The Objective

 Understand what Leadership means to us.

 Generate motivation to lead
 Study leadership styles – members are guided by the leadership virtues of the key person.
 Help us form an enterprising and immensely focused group.
 Help the leader imbibe a sense of optimism in the group to which he / she belongs.
 Forge us into composed and self-assured guides who instil the confidence to inspire trust in other
persons.

What does Leadership mean to me??

“Leaders are born; not made”

Right??

Wrong!!!!

People can choose to become leaders. People can learn leadership skills.

“Leadership is the capacity and will to rally men & women to a common purpose with the character
that inspires confidence”

 Leadership has 2 sides – what a person is (Character) and what a person does (Competence).
 Good leaders develop through a never ending process of self-study, education, training and
experience. They do not just rest on their laurels.
 The best leaders are those who take advantage of opportunities and are enthusiastic participants in
change.

What makes a person want to follow a leader??

 People want to be guided by those they respect

 By those who have a clear sense of direction with a strong vision of the future
 Display a strong sense of ethics
 Are focussed on building their strengths and overcoming weaknesses.
 Are trustworthy
 Well informed
 Good communicators

Respected leaders concentrate on:

 What they are (such as beliefs and character)

 What they know (such as the job, tasks and human nature)
 What they do (such as implementing, motivating and providing direction)
 “It takes neither genius nor heroism to be a manager, but rather persistence, tough mindedness,
hard work, intelligence, analytical ability and the most important; tolerance and good will”

Try This Quiz to Identify Your Leadership Style

Have you got what it takes to get to the top? Do you have the management skills employers are looking for?
Or do your talents lie in being a team player rather than a leader? Take our quiz to find out.

1. How Important Is Status To You?

a) Very important: I like to feel like I'm in the top echelon.

b) Quite important: It's good to be in with the in-crowd.
c) It's more about the quality of relationships than where you fall within those relationships.
d) Not very important: I just want to get on.

2. In Your Childhood What Was Your 'Gang Rank'?

a) The leader: feared by all.

b) The funny one: adored by all.
c) The thinking one: listened to by all.
d) The geeky one: noticed by none.

3. At The Office Do You Come Up With New Ideas And Suggestions?

a) All the time: I really let everyone know what I think.

b) Quite often: but not at all if it would mean upsetting someone.
c) Often: being careful of any personal and political issues.
d) Rarely: what if it was the wrong thing?

4. A Colleague Has Been Criticised For Shoddy Report Writing. Do You?

a) Tell them why they should have known better.

b) Take them out for a drink after work.
c) Offer to proof read their next effort.
d) Avoid them. You've got too much to do as it is.

5. You Have Just Faced Some Negative Feedback. How Do You Respond?

a) Get angry and defensive.

b) Listen carefully but come away feeling disappointed.
c) Consider what you could change and how you could improve.
d) Sigh and think, "yeah that's me".

6.What Does EQ Mean To You?

a) Nothing: it's a wishy washy management fad that hopefully will soon go out of fashion.
b) It's an excuse to be allowed to a laugh on company time.
c) It's a way of empathising with how your colleagues may be feeling.
d) That you should try to understand your boss's moods.

7. Faced With a Problem To Solve, What Do You Do?

a) Come up with one solution and pronounce it correct.

b) Generate a few possible solutions and ask others what they think.
c) Brainstorm with a couple of nearby colleagues.
d) Seek your manager's advice.
8. Your Boss Has Asked You To Do Something That Is Beyond Your Abilities. Do You?

a) Take it on with gusto: you're up to anything.

b) Give it your best shot: making a passing joke not to blame you if it all goes horribly wrong.
c) Agree to do the task: but ask for further direction and assistance.
d) Stress out, clam up and finally confess that you just don't think you could manage it.

9. Is Delegation...

a) A waste of time: no one else will be able to do it as well as you so you might as well do it yourself.
b) An easy way to share the workload.
c) An effective way to create new learning opportunities for others.
d) Something I'm always on the receiving end of.

10 Change To You Means...

a) Something to be controlled.
b) An opportunity where anything could happen.
c) A chance to make progress.
d) Something to go along with.

