Authentic Leadership

What Is Authentic Leadership?

1. Authentic leaders are self-aware and genuine.

 Authentic leaders are self-actualized individuals who are aware of their strengths, their limitations, and their emotions. They also show their real selves to their followers. They do not act one way in private and another in public; they don’t hide their mistakes or weaknesses out of fear of looking weak. They also realize that being self-actualized is an endless journey, never complete.

2. Authentic leaders are mission driven and focused on results.

 They are able to put the mission and the goals of the organization ahead of their own self-interest. They do the job in pursuit of results, not for their own power, money or ego.

3. Authentic leaders lead with their heart.

They are not afraid to show their emotions, their vulnerability and to connect with their employees. This does not mean authentic leaders are “soft.” In fact communicating in a direct manner is critical to successful outcomes, but it’s done with empathy; directness without empathy is cruel.

4. Authentic leaders focus on the long-term.

 A key tenet in Bill George’s model is the company leaders are focused on long-term shareholder value, not in just beating quarterly estimates.

(Kevin Crusoe May 12, 2013)

By definition, this means that leadership and position are two different things. Holding a title and a high rung on the company org chart doesn’t mean you’re a leader. Even people without these things can exert influence and thus leadership.

But leadership is more than influence. It certainly includes influence, but that’s only part of the package. I believe leadership includes at least five characteristics. I call these the five marks of authentic leadership.

(Michael Hyatt July 15, 2019)

Major components of authentic leadership.

1. Self-Awareness (“Know Thyself”). A prerequisite for being an authentic leader knows your own strengths, limitations, and values. Knowing what you stand for and what you value is critical. Moreover, self-awareness is needed in order to develop the other components of authentic leadership.

2. Relational Transparency (“Be Genuine”). This involves being honest and straightforward in dealing with others. An authentic leader does not play games or have a hidden agenda. You know where you stand with an authentic leader.

3. Balanced Processing (“Be Fair-Minded”). An effective authentic leader solicits opposing viewpoints and considers all options before choosing a course of action. There is no impulsive action or “hidden agendas”—plans are well thought out and openly discussed.

4. Internalized Moral Perspective (“Do the Right Thing”). An authentic leader has an ethical core. She or he knows the right thing to do and is driven by a concern for ethics and fairness.

(Ronald E Riggio Jan 22, 2014)

CONCLUSION

Authentic leaders are self-actualized individuals who are aware of their strengths, their limitations, and their emotions. They also show their real selves to their followers. They do not act one way in private and another in public; they don’t hide their mistakes or weaknesses out of fear of looking weak.

REFERENCES

Kevin Crusoe May 12, 2013. Available at; https://www.forbes.com/sites/kevinkruse/2013/05/12/what-is-authentic-leadership/#507945d2def7

Michael Hyatt July 15, 2019. Available at; https://michaelhyatt.com/the-five-marks-of-authentic-leadership/

Ronald E Riggio Jan 22, 2014. Available at; https://www.psychologytoday.com/us/blog/cutting-edge-leadership/201401/what-is-authentic-leadership-do-you-have-it

Situational Leadership Approach

What is Situational Leadership?

Situational leadership is an approach to leadership which suggests that different leadership approaches are needed in different contexts and at different times. Developed by Hersey and Blanchard in 1969, this theory argues that multiple leadership styles working in concert are more effective than any one leadership style alone. This is a flexible model of leadership that makes room for changing approaches to match employee development level. It allows a leader to switch between directive and supportive behavior, as well as merge the two to empower individuals and teams to perform and grow personally and in business.(Anne Kinsey.,November 05,2018)

Important Situational Factors

1. Leaders need to consider the relationship between the leaders and the members of the group. Social and interpersonal factors can play a role in determining which approach is best. For example, a group that lacks efficiency and productivity might benefit from a style that emphasizes order, rules, and clearly defined roles. A productive group of highly skilled workers, on the other hand, might benefit from a more democratic style that allows group members to work independently and have input in organizational decisions.

2. The leader needs to consider the task itself. Tasks can range from simple to complex, but the leader needs to have a clear idea of exactly what the task entails in order to determine if it has been successfully and competently accomplished.

3. The level of authority the leader has over group members should also be considered. Some leaders have power conferred by the position itself, such as the capacity to fire, hire, reward, or reprimand subordinates. Other leaders gain power through their relationships with employees, often by gaining respect from them, offering support to them, and helping them feel included in decision making process.

