Leadership Effectiveness (VIII Semester, Unit 2) PDF

Leadership Effectiveness VIII- semester unit-2 The Characteristics & Qualities of a Good Leader Integrity Ability to delegate Communication Self-awareness Gratitude Learning agility Influence Empathy Courage Respect  Integri...

Leadership Effectiveness VIII- semester unit-2 The Characteristics & Qualities of a Good Leader Integrity Ability to delegate Communication Self-awareness Gratitude Learning agility Influence Empathy Courage Respect  Integrity The importance of integrity should be obvious. Though it may not necessarily be a metric in employee evaluations, integrity is essential for the individual and the organization. It’s especially important for top-level executives who are charting the organization’s course and making countless other significant decisions. Our research shows that integrity may actually be a potential blind spot for organizations. Make sure your organization reinforces the importance of integrity to leaders at various levels. Ability to Delegate Delegating is one of the core responsibilities of a leader, but it can be tricky to delegate effectively. The goal isn’t just to free yourself up — it’s also to enable your direct reports, facilitate teamwork, provide autonomy, lead to better decision-making, and help your direct reports grow. In order to delegate well, you also need to build trust with your team.  Communication Effective leadership and effective communication are intertwined. You need to be able to communicate in a variety of ways, from transmitting information to coaching your people. And you must be able to listen to, and communicate with, a wide range of people across roles, social identities, and more. The quality and effectiveness of communication across your organization directly affect the success of your business strategy, too. Learn how better conversations can actually improve your organizational culture. Self-Awareness While this is a more inwardly focused skill, self-awareness is paramount for leadership. The better you understand yourself, the more effective you can be. Do you know how other people view you or how you show up at work? Take the time to learn about the 4 aspects of self-awareness and how you can strengthen each component.  Gratitude Being thankful can make you a better leader. Gratitude can lead to higher self- esteem, reduced depression and anxiety, and even better sleep. Few people regularly say “thank you” at work, even though most people say they’d be willing to work harder for an appreciative boss. Learn how to give thanks and practice more gratitude in the workplace. Learning Agility Learning agility is the ability to know what to do when you don’t know what to do. If you’re a “quick study” or are able to excel in unfamiliar circumstances, you might already be learning agile. But anybody can foster learning agility through practice, experience, and effort. Explore how great leaders are great learners, with strong learning agility to get started.  nfluence For some people, “influence” feels like a dirty word. But being able to convince people through logical, emotional, or cooperative appeals is a component of being an inspiring, effective leader. Influence is quite different from manipulation, and it needs to be done authentically and transparently. It requires emotional intelligence and trust. Learn more about how effective influencing can be a game-changer. Empathy Empathy is correlated with job performance and is a critical part of emotional intelligence and leadership effectiveness. If you show more inclusive leadership and empathetic behaviors towards your direct reports, our research shows you’re more likely to be viewed as a better performer by your boss. Plus, empathy and inclusion are imperatives for improving workplace conditions for those around you.  Courage It can be hard to speak up at work, whether you want to voice a new idea, provide feedback to a direct report, or flag a concern for someone above you. That’s part of the reason courage is a key skill for good leaders. Rather than avoiding problems or allowing conflicts to fester, courage enables leaders to step up and move things in the right direction. A workplace with high levels of psychological safety and a strong coaching culture will further support truth and courage. Respect Treating people with respect on a daily basis is one of the most important things a leader can do. It will ease tensions and conflict, create trust, and improve effectiveness. Respect is more than the absence of disrespect, and it can be shown in many different ways. Explore how you can cultivate a climate of respect at work or learn more about becoming an ally to others. ROLES OF THE LEADER Provide a Vision Providing a vision for the entire healthcare team is the single most important role of the practice owner. Employees cannot be expected to participate in a common effort if they don’t know the goals of the practice. When team members know the vision and goals of the practice, they are more focused and understand how their individual role helps to drive the success of the business.  Establish Effective Organizational Structure and Communication Protocols Set up a clearly defined organizational structure which includes an organizational chart outlining the chain of command and protocols for effective communication. Members of the healthcare team need to understand who they report to when they have questions or concerns. To facilitate effective communication and efficiency, develop communication protocols. Many practices find it helpful to use email, hospital newsletters, and memos to augment their one-on-one communication and staff meeting interactions. The type of communication method utilized should be appropriate for the content of the message. Memos are fine to convey announcements and information on minor issues. Face-to-face meetings are necessary to discuss important issues or convey information that is sensitive or may result in questions.  Be an Effective Role Model Demonstrate the behavior desired from the rest of the healthcare team. Practice owners that display outbursts of anger, make snap decisions with no regard to the potential outcome for the staff, demonstrate uncaring attitudes, show favoritism for some employees, withhold information from the staff, procrastinate on important decisions, tolerate lack of accountability, demonstrate inconsistencies in client service or fail to listen to their employees will not be as respected by the team and likely will not be as successful in achieving their business goals.  