Please calculate your score

How Many………

A’s ---------------

B’s ---------------

C’s ---------------

D’s ---------------

SO WHATS YOUR SCORE????????

 Mostly A's

You're a natural born leader just waiting for the right job to come along.

You're strong, decisive, and authoritarian. Everyone around you respects you.

At least that's what you'd like to think. In reality, the situation may be rather different. At best your arrogant,
bullish, autocratic approach is seen as old fashioned.

Mostly B's
You've got good potential. You support people. You listen to others. You are lateral. You take the initiative.

All this bodes well for your future. But only if you overcome what could become a fatal career flaw - wanting
to be liked. There is nothing wrong with seeking out the approval of others.

But you do this to such an extent that you want to be everyone's best friend. So, when difficult and direct
words are needed you can end up just being nice instead. Try, instead, to learn to confront potential conflicts
with sensitivity and honesty. People will respect you more for it.

Mostly C's
Management, here you come. If you want to move up the ranks you've probably got the ability to make that
climb. You're creative, assertive and empathetic.

You easily draw groups together and enjoy heading them up. Most promising though is the importance you
give to bringing on the abilities of others.

You have high expectations of them, higher possibly than they have of themselves. And you seem prepared
to do what you can to help them realize their own potential.

Out of all management skills, this is the one modern companies seek out most. Be mindful, however, not to
let more superficially forceful characters conquer your position.

Mostly D's
You're smart enough to have figured out by now that your place is more likely to be in, rather than at the
head of, the team.

You prefer to listen to ideas, not voice them. You prefer to implement decisions rather than make them. This
is not necessarily a bad thing. The world of work would not be sustainable if everyone led and no one
followed. You're a solid, reliable, loyal team player.

But be cautious, that in your acquiescence to others, you don't become sycophantic. At times, be prepared
to do things your own way.

LEADERSHIP STYLES
 There are normally three styles of leadership:

 Authoritarian or autocratic
 Participative or democratic
 Delegative or Free Reign

POWER STYLE

Authoritarian (autocratic)
 This style is used when the leader tells her employees what she wants done and how she wants it done,
without getting the advice of her followers.
 Some of the appropriate conditions to use it is when you have all the information to solve the
problem, you are short on time, and your employees are well motivated.
 Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading
by threats and abusing their power.
 This is not the authoritarian style...rather it is an abusive, unprofessional style called bossing people
around. It has no place in a leaders repertoire.
 The authoritarian style should normally only be used on rare occasions. If you have the time and
want to gain more commitment and motivation from your employees, then you should use the
participative style.

Participative (democratic)
 This type of style involves the leader including one or more employees in on the decision
making process (determining what to do and how to do it).
 However, the leader maintains the final decision making authority. Using this style is not a sign of
weakness, rather it is a sign of strength that your employees will respect.
 This is normally used when you have part of the information, and your employees have other parts.
 Note that a leader is not expected to know everything -- this is why you employ knowledgeable and
skillful employees.
 Using this style is of mutual benefit - it allows them to become part of the team and allows you to make
better decisions.

Delegative (free reign)

 In this style, the leader allows the employees to make the decision.
 However, the leader is still responsible for the decisions that are made.
 This is used when employees are able to analyze the situation and determine what needs to be done
and how to do it.
 You cannot do everything! You must set priorities and delegate certain tasks.
 This is not a style to use so that you can blame others when things go wrong, rather this is a style to be
used when you have the full trust and confidence in the people below you. Do not be afraid to use it,
however, use it wisely!

Forces - When to use What????

A good leader uses all three styles, depending on what forces are involved between the followers, the
leader, and the situation. Some examples include:

Using an authoritarian style on a new employee who is just learning the job. The leader is competent and a
good coach. The employee is motivated to learn a new skill. The situation is a new environment for the
employee.

Using a participative style with a team of workers who know their job. The leader knows the problem, but
does not have all the information. The employees know their jobs and want to become part of the team.

Using a delegative style with a worker who knows more about the job than you. You cannot do everything!
The employee needs to take ownership of her job. Also, the situation might call for you to be at other places,
doing other things.