4. As the Hersey-Blanchard model suggests, leaders need to consider the level of maturity of each individual group member. The maturity level is a measure of an individual's ability to complete a task, as well as his or her willingness to complete the task. Assigning a job to a member who is willing but lacks the ability is a recipe for failure.(Kendra Cherry.,September 29,2019)

CONCLUSION

The situational approach to leadership also avoids the pitfalls of the single-style approach by recognizing that there are many different ways of dealing with a problem and that leaders need to be able to assess a situation and the maturity levels of subordinates in order to determine what approach will be the most effective at any given moment.

REFERENCES

1.Anne Kinsey.,November 05,2018. Available at- https://bizfluent.com/about-6721035-definition-situational-leadership.html

2. Kendra Cherry.,September 29,2019. Available at- https://www.verywellmind.com/what-is-the-situational-theory-of-leadership-2795321

Leadership Style Approach

What is Leadership Style?

Leadership style is the way a person uses power to lead other people. Research has identified a variety of leadership styles based on the number of followers. The most appropriate leadership style depends on the function of the leader, the followers and the situation.(Asaecenter)

6 TYPES OF LEADERSHIP STYLES

DEMOCRATIC LEADERSHIP STYLE

A democratic leader is one who places high value on the diverse skills, qualities and knowledge base of their team. They will work to cultivate consensus within the group by consistently asking those around them, “What do you think?”and deeply listening to their answers. Doing so will tap into the collective wisdom the group has to offer in order to discover the next best step, and allow others to develop confidence in the leader.

 

VISIONARY LEADERSHIP STYLE

Visionary leaders are at their best when it comes to finding new directions and new potential solutions to a given problem. This type of leader relies on abstract thinking and is able to visualize possibilities that many others aren’t yet able to see.

COACHING LEADERSHIP STYLE

A coaching leader is one who spends a great deal of time and energy on the individuals in a given group. They will work on cultivating deep connections that allow for a more thorough understanding of an individual’s hopes, beliefs, dreams and values. One of the types of leadership styles that focuses on guiding rather than instructing, a coaching leader will direct others based on what influences their deepest desires, and cultivate a positive environment where encouragement and communication can flow freely.

                              

AFFILIATIVE LEADERSHIP STYLE

Affiliative leadership focuses most intensely on building trust within the group and creating emotional bonds that will promote a sense of belonging to the organization. Affiliative leaders are particularly effective in times of stress or when group morale is low and are very successful at turning employees into raving fans of their companies. They have a knack for repairing broken trust in an organization, improving communication and fostering a sense of team harmony.

PACESETTING LEADERSHIP STYLE

A pacesetting leader is one who leads by doing. They set high standards for themselves in the hope that others will follow their example. This is a good choice for groups that consist of self-motivated, high-performing people who are dedicated to improvement, which is why it’s commonly found in the military.

COMMANDING LEADERSHIP STYLE

A commanding leader is the kind we most often see in movies and read about in books. They approach leadership with an attitude of “do as I say because I’m the boss,” giving directives and expecting others to follow orders without question. This is a very effective style in times of crisis when quick decisions need to be made.(Firewalker's guide of Leadership) 

CONCLUSION

The style approach to leadership emphasizes the behavior of the leader. It analyzes how leaders act in various situations.This leadership theory not only looks at the leader but also those being led and the environment in which the leadership occurs.

REFERENCES

     1)    Asaecentre  wisetoast.com

     2)    Tony Robins https://www.tonyrobbins.com/what-is-leadership/leadership-styles/

     3)    Firewalker’s guide of Leadership

Transformational Leadership Theory

What is Transformational Leadereship?

Transformational leadership is a leadership style that can inspire positive changes in those who follow. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process; they are also focused on helping every member of the group succeed as well.

 Kendra Cherry Updated August 29, 2019

Bass also suggested that there were four different components of transformational leadership.

1.     Intellectual Stimulation – Transformational leaders not only challenge the status quo; they also encourage creativity among followers. The leader encourages followers to explore new ways of doing things and new opportunities to learn.

2.     Individualized Consideration – Transformational leadership also involves offering support and encouragement to individual followers. In order to foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and so that leaders can offer direct recognition of the unique contributions of each follower.

3.     Inspirational Motivation – Transformational leaders have a clear vision that they are able to articulate to followers. These leaders are also able to help followers experience the same passion and motivation to fulfill these goals.

4.     Idealized Influence – The transformational leader serve as a role model for followers. Because followers trust and respect the leader, they emulate this individual and internalize his or her ideals.

                                                               

Advantages and Disadvantages of Transformational Leadership

List of Advantages.

 

1. Transformational leadership lowers turnover costs.

Transformational leaders tend to retain employees more often than other forms of leadership. They are able to retain more customers as well. That is because of the charisma this leadership style requires.

