In light of the current fact that the United States newly elected Congressional Leaders from a different party will now have to work with the President, there are some considerations to take into account when thinking of effective leadership in general. Leadership is an influence process. Leadership takes into account the ability to motivate others to do something, believe something or act a certain way. The style of leadership, however, usually refers to the pattern of behaviors that are used when trying to influence the behavior of others. But what is critically essential in leadership is the connection between crucial capabilities and results – how organizational capabilities and leaders competencies lead to and are connected to the desired objectives or results. See Effective Leadership: Results-based Leadership at http://1000ventures.com.
Now while managers are concerned with the procurement, coordination and distribution of human and material resources that are need by an organization, for example, leaders ensure that the work of the organization is what it needs to be. Leaders facilitate the identification of organization goals. They initiate the development of a vision of what their organization is about. The managers skills are required to facilitate the work of an organization – because they ensure that the work done are in accord with the organization’s rules and regulations. But there are different styles of Leadership Approaches.
Some styles of decision-making are: Autocratic, where a problem is solved using information already available, or where additional information is obtained from the group before the leader makes a decision; Consultative, when a leader discusses a problem with the subordinates individually before making a decision, or the problem is discuss with the group before deciding; and Group Full Participation, where the collective group decides upon a problem with the leader simply acting as “chair.” In addition, some professionals in leadership studies have stated two important dimensions of effective leadership: Initiating Structures (concern for organizational tasks) and Consideration (concern for individuals and interpersonal relations). See History of Leadership Research, Effective Leaders: Two Dimensions at www.sedl.org. They are informing us that Initiating Structures include activities such as planning, organizing, defining the tasks and work of people – how work gets done in an organization. But Consideration addresses the social, emotional needs of individuals – their recognition, work satisfaction and self-esteem influencing their performance. The descriptions of these two dimensions may seem like managerial features, but they are considered to be exhibited leadership behaviors.
But what about the most frequently accepted qualities expected of leaders, and what are they?
Leaders need these qualities to be generally considered effective leaders: Knowledge of the work, tasks and operation; to be friendly, personable and approachable; exhibit fair and consistent treatment; listen, consults and have an open-mind; communicate well; help out, pitches in and work alongside others; respect and trust subordinates; have firm control of situations and be willing to exercise supervisor’s power; reward others and give credit when required; demonstrate sincere caring attitude and show concern for others. See How Followers Make The Leader at www.salemstate.edu. Other professionals have described some characteristics considered to be very effective skills for leaders to posses.
Leaders need Vision: This refers to being able to articulate the future in clear simple language with an emphasis on what will be than what is. This is considered a quality absolutely necessary for all leaders. Motivation of People: Leaders must know and understand what motivates people. Simple and often ignored motivators include praise (to tell co-workers, for example, that they have done a job well) appreciation (a simple thank you regularly will be effective appreciation from others) recognition (awards, credit on a report, a letter of commendation) and other examples. Learning to give a positive feedback is very essential in leadership. However, this does not ignore the need to be clear about consequences of inappropriate behavior. The Empowerment of others: This is another requirement and deals with telling people what the leadership expect from the others, giving them the tools they need to succeed, and then allowing them to properly carryout their duties. Within this concept, leaders must learn to listen to others because some considers nothing to be more empowering than being heard. See Eight Characteristics of Leadership at www.zimmerman-lehman.com.
Another most frequently accepted required leadership quality include to be Trustworthy. No moral or conscientious person will want to follow a dishonest or unfair leader with any enthusiasm. The leader actions will speak louder than his words, especially when his/her actions are more dishonest than honest. Leaders must also be willing to take Risks. Here we are informed that if leaders conduct daily events the way they’ve always been done, they will always get what they received before. This becomes a problem when results have been very bad for consistently long periods of time. Risk taking and boldness then become necessary for corrective results. Within this concept, leaders should also reward risk-taking by others, especially when good results have been achieved. Focus/Follow Through is yet another. Leaders must set priorities and do what they say they would have done because knowing what to do and then doing it is a critical leadership skill. To have a sense of Humor is next. Humor skills will be needed for tension breaking, but is inappropriate if used to humiliate or belittle someone. Public Leaders especially must be care of how they use this skill – see www.zimmerman-lehman.com. So if all of these characteristics are found in an individual, then we are highly likely to see a leader immerge. If only some are discovered, then excellent leadership training can facilitate the others for the better.
Other professional leadership experts have stated that Transitional Leadership is also critical. This refers to leadership as going beyond individual needs, focusing on a common purpose, addressing intrinsic rewards and higher psychological needs such as self actualization, and developing commitment with and in the followers – www.sedl.org.
Therefore, from the above, effective leadership requirements are crucial in determining an effective leader. From Vision to Trustworthiness and Transitional Leadership, the traits vary according to the task at a hand. Different styles of leadership are required in some cases. But real effective leadership must coincide with the demonstrated capabilities and targeted results, or what some professionals call Results-based Leadership.
