Leadership In The Military

I believe this concept is the most important because in order to inspire and develop my followers, as a lead I must get to know my people. I must become someone they trust and respect, their mentor. This opens up the channels of communication that allow me as leaders to affectively coach individuals through problems and develop them along the way. This established relationship

Creighton’s (2007) statement early in the article about how today’s successful leaders do not fit the stereotype of highly visible, nationally recognized, risk-taking, or charismatic individuals seems like such a simple idea, but has so many applications. He dared to say that good leadership is not aggressive and quick, but thoughtful and quite.

Etzion (Pamela S. Tolbert 2009 p91) in 1985 also stated that a leader’s personal qualities could make change by influencing others. Leadership that engages with people and understands its employees’ qualities can help those individuals see how to further develop their own strengths, which at the same time will be of as benefit in their work place. A leader can be a role model for others, even a father figure, and as such a positive influence in other people’s lives, even though as a leader hard choices sometimes have to be made that will not suit all. Merndle, Ehrlich and Dukeric, 1985, believe it is important that a leader should be able to identify people’s abilities and highlight their potential; that unless a leader understands and knows the people with whom s/he is

Effective work connections create the foundation for success and fulfilment in a job. A leader can sink their career and work associations by their actions and the behaviors they display at work. No matter their education, title, or experience, if a leader cannot play well with others, they will never achieve their goals (Miksen, n.d). It can be that that if there are no effective work relationships then there are no promotions, pay increases, goal accomplishment, and job satisfaction. To build effective work relationships a leader must: bring suggestions to the table, not play the blame game, keep commitments, share credit, don’t blind-side a coworker or boss, and help other co-workers when they need it (Miksen, n.d).

As Kouzes and Posner write, “Codianni told us that ‘encouraging the heart is the most important leadership practice, because it’s the most personal.’ Codianni believes leadership is all about people, and if you’re going to lead people you have to care about them” (2003, p. 8). Caring about others creates a powerful bond between the leader and the follower. As Gurenlian writes, “This concept comes from leadership literature, but was recognized as something relevant to demonstrate support for one another” (2014, p.10). This strong bond is what makes the leader effective. By showing the follower that they are important and that they truly matter, the leader can extract better results from those individuals that he or she is leading. After time, leaders produce more leaders. Leaders are not just those who hold certain position, otherwise known as position power, but as Crossan, Mazutis, Seijts, and Gandz write. “However, our view of leadership is not focused on power or position, but rather on the capacity of individuals to bring the best of themselves to support and enable others, ensure the organizations they work with achieve at the highest level, and in doing so, contribute to society” (2013, p.391).

and leaders are people who do the right thing” (p. 221). Implicit in this statement is that

Further research undertook by Stogdill (1948) as cited by Northouse (2013) argued that leadership traits could vary between individuals and leaders may stand out in one situation compared to another. Trait

The evolution of leadership theories might have started in the nineteenth century with the term “great man”. As Kirkpatrick (1996) explained the leaders had traits like nobody else. Carlyle (1907) claimed that leaders have special traits of character and the exceptional personality eventually distinguish these people from the rest. However, according to Ronald (2014), one was advised to copy these special traits to become a leader which was unlikely to succeed by imitation. At the same time, the Great

The bottom line in today’s business and personal affairs that affect organizations and influences individuals is the phenomenon called leadership.

forms new expectations in followers. Leaders are distinguished by their capacity to inspire and provide

"Leaders are observant and sensitive people. They know their team and develop mutual confidence within it." [7]

Leadership stands out amongst the most generally examined themes today for its relevance to every aspect of life. As such, it’s also a

Leadership is about the interaction between the leader, the followers and the situation (Hughes, Ginnett and Curphy (2015, p. 15-26). If a given situation changes, the interaction between the leaders and followers can change dramatically. The leaders who understand well this interaction have a huge advantage because leaders are able to:

to referent power, which allows a leader to empathize with a follower. This in turn can

Leadership is essentially the core and the spirit of an organization. As the people in charge, they not only manage the organization 's affairs; they also deal with the general employees face to face. Entrusted with the task to communicate organizational goals, visions and ideas to employees, leaders are responsible for maintaining and implementing organizational rules and systems and even have the final say on promotion, retention and dismissal. Therefore, in a sense, leaders at all levels are the spoke persons of their organizations, serving as the bridge and the link connecting employees. In the eyes of employees, leaders represent their organizations hence; leadership relationship influences the employee 's attitude towards their organization. Realizing the mission and vision of my organizations, staff must know that they can grow and advance.