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CstM 301 - Management & Organization. leading & leadership development. what is leadership…. leadership & power…. leading - to inspire effort communicate the vision build enthusiasm motive commitment/hard work. planning - to set the direction. controlling - to ensure results.
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CstM 301 - Management & Organization leading & leadership development
leadership & power… • leading - to inspire effort • communicate the vision • build enthusiasm • motive commitment/hard work planning - to set the direction controlling - to ensure results organizing - to create structures • pow·er[pou-er] • - noun • the ability to get someone else to do something you want done • to make things happen the way you want
position power… reward coercive legitimate
personal power… expert referent
leadership & vision… • vi·sion[vizh-uhn] • - noun • the act of anticipating that which will or may come to be • a clear sense of the future • vision + leader…
leadership as service… • servant leadership • empowerment
leadership traits… • drive • self-confidence • creativity • cognitive ability • job-relevant knowledge • motivation • flexibility • honesty & integrity
leadership behaviors… • production centered • employee centered
better leaders… understand & implement situational leadership methods
path-goal theory… • House • leaders… • clarify paths to goals • remove obstacles to performance • identify & fill gaps • use a style that is appropriate to the situation
path-goal theory… • directive leadership… • communicate expectations &give directions • schedule work • maintain performance standards • clarify roles • supportive leadership… • make work pleasant • treat group members as equals • be friendly & approachable • show concern for workers’ well-being
path-goal theory… • participative leadership… • involve workers in decision making • consult with workers • ask for workers’ suggestions • use workers’ suggestions • achievement-oriented leadership… • set challenging goals • expect high performance levels • emphasize continuous improvement • display confidence in meeting high standards
path-goal theory… directive ambiguous situations distasteful work, high stress task or low employee confidence supportive most tasks…especially challenging ones participative most tasks…especially those that are outcome-oriented achievement oriented
situational leadership model… • Hersey-Blanchard • the model… • builds on the leadership grid • adds the notion of adapting your leadership style to match the situation • tied to subordinate ability and/or willingness to perform the assigned tasks
situational leadership model… high participating followers able, unwilling, insecure selling followers unable, willing, confident support required delegating followers able, willing, confident telling followers unable, unwilling, insecure low guidance required low high
situational leadership model… • if used correctly… • help followers increase readiness • help followers learn to manage themselves • limitations… • team management • fails to consider other situational factors
leadership development… are leaders born? are leaders made?
charismatic & transformational… qualities such as… vision charisma symbolism empowerment intellectual stimulation integrity
gender & leadership… gender similarities interactive leadership
moral leadership… good & right by ethical standards integrity authentic leadership
Drucker on leadership… • “old-fashioned” wisdom • define & communicate a clear vision • leadership as a responsibility…not a rank • surround yourself with talented people • don’t blame others when things go wrong • keep your integrity & earn the trust of others • don’t be clever…be consistent
