In order to properly dissect the similarities and differences in coaching leaders who need to be more effective in an organizational context and those who desire to be more effective as individual self-leaders, we must first dive into the difference between ‘leadership’ and ‘management’. Leadership, defined as the process of influencing people and providing an environment to achieve individual, team, or organizational objectives, deals from a very personal, active and imaginative state. Leadership sees goals arise from desire while looking for fresh approaches to old problems. Management, or effectiveness within an organizational context, references the act or skill set of controlling and making decisions about a business, department, or team
Kouzes and Posner’s “Five Practices of Exemplary Leadership” paints a narrowed-down version of achieving this goal. Exemplary leadership, as put by them, consists of modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart. By modeling the way, leaders can become involved and demonstrate their commitment. By inspiring a shared vision, leaders can have and create a vision of change while eloquently sharing that vision with others. Challenging the process consists of using change and innovation, extremely effective strategies in leading individuals towards a greater goal. Fostering teamwork and encouraging others to exceed their own expectations falls under enabling others to act. Encouraging the heart fosters and inspires a strong sense of community within the organizational
Within Level 1, a highly capable individual makes productive contributions through talent, knowledge, skills, and good work habits. In Level 2, a contributing team member contributes individual capabilities to the achievement of group objectives and works effectively with others in a group setting. In Level 3, the competent manager organizes people and resources toward the effective and efficient pursuit of predetermined objectives. Within Level 4, the effective leader catalyzes commitment to and vigorous pursuit of a clear and compelling vision, stimulating higher performance standards. Finally, in Level 5, the Level 5 Executive builds enduring greatness through a paradoxical blend of personal humility and professional will. Progressing up the chain, the individual gathers both self-leadership skills and management skills within an group or organization. While certain aspects of the levels focus more on management skills versus individual leadership skills, the progression includes all
Leadership is defined as the action of guiding an individual or group of people. Effective leaders shape the behavior and thought process of the individuals around them. As a result, the success of an organization is often impacted by the leadership style and approach of its leaders. Even when engaging with multiple people, impactful leaders maintain their own style of leadership but occasionally change their approach based on the motivational needs of each individual. However, regardless of the style, leadership within an organization is designed to drive the performance of their employees and it is done through proficient communication. This guidance influences the culture of an organization, which subsequently, helps to shape its leaders.
A level 5 leader is able to blend personal humility (selfless and never boastful) with an intense professional will to achieve superb results by bringing people together to work towards a common goal. Level 5 leaders although may appear calm or quiet, demonstrate an unwavering attitude to do whatever must be done ethically to achieve sustainable outcomes do not matter how difficult. “Level 5 leaders channel their ego needs away from themselves and into the larger goal of building a great company. It’s not that level 5 leaders have no ego or self-interest. Indeed, they are incredibly ambitious-but their ambition is first and foremost for the institution, not themselves” Jim Collins (2001). Mulally never spoke about himself and his ideas
1. There are numerous methods, characteristics, and motives for proper leadership. In my opinion, leadership is the overall process of unifying a team toward completing a common goal. Several key people in my life influenced this definition and how I lead.
The purpose of writhing this essay is to describe how to be an effective leader and how to lead a group to become a team. There are four principles of effective leadership will be described in the essay. The first principle is, to be an effective leader is a leader must have an extrovert personality. Second principle is, to be an effective leader is a leader must be able to delegate authority. Third principle is, to be an effective leader is the leader must able to maximize the potential ability of the followers. The last principle is, to be an effective leader is the leader must be able to make decision and take responsibility for the consequences. The different critical incidents also will be write in the essay to explain each of the principles and include theories such as Tuckman model, situational theory, behavioural theory and transformational leadership. In the end of this essay, a summary will be provided based on what I had learn throughout the semester in my PLG and LLG. Apart from that, the recommendations on how can we relates the principles into real life practice will be included.
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
Encourage the Heart – leaders appreciate the contributions that individuals make and allow them to participate in the rewards of their efforts, therefore, leaders celebrate achievements.
“A coach is someone who is equipped to aid individuals or groups and organisations to maximise their performance in pursuit of their desired goals.” (Dexter et al, (2011) p.4)
Exemplary leaders have a profound and positive influence on the commitment and performance of their followers. In order to achieve and sustain success exemplary leaders have to effectively communicate a clear vision, cultivate a team environment and establish cooperative goals. Coach Boone displayed several actions and behaviors that represent The Five Practices of Exemplary Leadership.
It holds that various situations require different leadership styles to result in effective outcomes. According to this school of thought, it is the assessment of the competence, as well as the commitment of the leader’s subjects that makes the whole practice a success. As a result, a leader should access the two factors before deciding on either directive or supportive form of management.
Any type of sporting coach could use individualized consideration factor of Bass’ Transformational Leadership Theory. While they need the team to work together to achieve a win, they also look at each individual player to help them get better and set higher goals for themselves.
The path-goal theory is derived from the expectancy theory and contains four types of leadership behaviors: directive, supportive, participatory, and achievement-oriented (Whitener, 2007). Directive leaders provide clear task instructions, timeline for task completion, and standards of expectancy and how to accomplish the task (Northouse, 2010). Supportive leaders are friendly and approachable, treat followers as equals, and attempt to make the work pleasurable for the follower (Whitener, 2007). A participatory leader shares decision making with followers and integrates their suggestions and feedback into the task goals (Northouse, 2010). Finally, achievement-oriented leaders challenge followers to achieve excellence by encouraging them to work at the highest level of achievement possible (Northouse, 2010).
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
The practices of a leader can have wide spread implications. They can impact individual stakeholders and the organization as a whole. Clark (2013) states that “you must be the role model you want others to grow into” (para. 9). A strong leader leads by example, is ethical, and earns the trust and respect of their followers. They are also conscientious of the impact they have on the world around them. They practice impeccable communication and learn to inspire others with a positive vision for the future. Clark (2014) describes leadership as the methods of influencing others to accomplish objectives in a collective manner in the direction of the organization's vision.
Before I seen this video of John Max 5 level of leadership, I have not thought about leadership as having level in The 5 Levels of Leadership he explores the levels its upsides, downsides, the best behaviors for that level, the beliefs that help a leader move up to the next level, and how the level relates to the Laws of Leadership.
There is no agreed-upon definition of leadership. Most definitions, however include some common ingredients: the leader, the team, and the project or purpose. What if the project is not a transactional task but is, instead, one of personal, professional, and/or spiritual development? Does the guide in this type of relationship deserve to be considered a leader? Is mentorship more than just a tool used by leaders, instead constituting its own unique category of leadership?