Inspire and Motivate The definition of leadership is to “inspire, influence and guide others to participate in a common effort.” Good leaders don’t just bark orders or hand out directives with no explanation. Instead they use effective communication and motivation techniques to facilitate action by their teams. Leaders that inspire and motivate their teams solicit input from employees, keep team members informed, give timely and specific feedback regarding job performance, ensure training needs are met and hold employees accountable.  Delegate and Empower Good leaders surround themselves with the right people in the right jobs. This facilitates being able to lead rather than manage. For practice owners, this starts by hiring an effective manager or administrator. Depending on the size of the practice, an office manager, a practice manager or a hospital administrator is the highest management position. Practice owners need to begin the process of effective delegation and empowerment with this individual. All too often, veterinary practices don’t have a practice manager with the necessary skills for their position or the practice owner unwittingly sabotages this person’s success by overloading them with responsibility or neglecting to empower them to achieve practice goals.  Effective Time Management Part of being an effective leader includes effective time management. If you spend most of your time fielding complaints and reacting to problems, this may be a sign that you are not delegating effectively or empowering team members. Read some books or articles on time management and create action steps to improve. Leadership Motives Leaders have an intense desire to occupy a position of responsibility for others and to control them. This desire is evident in four needs or motives, all ofwhich can be considered task related. 1. The power motive :- leader wants to influence others Act with vigor & determination to exert power. Spend time, thinking of ways to alter behavior and thinking of others. Care about personal standing with those around them.  Personalized Power Motive: Leader with such motive seek power to further their own interest For them power is status symbols ( luxury & money ) Socialized Power Motive: Achieve organizational goals or vision Help others & for the benefit of the entire organization 2. Drive & Achievement Motive Drive refer to a propensity to put forth high energyinto achieving goal.Drive also include achievement motivation Leader Achieve through one’s own efforts & takeresponsibility for success or failure Take moderate risks that can be handled through one’s ownefforts Receive feedback on there level or performance. Introduce novel, innovative, or creative solution. Plan and set goals.  3. Strong Work Ethics : Effective leaders have strong work ethics Leaders have firm belief in the dignity of work Value hard work They believe that group task is worthwhile 4) Tenacity: (persistence ,determination)Tenacious leaders are better at overcoming obstaclesSuch leaders have a sense of purpose and a willfuldetermination to achieve what they want.  Creative Visionanry Inspiring Imaginative Leadership Functions: Following are the important functions of a leader: 1. Setting Goals: A leader is expected to perform creative function of laying out goals and policies to persuade the subordinates to work with zeal and confidence. 2. Organizing: The second function of a leader is to create and shape the organization on scientific lines by assigning roles appropriate to individual abilities with the view to make its various components to operate sensitively towards the achievement of enterprise goals. Leadership Functions: 3. Initiating Action: The next function of a leader is to take the initiative in all matters of interest to the group. He should not depend upon others for decision and judgment. He should float new ideas and his decisions should reflect original thinking. 4. Co-Ordination: A leader has to reconcile the interests of the individual members of the group with that of the organization. He has to ensure voluntary co-operation from the group in realizing the common objectives. Leadership Functions: 5. Direction and Motivation: It is the primary function of a leader to guide and direct his group and motivate people to do their best in the achievement of desired goals, he should build up confidence and zeal in the work group. 6. Link between Management and Workers: A leader works as a necessary link between the management and the workers. He interprets the policies and programmes of the management to his subordinates and represents the subordinates’ interests before the management. He can prove effective only when he can act as the true guardian of the interests of his subordinates. Leadership as a Process 1. Evaluate and assess the organisation’s position 2. Take initiative 3. Create a vision 4. Set objectives to accomplish the vision 5. Formulate strategies to achieve objectives 6. Develop a change process or tactics 7. Explain the need for change to the employees 8. Motivate and inspire the employees to bring the desired change 9. Implement the strategies 10. Analyze the results complexities of leadership Leadership and complexity The impact of transactional leadership style higher than transformational style on employees' The managers should positively reward employees with praise or recognition when they perform at or above expectations, negative rewarding approach when performance is below the expected standard. Similarly, the use of employee focus approach to enhance organisational members' commitment to addressing identified organisational complexities. This could also facilitate proactive behaviours among organisation members and leaders in making effective decisions about operational practices. complexities of leadership The significance of key leadership factors such as the perception of leadership issues, and the motivation of organisational members is important. The effective leadership practice requires a multiplicity of factors to suit business environmental complexities in an organisation. The identified key factors including shared leadership practices, leaders' personality