This report presents a deep insight of theories and frameworks related to leadership that the employees must adopt for its personal career development and giving the direction in the light of theories to develop the abilities needed in general management and Leadership. The report you start with the detailed focus and insights on the Leadership and the significance of this objective in the personal career development and in the employment context and discussing key factors of leadership.
The next section shed lights on the detailed analysis of leadership theories and models and demonstrating great leaders within the last century presenting great models like The Hersey-Blanchard Model, Adair's Action-Centered Leadership Model, and Path Goal Theory. Each model giving deep insights into in exhibiting the qualities of successful leaders, but a shift has been focused from the overall attributes and behaviors that all individual has and recognized in various situation by the importance of respondent. These Leadership Models are being exploited in multiple organizations and firms and giving the deep insight and detailed analysis for the employees required to develop the real leadership skills and assisting in personal career development and helping in revising leadership development process.
Further on, it has been given great importance that how these Leadership Models brings about the changing of thinking and behavior individuals. This section is shedding light on the critical analysis of behavioral and thinking change.
The report comes to end by concluding that with a discussion of action plans and realistic likely to develop the skills, to achieve the goals and the concentrating on enough time management of the goals by reviewing their completion deadline.
The ambition behind in producing this report is to give a mark that the way the multiple techniques can be employed in the introduction of true leadership capability within the individuals and employees of the organization.
Leadership is an extremely complex process to build a set of standards, attributes and competencies to
hold the type of what makes some leaders successful and unsuccessful in the organizations.
Now-a-days, organizations expects from their workers to take on more responsibilities for his or her development. Leadership is an essential part of the management in coordinating the actions of people and guiding their efforts towards goals and objectives of the business. It follows closely at work to help in completing the plans.
In the 21st century, leaders must create an atmosphere in which people believe in strategy, have confidence in management decisions have confidence in their work. Believing in management decisions produces an excitement in a organization and such atmosphere makes an organization prosper. This is the result of successful Leadership which creates this type of environment both outside and inside the organization.
Leadership has been the main element factor in "profession advancement". As the study reflects the past, it has proved to be particularly valuable for career planning. Leadership skills have played vital role in "profession improvement" by supporting generate responses in a variety of circumstances.
Leadership skills comprehend business designs and assist managers through lots of established processes. The skills play essential role in ensuring that certain requirements of work in the places maintained and improved on the daily foundation. It helps in improvement of the business processes in the business or firm. It is a matter of earning a difference. It entails changing a business and making active choices among plausible alternatives. It really is increasingly associated not with command and control but with the concept of inspiration to getting and also other people and creating a vision. It really is related to motivation, interpersonal behavior and the procedure of communication. It involves the effective process of delegation and empowerment. The emphasis of leadership is on interpersonal behavior in a broader context. It is often from the willing and enthusiastic behavior of followers. It is vitally important by any means levels within the business. It is the moral and intellectual ability to visualize and benefit what's the best for the business and its employees. It can help in promoting organizational goals and strategies. It helps in aligning the non-public needs, priorities and activities with the business needs and goals. It can help in supporting tough decisions made for the overall advantages of organization.
In terms of employment context, it takes some time for some in experienced employees to get accustomed to the design of Leadership and may need a directional at first. It helps in assisting managers with other leaders to grasp the circumstances with the departments. It has become very important for the employment holders to develop the leadership skills to be able to have successful career. Among the major key factors in the career development is the fact it reduces complacency. It can help in feeling more confidents in the talents to use more responsibility and the charge of tasks, decision making, team processes, goal setting techniques and personal and career development. It helps in understanding and internalizing the qualities to improve the ability for making the rational decisions by creating supporting plans, delivering information confidently, effectively and effectively and developing useful strategy that results in the end meet up with the specific needs of the business.
The Hersey-Blanchard Leadership Model draws attention to the importance of developing the ability, confidence and commitment of subordinates. This model plays the vital role in identifying the most appropriate leadership styles (leader behaviors) by the development levels of a leader's subordinates. This development should take place by adjusting leadership behavior through the four varieties of telling, selling, participating and delegating.
Task behavior is the extent to which the leader provides directions for the actions of followers, set goals for the kids, and defines their roles and how to attempt them.
Relationship behavior is the extent to that your leader engages in two-way communication with followers, listens to them, and provides support and encouragement.
It demands the contained focus of leaders on both results expected of them and their team and relationships with everyone who impacts their success.
Emphasis high levels of guidance (task behavior) but limited supportive (relationship) behavior. Most appropriate style for low follower readiness.
Emphasis a high levels of two-way communication and supportive behavior but low levels of guidance. Best suited for moderate to high follower readiness.
Emphasis a higher amounts of both directive task and relationship behaviors. Most appropriate for low to moderate follower readiness.