2. It is a leadership style which engages the full person.

Transformational leaders are able to achieve higher levels of productivity from their followers because they seek to meet the demands of personal motives.

3. Transformational leaders create and manage change.

For organizations and brands to evolve, they must be willing to change, improve, and expand over time. When new initiatives are in place, transformational leadership is the best style available to bring others on-board to the vision being introduced.

4. New corporate visions can be quickly formulated.

Transformational leaders do an excellent job of incorporating a new vision into their current situation. They are also good at recognizing gaps or problems in the process of a vision, which allows them to make adjustments or recommendations to correct the situation immediately.

5. Transformational leaders create enthusiasm.

Enthusiasm is contagious. When you see someone having a good time, then you want to share in that experience. If followers see their leader being successful in their pursuit of a new vision or gal, then they want to experience that success as well. Brandon Gaille

List of Disadvantages.

1. Transformational leaders can develop negative outcomes.

Transformational leadership does provide many positive outcome opportunities. Each positive opportunity offers a negative outcome potential as well. As they like to say in the Star Wars universe, there is a “dark side” which must be avoided by transformational leaders.

2. There must be continual communication available.

Transformational leaders can only be successful if they maintain open lines of communication with their team. It is through this communication that the vision and “rightness” of a task are transferred from the leader to the followers.

3. It requires constant and consistent feedback.

Transformational leaders are also required to maintain the enthusiasm of their team to achieve a specific vision or goal. To keep enthusiasm levels high, leaders must provide a constant stream of feedback to their followers about the progress being made.

4. Transformational leaders need their followers to agree with them.

A transformational leader will not pursue a task if they do not believe in the moral rightness of completing it. That is because the leader must continuously sell the vision they have to encourage their team to work toward it.

5. Risks taken through transformational leadership can be disruptive.

Transformational leaders use their charismatic approach to serve as a role model for their followers and their organization. They use this energy to show people how to achieve goals or accomplish tasks.Brandon Gaille

CONCLUSION

Transformational leadership is a theory of leadership where a leader works with teams to identify needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of a group; it is an integral part of the Full Range Leadership Model.

REFERENCES

 Brandon Gaille May 22, 2018 https://brandongaille.com/22-advantages-and-disadvantages-of-transformational-leadership/

Very well mind   Kendra Cherry Updated August 29, 2019 https://www.verywellmind.com/what-is-transformational-leadership-2795313

Trait Approach

What is Trait Approach?

·         The trait approach to personality is one of the major theoretical areas in the study of personality. The trait theory suggests that individual personalities are composed of these broad dispositions.(verywellmind)  

·         The Trait Theory asserts that an individual is composed of a set of definite predisposition attributes called as traits. These traits are distinguishable and often long lasting quality or a characteristic of a person that makes him different from the others.(Business Jargons)

Two main Leadership Traits That Encourage Your Team to Succeed

Awareness 

There is a difference between management and employees, bosses and workers. Leaders understand the nature of this difference and accept it; it informs their image, their actions, and their communication. They conduct themselves in a way that sets them apart from their employees--not in a manner that suggests they are better than others, but in a way that permits them to retain an objective perspective on everything that's going on in their organization.(Peter Economy)

Accountability

Extraordinary leaders take responsibility for everyone's performance, including their own. They follow up on all outstanding issues, check in on employees, and monitor the effectiveness of company policies and procedures. When things are going well, they praise. When problems arise, they identify them quickly, seek solutions, and get things back on track.(Peter Economy)

Advantages and Disadvantages of Various Types of Trait Approaches to Leadership

The earliest writers brought forward a long list of traits of leadership such as physical and nervous energy, a sense of purpose and direction, enthusiasm, friendliness and affection, integrity, mastery of knowledge, decisiveness, intelligence, teaching skill and faith (Tead, 1953); physique, skills, perception, knowledge, memory, imagination, determination, persistence, endurance and courage (Barnard, 1938).

Subsequently, some researchers found a significant theoretical problem in that the trait approach could neither specify nor prove how presumed leadership traits were linked to leadership per se (Kiechel, 1986).

Jennings (1961) asserted that fifty years of study had failed to produce one personality trait or set of qualities that can be used to distinguish leaders from non-leaders. The trait approach has been criticized in five respects:

                                                                                                                                                                   

REFERENCES

·         Verywellmind(online). www.verywellmind.com/trait-theory-of-personality-2795955

·         Peter Economy. https://www.inc.com/peter-economy/the-9-traits-that-define-great-leadership.html

·         Deepti  Verma(Article) http://www.shareyouressays.com/knowledge/advantages-and-disadvantages-of-various-types-of-trait-approaches-to-leadership-explained/102114