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Leadership – Why?

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Leadership – Why?

 

INTRODUCTION:

         Now-a day’s business is becoming more complex than ever before and posing a severe challenge to leaders to attract and retain quality human resources for various managerial roles, So the majority of Today’s effective leaders are Characterized as “Workaholics”who are married to their jobs and whose every walking movement is dedicated to Organizational improvement. Leadership is fostered in a culture where individuals are provided a chance to grow in their own way. The Foremost Job of Leader is to produce more Leaders.

 

          As Far as India’s Concern, Leadership qualities should be developed by the Indian leaders because of Chromosome Leadership which are actually enjoyed by the grand sons and great grand sons of family business men in India. We could not expect any leadership qualities from these Leaders but some Indian leaders are exceptionally leading their organization in the Global Era

The Traditional Leadership styles are very few namely, Autocratic Leadership, Democratic Leadership, Laissez or Free-rein leadership. Today’s Leadership Styles are Strategic Leadership, Intellectual Leadership, Lean Leadership, and Servant Leadership. At present Leaders has been working in the Global environment and also in the Multinational Corporations, so the Cross-enterprises Leadership and Global Leadership styles will get popularity in the Future.

 

Both the relationship and the management are closely related although there are a few basic differences. Management guru Peter F Drucker said, “Management is the doing things right, leadership is the doing right things”. But it clearly demarcates the differences by saying that management deals with how effectively the work is done. Most of the organizations are currently managed by people sorely lacking in leadership competence. They are hired or promoted on technical competence, business knowledge and politics not on leadership skill.

 Leadership Styles – Present:

Today’s Leadership Styles are Strategic Leadership, Lean Leadership, and Servant Leadership, Intellectual Leadership.

 1. Strategic leadership:

Strategic leaders are generally responsible for large organizations and may influence several thousand to hundreds of thousands of people. They establish organizational structure, allocate resources, and communicate strategic vision. Strategic leaders work in an uncertain environment on highly complex problems that affect and are affected by events and organizations outside their own. Strategic leaders apply many of the same leadership skills and actions they mastered as direct and organizational leaders; however, strategic leadership requires others that are more complex and indirectly applied.

 2. Lean Leadership:

The role of leadership is vital in transforming an organization into a lean enterprise. Leadership is a process by which a person encourages and motivates others to attain success in this process of guiding; they apply various leadership attributes, such as innovativeness, beliefs, values, culture, ethics, knowledge and skills.

  Lean leader is

 A person who reads-committed to lifelong learning.

  • One who wants to try out what he or she reads-curious, seeks to validate the reading.
  • A lean leader is persistent in his attempt trying to understand the root case of the failure.
  • One who never stops thinking-problems is a value-laden personal challenge.
  • Totally consistent and relationships-variation in leadership is a waste.
  • Concerned about cause-effect relationships-both task and behavioral.
  • Humble and participative-not smarter than everyone else and has much to learn.

 

3. Servant Leadership:

            Servant leadership is an approach to leadership development which encourages leaders to serve people while staying focused on achieving the objectives and goals of the organization. It is a tool where leaders find their true potential and moral authority to lead. Servant leaders keep the needs of employees ahead of their own. They feel by doing so the employees will be motivated to give their best to the organization. In course of time, those served become wiser and more autonomous.

            It differs from other leadership approaches that are characteristized by top-down hierarchical structure and emphasizes on trust, empathy, collaboration and ethical use of power.

To become a servant leader, one should:

  • Sacrifice one’s own self-interest for the good of others.
  • Listen to one’s ideas and value them.
  • Understand what is happening in their lives and how it affects them.
  • Have strong awareness of what is going on.
  • Make others follow one’s request willingly.
  • Anticipate the future and its consequences.
  • Develop strong sense of community in others.
  • Help others to develop and grow.

 4. Intellectual Leadership:

            Intellectual leadership is a must for knowledge society. Thought leadership creates value and intellect without value system creates disaster. It includes government leadership, spiritual leadership, business leadership, academic leadership, societal leadership.

 Tomorrow’s Leadership:

         Cross-enterprises Leadership and Global Leadership styles are getting popular and will play important role in the future.

Cross-Enterprise Leader:

In the present complex business environment, the success of an organization depends on the leader and the type of leadership attributes an individual posses. The cross-enterprise leader is one who at any level of leadership, observes and analyzes organizational issues. He executes the concerns with the interests and perspectives of the total enterprise in mind.

 5 Types of Intelligence for Cross-Enterprise Leadership with

  • People Intelligence – understanding human behaviour and motivation, interacting socially, cooperation, leadership, organizing and managing others.
  • General Intelligence – General intelligence, also known as g factor, refers to the existence of a general intelligence that influences performance on mental ability measures.
  • Business Intelligence – BI helps to identify and develop new opportunities.
  • Strategic Intelligence – is required for forming policy and military plans at the national and international level.
  • Organizational Intelligence – Organizational Intelligence (OI) is the capability of an organization to comprehend and conclude knowledge relevant to its business

Cross-Enterprise Leadership Capability:

The success of effective cross-enterprise leadership depends on the six main virtues which are Wisdom, Temperature, Integrity, Compassion, Courage and Transcendence. When these six virtues are accompanied by the five “intelligence”, they form the knowledge, understanding, skill, judgment, and character which are required to be a cross-enterprise leader.

 Global Leadership:

“The supply of global leaders is short because global leaders can’t be developed overnight and because they haven’t been developed in the past”

Global leadership is a process leading to curiosity, discovery, accountability, and trust (Whitfield & Mattson, 2003).  That coupled with being able to unleash human potential and leverage the richness that lies in cultural diversity.