composition and work complexity, to have a positive relationship between leadership and team performance. complexities of leadership Advocates of effective leadership practice emphasize on leader's behavioural exertions that are required to enhance the followers' confidence in their commitment to the pursuit of set leadership goals. This leaves the leaders with the task of positive behavioural disposition which can form a tacit learning platform for the followers in organisations. It also underlines the fact that the practice of organisational leadership seems to have gone beyond mere transactional practices such as motivation and rewards. These include extended positive acts such as pro-social behaviours, continuous self-development that can inform compliance in addressing complex issues and surpassing beyond expectations, across the operational structure of an organisation. Measures of Success and Failure What are the most important values you demonstrate as a leader? It is always my goal to be seen first as a servant leader. Servant leaders think of others first. They encourage, they motivate and they are humble. I think they lead with others in mind. What is the difference between a leader and a boss? A boss manages through positional power, whereas a leader radiates personal power. Leaders can emerge from anywhere in an organization. They galvanize others with their ideas, energy and passion. People are swept into their vision and want to achieve results. A boss is a box on an organizational chart. With a position of power, the boss has an extraordinary opportunity to influence. That opportunity does not always equate to becoming a leader.  How would you promote cohesion among teams who disagree? A team needs to align around a decision. You can and should disagree openly in a team meeting. Argue and debate within the team. Once the decision is made, then you need to align as a team publicly, or you will undermine the ability of the team to deliver. I think leaders often struggle with cohesion because they do not encourage debate and listen to the arguments on both sides. If people feel like they will be treated fairly, they may be more likely to support the final decision. How do you motivate your team? I hire motivated people. It’s very difficult to motivate someone to do something. I find it’s much easier to find people who are self-motivated. As a leader, my job is to provide an environment of encouragement mixed with challenge. After that, it’s up to the individual.  What leadership style do you use? I’m a lifelong student of leadership. We all have preferred styles based on our personality and experience. However, successful leaders learn to adapt the style to the required situation. At times, a good leader needs to listen and influence in a subtle way. Other times, that same leader may be required to be on stage, up front and vocal. Still another time, the leader may be persuasive, influencing behind the scenes. The best leaders are constantly changing styles to serve others and to serve the intended goal. As a leader, how do you measure success? Through results – That usually implies financial results, but when I answer “results,” I think of them in a much broader way. It’s not only financial results or measureable metrics, but I make sure these questions are answered. Are we improving our skills? Are we better this year than last year? Are we influencing more people to take action? Jim Rohn said, “Success is something you attract by the person you become.” I’ve adopted his philosophy.  How do you resolve conflict? It depends on the conflict. I never shy away from conflict because it can be a welcome learning experience. It can offer a window into an important issue, or it can provide an opportunity to develop personally and professionally. Francis Crick said, “The death knell to real collaboration is politeness.” In a civil, respectful way, encouraging conflict is important. It leads to better results. Hiding or avoiding conflict only pushes the real battles to the boundary. Indicators of poor Leadership 1) Not listening while people are talking.... 2) Micro managing.... 3) Focusing on the task and not the individuals.... 4) Not enforcing standards.... 5) Lack of effective communication of expectations.... 6) Ineffective feedback – positive and negative.... 7) Communicating on a need to know basis only. 8) Making decisions and then asking for feedback 9) Passing the buck 10) No sense of humour Effective Leadership Behaviours and Attitudes 1. Positive communication This attitude would have to be one of the biggest influencers in the workplace. As a leader, your influence will carry significant weight. If you choose to congratulate and encourage or to order and criticise, your choice will set the tone of your leadership. 2. Gratitude A leader who takes the time to acknowledge the hard work of their staff is going to build a robust and trust-based team. On the other hand, those leaders who bark orders with little appreciation of the contribution anyone else makes is not going to earn trust or respect.  3. Unite the team While it’s good to be vulnerable and to let your team know that you are a person, it’s also essential to see the vulnerabilities of others and to unite your staff. When there is gossip or dissent taking place, a strong leader will let everyone know there is no place for gossip or petty conflict. A positive workplace is one where every team member feels valued and respected. 4. Empower and develop Successful leaders are quick to share their knowledge and do what they can to empower others. They want to grow the leadership and professional skills in members of their team.others  5. Take responsibility A clear telltale sign of a good leader is one who steps up and accepts responsibility every time. There is nothing worse than a leader who will step aside and let one of their team members take the blame for an unfortunate situation or outcome. A good leader takes a little more than his share of the blame, a little less than his share of the credit. – Arnold H. Glasow 6. Show empathy A successful leader has a high level of emotional intelligence. They have an understanding of where the other person is coming from, even if they disagree with them. Showing empathy to staff members will contribute significantly to positive workplace culture and job satisfaction.