PROJ ECT NO.

3
Leadership

Submitted To:
Sir Musa Khan
DY. General Manager HR (Pb)

Submitted By:-
Sehar Azhar (Internee)

Date:-
20-6-2014






Leadership:-
Leadership is a process by which a person influences others to accomplish an objective and
directs the organization in a way that makes it more cohesive and coherent. Program directors
and managers can use this resource to inspire staff to higher levels of teamwork. This article
defines concepts of leadership in terms of what a leader must be, know, and do.
Good leaders are made not born. If you have the desire and willpower, you can become an
effective leader. Good leaders develop through a never ending process of self-study, education,
training, and experience. This guide will help you through that process.
To inspire your workers into higher levels of teamwork, there are certain things you must be,
know, and do. These do not come naturally, but are acquired through continual work and study.
Good leaders are continually working and studying to improve their leadership skills; they are
NOT resting on their laurels.
The Two Most Important Keys to Effective Leadership
Hays study examined over 75 key components of employee satisfaction. They found that:
Trust and confidence in top leadership was the single most reliable predictor of
employee satisfaction in an organization.
Effective communication by leadership in three critical areas was the key to winning
organizational trust and confidence:
1. Helping employees understand the company's overall business strategy.
2. Helping employees understand how they contribute to achieving key business
objectives.
3. Sharing information with employees on both how the company is doing and how
an employee's own division is doing -- relative to strategic business objectives.
So in a nutshell -- you must be trustworthy and you have to be able to communicate a vision of
where the organization needs to go. The next section, "Principles of Leadership", ties in closely
with this key concept.
Principles of Leadership:-
To help you be, know, and do; (U.S. Army, 1973) follow these eleven principles of leadership
(later chapters in this guide expand on these and provide tools for implementing them):
1. Know yourself and seek self-improvement - In order to know yourself, you have to
understand your own be, know, and do, attributes. Seeking self-improvement means
continually strengthening your attributes. This can be accomplished through self-study,
formal classes, reflection, and interacting with others.
2. Be technically proficient - As a leader, you must know your job and have a solid
familiarity with your employees' tasks.
3. Seek responsibility and take responsibility for your actions - Search for ways to
guide your organization to new heights. And when things go wrong, they always do
sooner or later -- do not blame others. Analyze the situation, take corrective action, and
move on to the next challenge.
4. Make sound and timely decisions - Use good problem solving, decision making, and
planning tools.
5. Set the example - Be a good role model for your employees. They must not only hear
what they are expected to do, but also see. We must become the change we want to see -
Mahatma Gandhi
6. Know your people and look out for their well-being - Know human nature and the
importance of sincerely caring for your workers.
7. Keep your workers informed - Know how to communicate with not only them, but
also seniors and other key people.
8. Develop a sense of responsibility in your workers - Help to develop good character
traits that will help them carry out their professional responsibilities.
9. Ensure that tasks are understood, supervised, and accomplished - Communication
is the key to this responsibility.
10. Train as a team - Although many so called leaders call their organization, department,
section, etc. a team; they are not really teams...they are just a group of people doing
their jobs.
11. Use the full capabilities of your organization - By developing a team spirit, you will
be able to employ your organization, department, section, etc. to its fullest capabilities.
Factors of leadership:-
The four major factors for an evolving leadership role include a leader, followers, a situation,
and communication.
Follower:-
Different people require different styles of leadership. For example, a new hire requires more
supervision than an experienced employee. A person who lacks motivation requires a
different approach than one with a high degree of motivation. You must know your people!
The fundamental starting point is having a good understanding of human nature, such as
needs, emotions, and motivation. You must become to know your employees' be, know, and
do attributes.
Leader:-
You must have an honest understanding of who you are, what you know, and what you can
do. Also, note that it is the followers, not the leader who determines if a leader is successful.
If they do not trust or lack confidence in their leader, then they will be uninspired. To be
successful you have to convince your followers, not yourself or your superiors, that you are
worthy of being followed.


