Management, Leadership and Trust

Good management and leadership are essential for organizations to operate and additionally for the businesses to prosper. When businesses are well administered, they can function successfully and they can function effectively. Managers have exceptionally effective and strong plans, mangers have systematized structures, organizations, and they also assess effects. When businesses are appropriately directed, they acclimate to modifications in the situation and cultivate cultures that encourage obligation and improvement. Mutually good management and good leadership are essential to maintain organizational performance.

According to Adair J, (2009) the successful organisation depends on a strong leadership to drive the organisation with confident and use any tools available to reach the organisational aims, carrying the heavy weight of responsibilities, good leaders can exploit the sources and tools available to implement their management skills and styles to be able to manage

"There is a difference between being a leader and being a boss. Both are based on authority. A boss demands blind obedience; a leader earns his authority through understanding and trust." Klaus Balkenhol

According to President Abraham Lincoln, “Nearly all men can stand adversity, but if you want to test a man 's character, give him power.” Many people can get through their trials and develop their character, but when they are given power, if will show what type of a person they are. A bad leader is arrogant and leads by fear, and often bends the rules based off of what would benefit them even when it contrasts with what would benefit their community. A good leader is flexible, patient, and rational, and knows how to improve whatever they are in control of and take action. To be a trustworthy leader, compassion, diligence, and intelligence are needed so followers will see the leaders example and try to become more like them. Because bad

According to Boone & Makhani (2005), “A vital prerequisite to servant leadership is credibility, which is the foundation of leadership. People must believe in their leaders and know that they are worthy of trust” (Boone & Makhani, 2005, pg. 85). This establishment of trust, fostered through caring and building a sense of community within the team, lays the groundwork to being viewed as a competent leader that employees will follow with enthusiasm.

Leadership is not a solo act, it’s a team effort the authors explain (p. 223). To enable others to act the leader needs to create a climate of trust by facilitating relationships. To start the process one must, “be the first to let go of control,” Kouzes and Posner explain and it requires self-confidence (p. 227). Just like Bass and Avolio (1980)

Cottrill said that to manage people you need to be a leader and to be a leader requires being able to motivate other’s actions/behaviors towards a goal. To be effective as a leader your employees have to trust you. You accomplish this trust through being transparent and doing what you say you are going to do. (Cottrill 2017).

Enabling others to act is a key principle in becoming a great leader. Enabling others involves creating a climate of trust. “Studies demonstrate that trust strongly predicts personal, team, and organizational performance.” (Kouzes & Posner, 2017). If there is no trust in the leader of a cause or organization, it will not get off the ground. Most trust comes out of relationship with other people. By sharing knowledge, showing concern, and being the first to trust, leaders can create a positive foundation for trust in an organization. Beyond having trust, enabling others to act involves facilitating positive relationships. This involved structuring projects to promote joint efforts, develop cooperative goals and roles, and encourage face-to-face interactions between workers. It’s important to help the people you are leading to feel heard, valued, and confident in their abilities. (Kouzes & Posner, 2017).

As we know that, leadership is nothing. But the influencing flowers. Leadership includes three fundamental clusters of skills creating vision, garnering commitment to that vision, an managing progress toward the realization of that vision. powerful and effective leaders plays very vital role to reach the maximum production for any organization.

According to Harvard Business school professor Amy Cuddy along side fellow psychologists Susan Fiske and Peter Glick in the book, “Presence” that says people quickly judge you on two criteria when they first meet you: 1) Can I trust this person, and 2) Can I respect this person. Per Dr Cuddy, “"From an evolutionary perspective," Cuddy says, "it is more crucial to our survival to know whether a person deserves our trust. It makes sense when you consider that in cavemen days it was more important to figure out if your fellow man was going to kill you and steal all your possessions than if he was competent enough to build a good fire. ”The foundation of all relationships, especially in business, is trust. To build teams with a common goal a trustworthy leader can have greater influence and effectiveness to the commitment of the team goal. Trust leads to better communication, ability to inspire, influence, and create real change. One of my personal greatest challenges is working on trusting others. If I as an individual am seeking the trust of others, I myself, must learn to trust others first in order to become a highly effective leader.

As stated by Kouzes and Posner (2012), "If you’re a manager in an organization, to your direct reports you are the most important leader in your organization. You are more likely than any other leader to influence their desire to stay or leave, the trajectory of their careers, their ethical behavior, their ability to perform at their best, their drive to wow customers, their satisfaction with their jobs, and their motivation to share the organization’s vision and values" (p. 332). Therefore, the first one to trust will be the leader. Leaders should ensure their member know their leader believe in them. Leaders believe in their

Through the LEAP3 lessons, I have learnt that trust is an important factor for a leader and most leadership required courage and good judgement.

So, from the above definitions we may draw a difference between leaders and managers as leaders do have a vision, goal and objective, which he tries to make effective and purposeful. On the contrary, the managers only have to maintain their efficiency on day-to-day basis. In other words administration is the task of managers but innovation is the characteristic of leaders and there is a possibility of a manager becoming a leader by setting high standards and goals for his people. It is not the task of this paper to present a difference between both but it is important to present it only because of its being necessary to clear the concept of a leader. So, a good leader is a person who can look high into the horizons when the people are looking down in the bottom line. This makes other people follow their footsteps as everyone wants to move towards horizon to explore new dimensions of practicality.

Develop Future Leaders: “As long as you perform, you are good. Your management is as good as your performance.” As long as a manager continues to uplift and encourage growth amongst their employees, as well as demand high expectations they will develop future leaders.

A leader is defined as a person with responsibility to influence one or more followers and directing them to achieve a set objective (Sethuraman, 2014). In order to achieve that set of objectives effortlessly, effectively, and efficiently, the most important and valued trait of a leader is an effective leadership styles. Effective leadership styles are required in every organization at every level to be successful. The success or failure of an organization depends on the quality of leadership particularly on the part of top management. An effective leadership style can be developed on the basis of understanding of the situations (Sethuraman, 2014). Top management should know which leadership style is needed based on the situation to be most effective to gain trust and respect from their employee. There is no single method of influencing the behavior of employees for every situation. The employee’s level of knowledge on the task and can determine which leadership style that will be most effective for the situation. Preparing leaders to lead