Leadership Quality Matrix for Success Free-Samples for Students

Question: Discuss about the Leadership. Answer: Introduction to leadership Leadership is fundamentally meant to influence others into doing the right things. It entails coming up with a vision and inspiring others to follow it. A god leader maps out where they need reinforcements to succeed while marshalling the necessary equipment to do so. Apparently, the topic of leadership sparks contrasting views in different contexts. For instance, leaders can command communities, religious groups, political groups as well as campaigns. A good leader an inspiring roadmap towards the future inspires others to engage in that vision, manipulates its delivery, teaches and builds the competencies needed for its achievement. The Process of Leadership Coming Up with A Vision for The Future Organizations are always looking for opportunities to grow. Thus a vision that will propel the to new heights is critical in ensuring a bright future. It gives the organization a sense of direction, prioritizes activities as well as making an excellent marker for future progress. While coming up with good vision, a great leader has to consider critical elements like Porters Five Forces, USP analysis, key competencies PEST analysis while assessing the current condition of their organizations (Northouse, 2014). They have to envision how their entity will grow in the face of the prevailing circumstances while strategizing how to make the most of the opportunities that will arise in due course. While doing this, they should look for ways of innovating so their organizations can be at par with the rest of the industry. Market research should also be conducted to make informed choices that are in sync with the reality. The fundamentals of this process are excellent problem-solving skills, being futuristic as well as avoiding being complacent. They should be convincing and compelling. Their visualizations should be seeable, palpable, comprehensible as well as worth embracing. Motivating, Inspiring and Directing People The previous step is important in establishing any leadership legacy since it forms the basis. However, any leader has to be a source of motivation and inspiration if his or her subordinates are to follow the vision they started. For instance, at the beginning of any project, leaders are usually enthusiastic about its prospects. At this point, it is easy to win over the backup. However, it is important to realize that this might not be the case as the project wears on. As a result, a consummate leader has to find ways of maintaining the level of motivation and enthusiasm is it has any chance of progressing smoothly (Woods, 2015). They have to do this through walking their talk so that their staff can aim at imitating their actions. According to the Expectancy theory, excellent leaders have the requisite skills to link the expectations amongst employees that hard work leads to better outcomes as well as the expectations that good results lead to lucrative rewards and incentives (North ouse, 2014). These elements help to motivate employees to commit their efforts so that they can achieve success. Motivation in this context is both intrinsic and extrinsic. Here leaders are expected to spur both forms of motivation if they are to succeed in their endeavors. They can also motivate them by redefining their visions especially regarding the utility their customers are likely to enjoy (Woods, 2015). In such a setting, leaders who possess expert power have the best chance of implementing their ideas since they understand the technical demands of the undertaking. Apparently, their follower will admire what they do since there are technically adept. Also paramount to achieving this is exhibiting transparency and credibility in their exertions. In this manner, they will minimize chances of there being rancor as a result of unfair dealings of partisan treatment to certain quarters (Schein, 2014). Vision Management and Delivery There is a probability that good managers may not make good leaders, but good leaders will make good managers since they possess the necessary skills that are requisite for the attainment of the same. In this context, good leaders have to ensure that work needed to achieve their visions is well managed (Woods, 2015). They can do this themselves or delegate duties to trustable managers. Some of the critical dimensions of the same are project management, examining key performance indicators to ensure that there are on track as well as personal management to ensure that all staff members have the same level of motivation and commitment towards the achievement of the premeditated vision (Northouse, 2014). Training and Consolidating a Team to Realize an Ambition Exceptional transformational leaders have to carry out activities that will enhance their teams like the individual and team development. To realize this, they have to the requisite knowledge of group dynamics and how to help them gel. Some of the models that they can apply include Belbins Team Roles and Bruce Tuckman's Forming Storming, Norming, and Performing theories. This will help them to come up with functional teams that will help them accomplish the goals in an efficient manner. Leaders are after ensuring that their members have the necessary skills to achieve whatever is put before them. This is guaranteed by doing assessments, getting feedback as well as training and developing them (Woods, 2015). Good leadership also entails mentoring potential future leaders. This will ensure continuity of success in future in case there is a vacancy in any position within the group. Also, this is meant to ensure that delegated duties are carried out exemplarily well regardless of the prevailing condition. The Personal Side of Leadership These are the individual traits that help leaders to execute their mandates well. They are the characteristics that help them to stand out as they make decisions. These are as discussed below. Self-Awareness. The is the fundamental trait of an effective leader. They are basically aware of their characters, qualities, and individual characteristics. These entail emotional reactions, values, their attitudes as well as how these descriptions help them to be strong. If they realize that they have weaknesses, how do they and to buttress on the same to achieve the necessary threshold for real leadership (Adeniyi, 2017). These characteristics help to define whether a leader will be effective of not. For example, a good leader is in full control of their emotions while at the same time they ensure they are pulling strings where necessary for the groups success (Northouse, 2014). Self-reflection is an element of leadership that makes most individuals very uncomfortable since most