Communication:-
You lead through two-way communication. Much of it is nonverbal. For instance, when you
"set the example," that communicates to your people that you would not ask them to perform
anything that you would not be willing to do. What and how you communicate either builds
or harms the relationship between you and your employees.
Situation:-
All are different. What you do in one situation will not always work in another. You must use
your judgment to decide the best course of action and the leadership style needed for each
situation. For example, you may need to confront an employee for inappropriate behavior, but
if the confrontation is too late or too early, too harsh or too weak, then the results may prove
ineffective. Various forces will affect these factors. Examples of forces are your relationship
with your seniors, the skill of your people, the informal leaders within your organization, and
how your company is organized.
Attributes:-
If you are a leader who can be trusted, then those around you will grow to respect you. To be
such a leader, there is a leadership framework to guide you:
Be a professional. Examples: be loyal to the organization, perform selfless service, and
take personal responsibility.
Be a professional who possess good character traits. Examples: honesty, competence,
candor, commitment, integrity, courage, straightforwardness, imagination.
Know the four factors of leadership - follower, leader, communication, and situation.
Know yourself. Examples: strengths and weakness of your character, knowledge, and
skills.
Know human nature. Examples: human needs, emotions, and how people respond to
stress.
Know your job. Examples: be proficient and be able to train others in their tasks.Know
your organization. Examples: where to go for help, its climate and culture, who the
unofficial leaders are.
Do provide direction. Examples: goal setting, problem solving, decision making,
planning.
Do implement. Examples: communicating, coordinating, supervising, evaluating.
Do motivate. Examples: develop moral and esprit in the organization, train, coach,
counsel.
Assessment List:-
Following is the assessment list of Leadership qualities on which basis you can evaluate them:-
How to Assess Leadership Skills:-
There are two measurements to apply when assessing your leadership skills or those of a
subordinate executive or manager.
First, there is compliance to a defined set of skills, in this case soft skills. Second, there is the
effect of those skills when put to use which means measuring the tangible gains in areas such as
productivity, employee retention, revenue, customer satisfaction, or some other appropriate
metric for your business objectives.
This is not dissimilar to measuring quality. You first assess compliance with quality controls and
then you measure the results of complying with the quality controls, such as fewer returns of a
product or higher customer satisfaction.
While the second measurement is something we more likely know how to measure, the first
requires defined metrics for soft skills that we often do not have. As a starting point, we present
you with the Simonton Leadership Skills Assessment Test.
Rank a manager (or yourself) on a scale of 1 to 10 for each with 10 being the best or almost
always performs the action and 1 being the worst or almost never performs the action. Add up
the points for each question; by pressing calculate score at the end. Again, think carefully about
what is being described. Do you really know the answer? If not, then some observation might be
in store.
Though this will not take long, we suggest you take the time to answer thoughtfully and
sincerely. The questions represent critical actions and behaviors for management to drive
innovation and productivity across an organization, division or within a team, no matter how
large or small.
Ten questions to assess leaders soft skills:-
Does the manager:
1. Provide regular and frequent opportunities (at least weekly) for the people they manage
to voice complaints, suggestions and questions, provide reasonable and timely responses
to the satisfaction of their people, and provide the support their employees say they need
to do a better job?
2. Elicit answers/responses from the team and cause them to use their brainpower to solve
problems?
3. Listen to employees with 100% of their attention without distraction, without trying to
figure out a response and with the use of follow-up questions to obtain missing details
and suggested fixes?
4. Refrain from giving orders to the maximum extent possible?
5. Exhibit a high standard of humility, respect, responsiveness, forthrightness, trust,
admission of error, etc. when dealing with employees? (The standard must be higher than
the standard expected of employees in their dealings with customers and each other).
6. Publicly recognize employees for their contributions and high performance and not take
credit for him or her?
7. Openly provide all information about the company to employees to the extent they need
or desire it?
8. Use values to a high standard in order to explain why certain actions are better than
others?
9. Use smiles and good humor with subordinates and not frowns or a blank face?
10. Generate in employees a sense of ownership of their work?
This questionnaire can help the organizations to judge their employees leadership skills other
than that following there is a list of on which basis they should measure the skills of Leaders:-
I s your leader is:-
Advising Delegating Partnering
Calculating Designing Planning
Coaching Evaluating Problem solving
Collaborating Explaining Producing
Communicating Initiating Proving
Coordinating Motivating Referring
Creating Negotiating Resolving
Networking Summarizing Supervising
Synthesizing

List of Personal Qualities and characteristics:-
Authentic, Credible, and Trustworthy
Ethical and Equitable
Empathic and Compassionate
Collaborative and Resourceful
Accountable, Available, and Reliable
Respectful and Humble
Committed and Passionate
Persistent and Resilient
Enthusiastic and Optimistic
Visionary, Inspirational, and Motivational
Knowledgeable about self, others, and context

You can also assess your leader through the following steps as well:-
Clarify what your job is:-
Before anything else, you must understand your roles and responsibilities as a leader.
Invite feedback:-
Just as you offer colleagues and subordinates constructive critiques to improve performance,
those people can also help you evaluate how youre doing. This can also be done through 360-
degree feedback and leadership coaches.
Refine your storytelling skill:-
Once you define your goals, you must be able to articulate them. An effective leader is the
companys chief storyteller, not just someone who keeps his or her nose to the grindstone. You
have to be able to say where you have been as a company, where you are now, and where youre
going.
Check in on employees:-
It is important to find out if the message you are relaying is trickling down to employees. You
can do so by asking around, or by setting up a more formal process. Take annual employee
satisfaction surveys, or conduct a culture survey.
Look into leadership training:-
Many universities and institutes offer leadership-training courses. You can also engage a
leadership coach, or even go on one of numerous CEO retreats.
Expand your circle. :-
Networking is critical to being an effective leader. It can come in the form of professional peer
groups like industry associations or community involvement.