THE BEST OF 3 ……….

Using all three:

 Telling your employees that a procedure is not working correctly and a new one must be established
(authoritarian).
 Asking for their ideas and input on creating a new procedure (participative).
 Delegating tasks in order to implement the new procedure (delegative).

Forces that influence the style to be used include:

 How much time is available.

 Are relationships based on respect and trust or on disrespect?
 Who has the information - you, your employees, or both?
 How well your employees are trained and how well you know the task.
 Internal conflicts
 Stress levels

Negative / Positive Approach

There is a difference in ways leaders approach their employees:

‫٭‬ Positive leaders use rewards, independence, etc. to motivate employees.

‫٭‬ Negative leaders emphasize penalties. While the negative approach has a place in a leader's repertoire
of tools, it must be used carefully due to its high cost on the human spirit.

TEAM BUILDING & LEADERSHIP

 The primary role of a Manager in a business setting is that of leadership.
 Managers are expected to lead employees in an attempt to accomplish both long and short-term goals.
 A Business Manager realizes the strengths and weaknesses of team members and assigns appropriate
tasks as per their individual skills.
 Leaders should not think of themselves as simply managers or supervisors; but rather as "team
leaders."
 Leaders holding the position of traditional authority can earn the respect and trust of their team members
by understanding the personal work preferences and motivation levels.

Growing a Team

What is a team?
 A group of people coming together to collaborate. This collaboration is to reach a shared goal or task for
which they hold themselves mutually accountable.
 A group of people with a high degree of interdependence geared towards the achievement of a common
goal or completion of a task.
 Team members are deeply committed to each other's personal growth and success. That commitment
usually transcends the team.
 A team outperforms a group and outperforms all reasonable expectations given to its individual
members.

That is, a team has a synergistic effect...one plus one equals a lot more than two.

Characteristics of a Good Team

 High level of interdependence among members; each member is willing to contribute
 Leader has good people skills and is committed to team approach
 Relaxed climate for communication
 Members develop a mutual trust
 The group and individuals are prepared to take risks
 Group is clear about goals and establishes targets
 Member roles are defined
 Members know how to examine errors without personal attacks
 The group has capacity to create new ideas
 Each member knows he can influence the agenda
Leader in a Fix
Key learning:
 Proactive rather than reactive
 Back-up. Foster new leaders
 Fears about handling different kinds of people
 Delegation
 Appreciate all members. Learn to maximize varying attributes of the team towards achievement of
objectives
 Handling change
 Achievement of targets
o Be sure of yourself first
o Redefine your efforts
o Be aware of the parameters of achievement
o Open communication with your supervisor

… STRENGTHENING THE ROLE…

“I want to be remembered as a Leader, who gave all whenever he was on the field.”
- Walter

An Introspection
 Your Best Quality as a Team leader?
 Your most important “Area of Improvement” as a Team Leader?

Few Situations
 In a team of high-powered personalities, what trait is the most important for the Team Leader to
possess?
 What trait is most important for the Team Leader to demonstrate, in a team composed of Less Involved
personalities.

Lets Think & Discuss

 Think of the best team that you have worked with. What qualities of the leader or the team (as one unit)
do you recall.
 Lets discuss the worries you face while being a leader?

Leadership is SELF DEVELOPMENT

Remember….
 Power of Positive Vision
 Importance of experimenting & risk taking
 Understanding self, people & situations and tailoring our approach & behavior.
 Conflict Management.
 Leading by Example and Following your own Rules.
 Do not use Power to control people.
 Chalk a plan to bridge the gaps between where we are and where we aspire to reach (as a team).
 Ensure a platform for active exchange of feedback from all levels.
 Constantly challenge your own “Thought Process” and sharpen your axe.

Important Words

The 5 Most Important Words

You Did a Good Job
The 4 Most Important Words
What is Your Opinion
The 2 Most Important Words
Thank You
The 1 Most Important Word
We
The Least Important Word
I

A Boss & a Leader

Boss says : “Go”

Leader says : “Let’s Go”