Emphasis little direction or support with low degrees of both task and relationship behaviors. Best suited for high follower readiness.
This theory focus on functional approach from the work of John Adair and his ideas on action-centered leadership collaborated with the leaders actual doing. Meeting three regions of need within the task group is effectiveness of the leader. Adair symbolizes these needs by three overlapping circles.
Task functions involve:
Achieving the objectives of the task group.
Defining group tasks.
Planning the task.
Allocation of resources.
Organization of duties and responsibilities.
Team functions involve:
Maintaining Morale and building team spirit.
The cohesiveness of the group as a working unit.
Setting standards and maintaining discipline.
Systems of communication within the group.
Training the group.
Individual functions involve:
Meeting the needs of the individual members of the group.
Attending to personal problems.
Giving praise and status.
Training the individual.
Training the group.
Action-Centered Leadership Model (Adair, 1973)
The three-circle approach employed by Adair also serves the close relationship between leadership and management. Building the team and satisfying individual needs would include leadership. The effective leader/manager carries out the functions and the exhibition of the behaviors depicted and execution of functions by the effective leader is depicted by the three circles. Situational and contingent elements call for different responses by the leader. More or less emphasis will be given to the functionally-oriented behaviors by the leaders according from what the actual situation involves. To control all sectors of the diagram is the great challenge for the leaders.
This model is based on the fact that the individual's motivation is dependant after the expectations that increased effort to accomplish an improved degree of performance will achieve success, and expectations that improved performance will be instrumental in obtaining positive rewards and avoiding negative outcomes. It suggests that the performance of subordinates is affected by the extent to that your manager satisfies their expectations. According to House's path-goal theory, a leader's effectiveness depends on several employee and environmental contingent factors and certain leadership styles.
Directive Leadership: involves letting subordinates know exact expectation of them and giving specific directions. Following regulations are expected from the subordinates. The style is equivalent to the task-oriented one.
Supportive Leadership: involves a friendly and approachable manner and displaying concern for the needs and welfare of subordinates. This style is equivalent to people-oriented leadership.
Participative Leadership: involves seeing the subordinates and the analysis of these opinions and suggestions prior to the manager choosing. It consults its subordinates on important decisions related to work, task goals, and paths to solve goals.
Achievement-oriented Leadership: involves setting challenging goals for subordinates, seeking improvement in their performance and showing confidence in subordinates' ability to execute well. The first choice believes that employees are responsible enough to perform challenging goals. This is actually the same as goal-setting theory.
Employee Characteristics: It determines the reaction to the manager's behavior and the extent to which they see such behavior as an immediate or potential source of need satisfaction. For instance, a directive design of leadership might not exactly be necessary; a supportive approach may be ideal for less ability followers.
Nature of Task: It relates to the extent that it's routine and structured, or non routine and unstructured. In conditions of non-routine tasks participative style is much better than routine ones. Similarly, a supportive style is much effective than the directive one for the employees who are performing simple and routine tasks. Leaders should apply directive style to counteract team norms that oppose the team's formal objectives.
Effective leadership behavior is based, therefore, on both willingness of the manager to help subordinates and the needs of subordinates for help. Leadership behavior will be motivational to the extent that it provides necessary direction, guidance, and support, helps clarify path-goal relationships and removes obstacles in the attainment of goals.
As discussed in section 2, the theories related to personal career development within an organization deeply. The methodology adopted by way of a newly stepped in employer moving towards leadership task exhibits changes in its behavior to possess special roles and duties to prove themselves a role model. His actions are handled by the sum of these personality, attitudes and complexes of believes and feelings about specific ideas, situations or other people. In terms of organizations and business industries, behavior analysts assist organizations to improve human performance. To encourage and support behaviors in the contribution of organization effectiveness is given high priority by having a core reason for quality initiatives, behavioral safety and management development.
It has been the actual fact that behavioral changes methodologies are not incorporated and designed into the initiatives and working out, management development and performance improvement initiatives are drastically constrained. Rate of behavioral change and effectiveness of the change process is affected by the leaving out critical behavior change tools and practices. Often leaders assume that it is codling employees to precisely pinpoint the behavior that will lead them to succeed.
Many leaders consider themselves work-oriented, obsessive types, highly intelligent and self-motivated by pushing themselves up removing the barriers to perform better - to be the best.
Leaders focus on communicating the vision and behavioral change to provide the new organization.
In today's complex and fast-changing world, employer should focus on the main areas of knowledge, understanding and expertise to successfully lead an organization by adopting strategic-directive approach. Effective leadership is the main element possessed by the characteristics in every the organizations related to private and public sectors. Leadership qualities are greatly attributed towards expertise, knowledge and competencies contained in the approach and behavior. The essential attributes require for the better career and future developments are thought as follows:
The decision selected is affordable, accomplishable by analyzing the result of the decision on all stakeholders before approving implementation; one final solution should be taken by taking into consideration the group of all solutions; the problems should be recognized by personal expertise and knowledge; analysis of information should be done by establishing a consistent approach.
Leaders must be put into a wide variety of leadership challenges to come across with creative and manageable answers to the problems. In an unclear solution of the issues leaders must be comfortable employed in a complex environment. To teach leaders for the adaptability they need to be focused about how to think.
Information exchange in the business, among partners, clients and suppliers must be encouraged proactively; To make sure effective exploitation of communication channels within the business; must be taken care of immediately the messages and signals from the environments. In different situations and audiences personal communication style would be more appropriate.
To ensure that appropriate priority get to individual and team development schemes; Individuals and team should be kept aware of issues, strategy and development that can affect them; Individuals and teams at all levels must be supplying personal aid for the maintenance and implementation of development activities.
Being in the primary role in starting action and making decisions; demonstrating a professional approach each time; be broad-minded, assisting and responded in the needs of its co-workers. Showing commendable work at career and personal development objectives; Taking systematic approach to all organizational and personal activities; demonstrating integrity and fairness each time; being beneficial to the co-workers;
Personal progress and performance should be regularly reflected; personal performance to be called for feedback pro-actively; being accountable for personal development necessities; to improve personal behavior in the view of receiving feedback;
Developing multiple networks and channels that producing a straight flow of information, inside and outside the organization; collecting, analyzing, competing, and exploiting the information gathered constantly and regularly.
Knowing the weakness and the strengths of the firm and organization, and the threats and opportunities being faced by it; comprehending the way the strategic goals are influenced by all the forecasted and current influences being influenced on the organization; knowing that the targets and the operational aims must be sync with and assist the strategic aims of the organization.
Dealing with the arising problems and issues; to make the best exploitation of available resources by scheduling and devising personal work; granting personal attention to the critical events and issues; delegating appropriately.
Taking personal responsibility for actions and decisions; being prepared properly for the involvement in events and activities; denying unreasonable demands; being professional and confident in taking up challenges and changes.
Goals may appear overwhelming and unachievable until they can be broken down into action steps with clearly defined responsibility. This module gives team members a common method for action planning using small, achievable steps directly associated with each member's daily "to-do list. "
A specific timeframe and a step-by-step action plan should be reviewed everyday to keep moving towards goals. To attain it a list can be organized by priority, putting the most crucial step first, continue steadily to minimal important and check off each step as you accomplish it.
At the end of each day, review your plan and reset priorities to get the action steps ready for the next day. Always knowing the next phase will keep you focused, prevents procrastination and wasted time. As suggested by Time Management Guide, as new tasks promote themselves, prioritize and write them in your action plan to stay productive and on the right track.
Develop trust and accountability between team members
Ensure individual action plans reflect overall team goals
Eliminate conflict from overlapping goals and tasks
Practice realistic action planning and time management
Provide a target tool for coaching performance
Within the limited available amount of time successful planning demands to be realistic. Analyzing and planning the project accordingly will receive positive results.
Working with the bounds of timescale generates restrictions and bound the opportunities. Getting versatility in the working approach assists with overcoming issues and problems caused by needing to adapt to enough time restrictions. Flexibility also depends on positivity and imagination encouraging in becoming more resourceful and able to take up the problems and issues that might arise.
Making the almost all of every chance to enhance the data and skills will allow in viewing the limitations positively. Planning, in any form, will need break to examine all areas of the duty or project before it initiates. Exploiting the opportunity to consider all the options will enable to view the duty realistically.
The goal of managing enough time is to invest time doing things that help in achieving the goals and things that personally prioritize and value.
Time management is easy - but it requires time. For effective time management and then devising a workable system meeting the needs.
The priority while planning the project is to help make the priority of all the tasks had a need to make up the job. By listing both the permanent and the short-term priorities will help in understanding the value of each individual task or goal. Priorities might get change however, so that it is necessary to remain before any alterations that may require to be achieved. This is achieved easily by firmly taking the time to revise all the priorities at the starting of the day.
Identifying the target: Knowing how much work the project demands will allow in prioritizing the workload.
Being Realistic: A lot of the tasks require longer time for completion than people anticipation. With or without setbacks re-occurring filtering to be achieved in sufficient the perfect time to complete the tasks so it could help in identifying the possible pitfalls in the look.
Balancing your day: In order to make the project in a realistically achievable timeframe, such plan should be devised so that some urgent, non-urgent, convenient and flexible tasks are combined so that could allow us to accomplish a good balance.
Delegation: The condition to be raised in the tasks can be delegated to other skilled workers. In doing this will increase the timescale of the project.