Yaad-rimeewwan Bu’uuraa Hooggansaa

Introduction:

Leadership is an indispensable aspect of human society that has the power to

transform individuals, organizations, and even nations. It is the art of inspiring,
guiding, and influencing others towards a common goal. While some individuals
may possess innate leadership qualities, learning the fundamentals of leadership is
crucial for anyone aspiring to become an effective leader. the importance of
understanding and mastering the fundamentals of leadership, plays a pivotal role
in personal growth. Leadership principles such as self-awareness, emotional
intelligence, and effective communication are not only essential for leading others
but also for self-development. By understanding these fundamentals, individuals
gain insight into their own strengths and weaknesses, allowing them to cultivate
and improve their leadership skills. The process of learning leadership fosters self-
reflection, self-improvement, and a sense of purpose, enabling individuals to reach
their full potential. Leadership is fundamentally about inspiring and motivating
others to achieve shared objectives. By understanding the fundamentals of
leadership, individuals acquire the knowledge and tools necessary to inspire and
influence their teammates positively. Leaders who can articulate a compelling
vision, set clear goals, and provide guidance become a source of inspiration for
their followers. Learning leadership fundamentals equips individuals with the
ability to motivate diverse teams, foster collaboration, and create an environment
that encourages innovation and productivity. Leadership involves making difficult
decisions that can impact the lives of individuals and the success of organizations.
Learning leadership fundamentals equips individuals with the skills to make
effective decisions based on critical thinking, ethical considerations, and strategic
analysis. Leaders who understand the fundamentals of decision-making can
evaluate complex situations, weigh the pros and cons, and make informed choices
that align with the vision and values of the organization. Effective decision-making
ensures the achievement of desired outcomes and builds trust among team
members. Leadership is not just about the leader; it is about empowering and
developing others. Understanding the fundamentals of leadership enables
individuals to build high-performing teams by leveraging the strengths of each
team member. Effective leaders create a culture of trust, respect, and
collaboration, where every member feels valued and motivated to contribute their
best. By learning how to communicate effectively, delegate tasks, and provide
constructive feedback, leaders can foster a sense of belonging and create an
environment conducive to innovation and growth. Leadership is indispensable for
driving organizational success. By learning leadership fundamentals, individuals
develop the skills necessary to set strategic direction, align teams, and deliver
results. Effective leaders possess a clear understanding of their organization's
mission, vision, and values, and they can communicate and execute these
effectively throughout the organization. Leadership fundamentals help individuals
focus on the big picture, prioritize tasks, manage resources efficiently, and adapt
to changing circumstances. Ultimately, leaders who understand the fundamentals
of leadership contribute to the overall success and sustainability of their
organizations

Definition of Leadership:
What is leadership?

Leadership is the ability of an individual or a group of people to influence and guide followers or
members of an organization, society or team. Leadership often is an attribute tied to a person's
title, seniority or ranking in a hierarchy. However, it's an attribute anyone can have or attain,
even those without leadership positions. It's a developable skill that can be improved over time.

Gary Yukl (2006) defines leadership as “the process of influencing others to understand and
agree about what needs to be done and how to do it, and the process of facilitat- ing individual
and collective efforts to accomplish shared objectives” (p. 8). Peter Northouse (2010) defines
leadership as “a process whereby an individual influences a group of individuals to achieve a
common goal”

Viewing leadership as a process means that leaders affect and are affected by their followers
either positively or negatively. It stresses that leadership is a two-way, interactive event between
leaders and followers rather than a linear, one-way event in which the leader affects the followers
but not vice versa. Defining leadership as a process makes it available to every- one—not just a
select few who are born with it. More important, it means that leadership is not restricted to just
the one person in a group who has formal position power
Leadership is about influence—the ability to influence your subordinates, your peers, and your
bosses in a work or organizational context. Without influence, it is impossible to be a leader. Of
course, having influence means that there is a greater need on the part of leaders to exercise their
influence ethically. Leadership operates in groups. This means that leadership is about
influencing a group of people who are engaged in a common goal or purpose.

Leadership includes the achievement of common goals. Therefore, leadership is about directing a
group of people toward the accomplishment of a task or the reaching of an endpoint through
various ethically based means. Leaders direct their energies and the energies of their followers to
the achievement of something together. Thus, leadership occurs in, as well as affects, contexts
where people are moving in the direction of a goal. