Leadership can be defined as the process of influencing others. It is about moving people emotionally, it is about gaining an understanding and agreement about what needs to be done and how to do it effectively.
It is about facilitating efforts to accomplish the shared objectives, but it is also about more than that. It is about emotions and presence. Having the emotional drive to believe in a vision, mission and outcome. It is about influencing people emotionally and driving him or her to what matters most to each person individually. It is about dealing with each person including himself or herself on an emotional level.
A person cannot effectively lead until they are aware of their own vision, mission, ethics, morals and values and until they have a clear understanding of themselves.
Leaders must have a strong sense of self-awareness, self-management, social awareness and social management. In other words, they must have a clear understanding as well as a strong comfort level with themselves before moving others.
They must have a presence. That is, when they walk into a room, the room stops and waits for him/her to say something. This could also be called the “star struck” moment.
What makes up self-awareness? Theorists would argue that although it is a part of it, there are skills that are involved; decision making skills, coaching skills, communication skills.
There are many theories and many names for the decision making processes that leaders undertake but most will agree that the four that are widely accepted are; 1) Autocratic, 2) Consultation, 3) Joint Decision, and 4) Delegation.
The question becomes which style is appropriate to use when and more importantly why that style in that situation. Although this program mainly addresses leaders behaviors, topics will include those around decision-making, delegation and how to build a dynamic team.
When looking at role-making theories, the same questions come to mind. Can the relationship between leader and subordinate work well, if the leader is not aware of his/her style or if the lines of communication of both intake and feedback in place for the employees. In other words, if the leader cannot provide appropriate feedback or the feedback is not in alignment with the person giving it, will it be effective?
The answer is no, leaders need to learn and become aware of their own styles and how and when to use which style.
Leading change in organizations is critical in this day and age. A leader needs to understand not only what the company stands for but also what they themselves stand for. The message needs to be clear and indisputable on a consistent basis in order for employees to follow it and believe it.
All of these topics help build a strong leader, however, until he/she is comfortable with themselves and their own leadership style, the other topics will not take on the meaning that they need to.
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