I nstill Leadership Qualities in employees:-
The best run businesses have good leadership not just at the top but throughout the employee
ranks. While there may be only one boss, employees can use leadership qualities when training
new staff, interacting with colleagues or even managing their own workflow. Some employees
are natural-born leaders, but others may prefer to stand on the sidelines. Here are some ways to
get your more reticent employees to step up into a leadership role.
Employ the draft:-
If you assign tasks on a volunteer basis only, some employees will be happy to do the job, while
others will not. If you find that the same employees agree to take on leadership tasks over and
over again, it's time to encourage those who don't to step up. When special projects come up, ask
employees who normally stay in the background to step to the forefront. You don't have to
overwhelm them with huge projects that will make or break the company, but you can start small
by asking them to lead a special committee or come up with plans for an employee lunch, for
example. As these employees gain more confidence, they may feel empowered to take on larger
tasks over time.
Use appreciation as motivation:-
When employees take on leadership roles for the first time, they're likely to feel apprehensive
and uncertain about their abilities. As a manager, it's important to praise such employees early
and often, letting them know that you appreciate the progress they're making every step of the
way and giving them the incentive of more praise as they complete more of the task.
Offer leadership training:-
Some employees will be hesitant to take on leadership roles because they don't think they have
the qualifications. Eliminate some of these fears by sending them to leadership training seminars.
You can bring in a professional coach to do the training on-site, look for leadership training
sessions elsewhere or pay for key employees to take a class to enhance their leadership
capabilities.

Use the buddy system:-
Some employees prefer to stay in the background because they don't like being in the spotlight.
A way to get such employees to take on a leadership role without exposing them to a spotlight
that's too bright is to assign co-leaders to a project. By having more than one person share
leadership responsibilities, each employee gains valuable leadership experience, while neither
has to contend with all of the pressure.
Expect mistakes:-
For employees who aren't used to taking a leadership role, there's going to be a learning curve as
they adapt to new responsibilities. Make sure there's room for error. Don't use major projects as
an opportunity for employees to hone their leadership skills for the first time. Rather find
projects that won't derail if your leader-in-training makes a mistake or two.
Recognize differences in leadership:-
Some employees will exhibit leadership through enthusiasm and motivational skills, while
others will assert leadership in a more quiet way, such as by being a steady guiding force
throughout a project. Recognize that different personalities will approach leadership differently
and appreciate the qualities of leadership employees show no matter how these look.
Reward success:-
As your employees take on more leadership roles, reward them tangibly through promotions or
financial incentives. Let employees know that exhibiting leadership qualities is a requirement for
moving ahead in your organization and include that as one of the criteria you look at in employee
evaluations. When employees understand that you demand that they share all of the skills and
knowledge they have to offer, they'll benefit from rising to the challenge, and so will
your business.



Five strategies that will turn your employees into leaders:-
Teach Them to Network:-
These are key skills for leaders at any level so its important to teach your employees how to
effectively network as soon as possible. You can start small, within your own company, even:
When there are company events (e.g., potlucks, sponsored meals, or after-work events),
encourage your leaders-in-training to goand more importantly, to branch out beyond
conversations with the co-workers they already know.
Then, as they grow more comfortable, you can include them community- and industry-wide
eventsand eventually, even send them in your place to represent your company. When they
progress into leadership roles, theyll already have valuable contacts, plus the people skills
needed to succeed.
Give Them the Right Experience:-
As you dole out projects and assignments, give some thought to the unique duties you have as a
manager. These are the skills that your employees may not be familiar withbut should, if they
aim to move up within the organization. Then, find ways for your employees to start gaining
experience in those areas.
For example, every month, an employee give a presentation to the most recent group of new
hires, explaining what my department does within the company. Its a fairly straightforward task,
but something that my employees dont typically do. To help them gain that public speaking
experience, Ive started inviting them to watch me do the presentationand eventually, one by
one, asking them to present in my place.
The same can be applied to other duties that your team may not have much experience in
like running meetings and overseeing projects. Since these tasks typically include managing
other employees, the leader will have to make sure the team stays on task, meets objectives, and
works collaborativelyall skills that are essential for a manager.


Allow Them to Struggle a Little:-
When an employee needs help with a task, he or she typically comes to you, so you can either
take over or provide the resource that will help accomplish the task. And in most cases, fulfilling
that managerial duty is perfectly fine. But when youre coaching your employees to become
leaders, Ive found that its beneficial to push them to figure out how to get what they needon
their own.
For example, if an employee needs help with a financial spreadsheet, stop yourself from
finishing it yourself and instead, introduce your employee to the head of the finance department
and let them take it from there. Of course, this doesnt mean you canor shouldsit back and
do nothing to help. But little by little, let your employees take on more responsibility.
Eventually, theyll learn how to get what they need even without your help.
Be a Mentor:-
As youre helping your employees gain leadership skills, youll likely take on a mentor-mentee
relationship with them. And this natural progression is a very
Create an Ownership Mentality:-
Most importantly, you can coach people in leadership day after daybut they wont actually use
those skills unless they feel like a trusted, valued, and impactful part of the company. Think
about it: If you teach your employees how to make smart, informed decisions, but still require
that they run every idea by you before theyre allowed to make a move, how empowered will
they feel?
Creating an ownership mentality starts with trusting your employees and giving them the
authority to make certain decisions. This can also mean listening to and implementing their ideas
or giving them a little personal time to work on a side project that they think will boost sales.
When you make your employees feel like an integral part of the company, they will naturally rise
to the occasion and emerge as leaders.