            The skills inventory for global leadership can be very long, but grouped together the following core skills will be required for effective global leaders:

 v  Cultural Sensitivity

v  Diversity Management

v  Adaptability and Innovation

v  Profitability and Productivity Management:

v  Continuity

Leadership Traits of Best- in –Class Companies in India

       Hindustan Unilever Limited

            A pioneer in the field of leadership development in India, it is also one of the first MNCs in the Country to have developed home-grown talent.

       Tata Consultancy Services

            It has a Strong Corporate Global Focus; it looks to developing role diversity, global exposure and high performance among its manager.

       Infosys Technologies

            The Infosys Leadership Development Programme rests on traits that the company looks at moulding in potential leaders.

       Wipro Limited

            A pioneer in the highly people focused information technology industry, the company concentrates on developed Cutting Edge Leadership Development Programme.

       Bharti Airtel

            Its People Leadership Strategy is closely intervened with its corporate mission that Airtel will be the most loved brand in India.

      IBM India

            There are a few basic tenets around which IBM leadership initiatives revolve and it recognize the employees with leadership potentials.

 Leadership style of women:-

            According to Alice Eagly, professor of psychology at Northwestern University and lead author of “Transformational, transactional and Laissez Faire Leadership styles: a Meta- analysis comparing Women and men”, on an average, women managers prove to be better leaders than men in equivalent positions. The study further reveals that women are in the genre of transformational leaders who serve as icons, motivators, engage themselves in empowering and encouraging workers, Women transformational leaders bring in an inspirational atmosphere within the organization. They believe in creating value relationships, effective intra-and inter-organizational intelligence, partnership, cooperation, coaching and mentoring. Women leaders are thus proving to be strategic assets for high performing organizations.

.TABLE:1

Corporate Women Leaders

S.No

Name

Organization

1

Anne Mulcahy

Xerox

2

Carly Fiorina

Hewlett-Packard

3

Ann Moore

Time inc

4

Indra Nooyi

PepsiCo

5

Ranjana Kumar

NABARD, Vigilance Commissioner

6

Naina Lal Kidawal

HSBC

7

Lalita Gupte

ICICI

8

Kiran Mazumdar

Biocon

9

Franbces Hessebein

Girl Scouts USA, President and CEO of Leader institute

10

Barbara Grogan

Western Industrial Contractors

11

Nancy Badore

Ford motor company’s executive development centre

12

Dorothy Brunson

Brunson communication

13

Meg Whitman

eBay inc, CEO of Hewlett-Packard

14

Heidi Miller

Citigroup inc, President of International at JPMorgan Chase & Co

15

Linda Wachner

Wamaco Assocs.Inc

 

EVALUATING A LEADERSHIP DEVELOPMENT PROGRAM

Leadership Evaluation

            Many organizations do not realize the need to evaluate the LDPs once the session ends. The most portable reasons any management cites for ignoring the “crucial evaluation” stage are lack of time, resources or tools. As organizations are increasingly adopting LDPs there is pressing need for evaluating the same.

 Training evaluation can yield the following benefits:

ü  It enables those responsible for the design and delivery of LDP to know what is being achieved by their efforts.

ü  It helps in identifying how the organization’s leaders are delivering against the organizations strategy.

ü  It identifies the gaps between current and desired leadership capabilities.

ü   Improves the quality and effectiveness of one’s leadership development activities.

ü  It puts ones business ahead of competition.

ü  A few popular training evaluation models can be adopted to assess the LDPs.

Kirkpatrick’s four levels pf evaluation:

            Specialists have been using a number of training evaluation models. It is observed that most of the trainers are basing their evaluation on the four-level model developed by Kirkpatrick (1994). The four levels proposed in his model are:

Reaction, Learning, Transfer and Result

 Leadership Qualities:

  • Take someone you love the most and the one who is successful and when you remember him you get ignited spontaneously as your role model and learn to behave like a leader.
  • Possess passion to become a leader because leadership is more of a state of mind than that that of theory.
  • Visualize yourself as a successful leader standing on the top of the world with so many followers around you applauding you.
  • Have clarity of mind and approach because it is his leader who should first understand the way, should go the same way thereby paving the path for his followers.
  • Always cultivate and inculcate the in-built attitude like that what best can you give to people, not what you can get from the people.
  • You need to display constant levels of energy and enthusiasm and must take initiative in all your endeavors.
  • Develop emotional intelligence as this trait will help you get along with people. When going gets tough, the tough gets going. Develop perseverance and move like a marathoner because you know where you are going and why you are going.
  • Last but not least, never misuse your authority for your personal ends or to settle scores with your rivals. Never let down the trust and confidence of your followers. So far in the history of mankind, no followers let down their leaders but it is only a few leaders who let down their followers.

 Challenging and Changing Trend for the Tomorrow’s Leaders:

            No one knows exactly what the future trends are that will impact individual businesses, but several current widespread issues have definite implications for would-be-leaders.

They are:

v    Globalization

v    Virtual organization

v    Solution orientation

v    Green initiatives

v    Moral compass

v    Interim leadership

 Conclusion:

  Leaders in India also prove their excellence at the Global level with the help of Leadership Development Programmes. This paper reveals the needed qualities for the leaders in the Global Era and also the Leadership Skill that can be cultivated by anybody who gets the training on Leadership Development Programmes in the changing environment. Women leaders also are found to reach their destination in business and have proved their excellence. They can prove the best when they get training on Leadership Development Programme. Leaders first and foremost duty is to produce more leaders for business India to meet the global challenges.

 

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Source by R.SAKTHI SUGANYA

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