlying competencies such as the Self Awareness it sees things clearly and strengthen Analysis and problem Evaluation beyond the immediate and short term .Interpersonal Effectiveness based on listening and communication skills to increase understanding , motivation and commitment .Personal Conviction concerning possibilities and objectives with the resilience to overcome setbacks. In addition to setting clear direction, effective leaders develop employee competence by building self-belief and capability; support autonomy encourages employees to take control, build a culture based on positive relationships .The steps are anchored in meaningful activity and a sense of shared purpose, managers need to identify the steps that move employees from satisfied to motivated and then help people become fully engaged. Relationship management is increasingly important in organizations , effective leaders are aware of individual difference , but also work to
As part of this critical assignment, it is a requirement that I reflect on my own experience as a Leader where I have demonstrated a high level of emotional intelligence, as well use theories to demonstrate my learning’s.
A leader is a person who sets direction and influences others to accomplish the goals (Borkowski, 2015). It is the responsibility of the supervisor to set the direction by helping and motivating staff members see what lies ahead and face those challenges. Emotional intelligence is one of the important trait that helps leaders to work with people effectively. “Emotional intelligence involves assessing one’s own feelings, as well as feelings of others, then using those assessments to guide personal thought and action” (Borkowski, 2015, p. 239).
Leadership is a complex process by which a person sets direction and influences others to achieve their goals (Borkowski, 2015). It is the responsibility of the supervisor to set the direction by helping and motivating staff members to see what lies ahead and face those challenges. Emotional intelligence is one of the important traits that helps leaders work with people effectively. “Emotional intelligence involves assessing one’s own feelings, as well as feelings of others, then using those assessments to guide personal thought and action” (Borkowski, 2015, p. 239).
Empathy was also noted to be an important aspect, without it the leaders would not be able to demonstrate consideration to the individuals(Harms, 2010). Other important attributes to a transformational leader includes showing self-confidence, emotional intelligence theses are all correlated with being a strong and successful leader (Harms, 2010; Hutchinson, 2013). Some important effects of transformational leadership is increased commitment to the organisation, improved staff health with lower numbers of staff with anxiety, stress and emotional exhaustion. Within the work environment reports of better role clarity and less conflict and uncertainty were evident as well as an increased productivity rate(Cummings, 2010). Transformational leadership works on the assumption that the workers become more motivated when they are encouraged to engage with their own governance and work environment, it works throughout the ranks but especially on lower ranked employees due to the shared government that transformational leaders are empowering them to do(Donogue,
Jean Watson created an evidence-based theory, Theory of Human Caring/Caring Science, which concentrates on being heart centered and genuinely present in the moment with the work we do and the people we work with. “A Caritas Practitioner (Caritas, from the Latin, means to cherish, appreciate) functions from a caring consciousness that permeates from their soul and can be felt by the recipient” (McDowell & Williams, 2017, p. 1). In my experience organizations with leaders who genuinely care more about the people than they do about the cost-effectiveness or production have a greater sense of commitment and enthusiasm within the employees. Caring leadership creates a want-to environment “In other words, we can create a culture where employees "want to" come to work, want to work hard, and want to produce quality work; or we create a culture where employees "have to" go to work, are coerced to do their work, and are disengaged and bitter” (Pickard, 2014, p. 3). To create a caring environment requires conscious effort, it doesn’t create itself. The leader must remember to make their employees feel appreciated in a sincere and noticeable way. I believe employee who feels appreciated will be excited for new challenges and do more than is expected on a
No longer were top executives confined to their lush private offices but put to work in a cubicle farm where open communication and interaction were encouraged, while the rest of the space was dedicated to a center for employee learning [Charles p.422]. Which reflects his understanding that change flows from above and that being an effective leader means modeling desired behaviors.
Professor Edgar Schein of MIT’s Sloan School of Management emphasizes a need for behavioral change to take place at all levels of an organization if it is to be successful in the creation of a strong organizational culture. According to Professor Schein it is important to have more than an empowering process in place. Organizations need to have everyone at all levels of the organization actively working together to establish behaviors that lead to an environment in which equal partnerships and mutually helping relationships are the order of business (Kleiner & vonPost, 2011).
Communication is another practice important to this leader. Leadership communications consists of those messages from a leader that are rooted in the values and culture of an organization and are important to key stakeholders like employees, customers, strategic partners, shareholders, and the media. He sees the importance of not only top to bottom communication but also bottom up communication. He also communicates directly with the community. He does this so there is a free flow of ideas no matter where they may come from. To get feedback from employee he does Employee Satisfaction Surveys. Wherever the employees say improvement is needed he get input from his department head about how to improve whatever needs improving. An issue we were having was with customers knowing about programs before the employees did. To fix that situation he had the public relations department seen all employees the company’s next day media announcements.
Organizational success is dependent on several interior and exterior factors. While exterior factors are important, the internal workings of an organization are vital. Specifically, empowered employees and effective communication contribute indefinitely to accomplishing common goals within the company. The foundation of successful high performing teams is through effective leadership. Without effective leadership, company morale and productivity can decline causing, the company to fall into a downward spiral. Therefore, to pursue and maintain a career as a leader in financial management, I will need to empower employees and effectively communicate the goals of the organization.
Employees need their boss/role model too be able to set and lead by example. By building
A manager with leadership skills can motivate employees who have the potential to do great things. An employee’s input is helpful in the planning and decision making stages and can provide input on reaching the goals and objectives. After all, an employee is involved in the day to day processes of the organization and can provide valuable insight that might not otherwise be as visible to a management team. As an employee works on a project, he or she becomes invested as if it is his or her own project. The employee takes ownership in a project and he or she will do what is necessary to have a success outcome. Because the employee is willing to do what is necessary, management will respect for the employee for they actions taken which will then make the employee form a loyalty toward the organization itself.
A manager with leadership skills can motivate employees who have the potential to do great things. An employee’s input is helpful in the planning and decision making stages and can provide input on reaching the goals and objectives. An employee’s involvement in the day to day processes of the organization can provide valuable insight that might not otherwise be as visible to a management team. As an employee works on a project, he or she becomes invested as if it is his or her own project. The employee takes ownership in a project and he or she will do what is necessary to have a successful outcome. Because the employee is willing to do what is necessary, management will respect for the employee for the actions taken which will then make the employee form a loyalty to the organization itself.
Upon accepting the role as a new leader, understanding the difference between a leader and a manager is crucial. Managers are task driven; consequently, they often forget to see the people who actually make the job possible. Their eyes remain on the task at hand, whether it is reaching a production goal or earning a specific amount of profit for a set amount of time and will attempt to reach it through planned activities and designation. A leader knows how to do the same things as a manager, however, they do it with a
Being able to Develop: A leader develops his employees by rewarding them. They give them more responsibilities, giving them a sense of “worth”.