of them react to it by either objecting the reality that they are weak or by dismissing it altogether. Others say that despite their weaknesses, they will perform optimally thereby avoiding correcting them. However, good leaders are expected to realize their weaknesses and strengths and act appropriately. This would either be by diversifying their strengths and correcting their weaknesses (Schein, 2014). Blind Spots. This refers to misperceptions or unknowns. For instance, it could be that one is trying to please others at the expense of efficiency. Also, others may see you in a manner that is different than you do thus making you less confident. In such a scenario one is expected to be competent about their abilities while using the criticism to constructively improve their skills. Weak leaders are likely to be carried away by negative reactions, something that will destroy their competencies in no time at all. As a result, leaders are always encouraged to be self-aware so that they are not served with rude shocks in case they receive negative reviews (Adeniyi, 2017). Big 5 Personality Dimensions. Leaders can gauge their personalities using models like extroversion, conscientiousness, openness to exposure, emotional stability and agreeableness. These aspects are important as they serve to help leaders know their innate abilities and how they can work on them to improve their efficiency (Ambrose, 2014). Also, they get to know how they can reinforce them in case they stray from the main course. A good leader is the one who understands their abilities as well as how to maintain their effectiveness in the long term. A high and low locus of control. This is the extent to which a leader is in control of what happens in their organizations (Schein, 2014). A high focus on the monitoring means that leaders are after completely manipulating the welfare of their group while low locus points to the reality that they are unable to control, what happens in their groups. All leaders are expected to exhibit high locus of control since the future of their organizations rests on their shoulders. Failure to do this will lead to eventual collapse. All these explanations form a critical component of the personal aspect side of leadership, which is an integral part in defining the effectiveness of any accomplished leader (Adeniyi, 2017). The Leader as Relationship Builder Relationships form the basis of success in any organization. This is because they engender trust amongst group members while opening up opportunities for the organization. Leaders are the most integral part of the establishment of functional relationships within the organization as well as linking it will the outside world. Internal and external publics are at the epicenter of all leadership efforts. This makes it necessary that leaders establish the right values amongst them if they are to stand a chance of prospering (Ambrose, 2014). Fundamentally, leadership can be described as an expression of collective as well as community action. Leading people entails leader and stakeholders collaborating in a variety of ways. As opposed to traditional perspectives, leading is not like assuming a starring role in a movie or something. Instead, it entails pulling strings and helping group members to collaborate and dedicate their efforts towards the achievement of the primary objective. Leadership can best be described as a unified act between leaders and followers (Adeniyi, 2017). They work in tandem to achieve a common goal. Generally, it is about joining forces and doing it as a unit. A collaborative unit cannot function without a chain of trust. This is effected by leaders establishing relationships amongst all stakeholders for the optimum functionality of their whole group. Failure to achieve this, the entire unit will collapse in the long term since everyone will be pulling in their direction. Today, leaders are confronted with the reality that they have to strike relationships within their organization for the purpose of achieving unity among the group members (Ambrose, 2014). Here they are expected to realize their traits and how they will affect the overall functionality of the whole group. This will help them to adjust where necessary since times and conditions change. Thus the best way to guarantee this is by ensuring that their organizations are united all the time (Schein, 2014). Conclusion Leadership is an essential function in society since it helps put together many aspects that are used to give the community an identity. The success or failure of any organization solely depends on the prevailing leadership units therein. The world is littered with examples of leadership regimes some of which were successful others unsuccessful. As a result, all leaders should aim at hitting the optimum heights for the purpose of empowering those they lead. Bibliography Northouse, P. G. (2014). Introduction to Leadership: Concepts and Practice. https://nls.ldls.org.uk/welcome.html?ark:/81055/vdc_100035398902.0x000001. Northouse, P. G. (2015). Introduction to Leadership: Concepts and Practice. Thousand Oaks, Calif, SAGE. Ambrose, D. (2014). Leadership: The journey inward. Dubuque, Iowa: Kendall/Hunt. March, J., Weil, T. (2015). On Leadership: a Short Course. Oxford, John Wiley Sons. https://www.123library.org/book_details/?id=7523. Rost, J. C. (2016). Leadership for the twenty-first century. New York, Praeger. Adeniyi, M. A. (2017). Effective leadership management: an integration of styles, skills character for today's CEOs. Bloomington, IN, Author House. Schein, E. H. (2014). Organizational culture and leadership. San Francisco, Jossey-Bass. Woods, M. G. (2015). The dark side of leadership: Personal dysfunction or societal crisis? Minneapolis, Capella University. https://public.eblib.com/choice/publicfullrecord.aspx?p=3389747. Koestenbaum, P. (2016). Leadership: the inner side of greatness: a philosophy for leaders. San Francisco, Jossey-Bass. Koestenbaum, P. (2015). Leadership: the inner side of greatness, a philosophy for leaders. San Francisco, Jossey-Bass. https://www.books24x7.com/marc.asp?bookid=9103. Jacobs, A. J. (2013). Information system implementations: using a leadership quality matrix for success. [Place of publication not identified], Author house. Daft, R. L., Lane, P. G. (2015). The leadership experience. Australia, Cengage Learning. Bennis, W. G. (2016). On becoming a leader. New York, Basic Books. Daft, R. L., Lane, P. G. (2015). The leadership experience. Australia, Cengage Learning. Wallace, E. (2014). Business relationships that last: five steps that transform contacts into high performing relationships. Austin, Tex, Greenleaf Feinstein, S., Kiner, R. (2013). The brain and strengths based school leadership. Thousand Oaks, Calif, Corwin Press.