Leadership

At one time or another, many of us dream about being

learner.
We fantasize about taking charge of large groups and
being viewed with great eve and respect.
Despite the prevalence of such daydreams, however,
relatively few individuals convert them into reality by
becoming leaders.
Further, among those who do make it into leadership
positions, only some are considered particularly
effective in this role.
This raises an intriguing question: What sets effective
leaders apart from most others?


Icebreaker 2
Given 4..8..12, suggest a 4
th

number.
Why did you pick your number?
Are Leaders Made or Born?
Is leadership learnable?
Why / why not?
Provide examples
Leaders Versus Managers
Leaders
The primary function is to
envision and articulate the
essential purpose or
mission of an organization
and the strategy for
attaining it.
Leaders establish direction
by creating a vision of the
future.
Managers
The job of the manager is to
implement that vision.



Managers create plans and
monitor results relative to
those plans










Management
The manager.....
Administers
Maintains
Relies on systems
Counts on controls
Does things right

Position Power: Formal, given

MANAGEMENT TASKS
Managerial Functions
Planning

Organizing

Directing/Motivating

Controlling
Management Skills
Technical


Interpersonal


Conceptual
Leadership
The Leader....
Innovates
Provides direction, alignment, and motivation
Relies on people
Counts on trust
Does the right thing


Personal Power: Informal, earned Referent
power through expertise
and information

LEADERSHIP SKILLS:
Leadership Competencies
Diagnosing/Visioning

Adapting

Communicating

Persuading & Influencing
Leadership is a broader concept than management.
Management is getting others to achieve organizational goals.

Leadership occurs whenever one person attempts to influence
the behavior on an individual or group, regardless of the
reason.

Management = directing; Leadership = influencing

Key difference is in the term organizational goals!
Leaders vs. Managers




13-12
Copyright 2011 Pearson Educatio,
Inc. Publishing as Prentice Hall
Leadership Joins Management for
Maximum Effectiveness
Leadership Management
Zone of Maximum Effectiveness!
LEADER
An individual within a group or an organization
who wields the most influence over group.
Leadership
The process whereby one individual influences
other group members toward the attainment of
defined group or organizational goals

13-14
Copyright 2011 Pearson Educatio, Inc.
Publishing as Prentice Hall
Leadership Process




13-15
Copyright 2011 Pearson Educatio, Inc.
Publishing as Prentice Hall
Successful Leader Characteristics




13-16
Copyright 2011 Pearson Educatio, Inc.
Publishing as Prentice Hall
Integrity &Honesty
Murthy: In May 1981, seven of us crowded into the tiny bedroom of my rented
apartment in Mumbai. I had decided to quit my job to create a professionally
managed software company and had invited six colleagues to join me.
The meeting was to develop our vision for the new company.
One of us suggested that we should try to become Indias largest software
company.
Someone else said that our goal should be to become the countrys biggest
job creator.
A third opinion was that we should strive to be the software firm with the
highest market capitalization.
When my turn came, I pushed back on those ideas, saying, Why dont we
aim to be Indias most respected company?
Source:http://hbr.org/2011/11/why-dont-we-try-to-be-indias-most-
respected-company/ar/1


Direction
Respond to each item according to the way you
would most likely act if you were the leader of a
work group. Circle whether you would most likely
behave in the describe way:
Always = A,
Frequently = F
Occasionally = O
Seldom = S,
Never = N

1. I would most likely act as the spokesperson of the group.

2. I would encourage overtime work.

3. I would allow members complete freedom in their work.

4. I would encourage the use of uniform procedures.

5. I would permit the members to use their own judgment in solving problems.

6. I would stress being ahead of competing groups.

7. I would speak as a representative of the group.

8. I would needle members for greater effort.

9. I would try out my ideas in the group.

10. I would let the members do their work the way they think best.

11) I would be working hard for a promotion.
12) I would tolerate postponement and uncertainty.
13) I would speak for the group if there were visitors present.
14) I would keep the work moving at a rapid pace.
15) I would turn the members loose on a job and let them go to it.
16) I would settle conflicts when they occur in the group.
17) .I would get swamped by details.
18) .I would represent the group at outside meetings.
19) I would be reluctant to allow the members any freedom of action.
20) I would decide what should be done and how it should be done.

21) I would push for increased production.
22) I would let some members have authority, which I could keep.
23) Things would usually turn out as I predicted.
24) I would allow the group a high degree of initiative.
25) I would assign group members to particular tasks.
26) I would be willing to make changes.
27) I would ask the members to work harder.
28) I would trust the group members to exercise good judgment.
29) I would schedule the work to be done.
30) I would refuse to explain my actions.

31)I would persuade others that my ideas are to
their advantage.
32)I would permit the group to set its own pace.
33)I would urge the group to beat its previous
record.
34)I would act without consulting the group.
35)I would ask that group members follow the
standard rules and regulations.

Leadership Behavior Dimensions
13-23
Copyright 2011 Pearson Educatio, Inc.
Publishing as Prentice Hall
The Managerial Grid




13-24
Copyright 2011 Pearson Education, Inc.
Publishing as Prentice Hall
1. Circle the numbers 8, 12, 17, 18, 19, 30, 34, and 35.
2. Tick circle item IF you responded Seldom or Never.
3. Also tick in front of item numbers that are NOT CIRCLED if you responded
Always or Frequently for the uncircled numbers.
4. Circle the ticks which you have written in front of the following questions:
3, 5, 8, 10, 15, 18, 19, 22, 24, 26, 28, 30, 32, 34, and 35.
5. Count the circled ticks. This is your score for Concern for People
6. Count the remaining ticks. This is your score for Task.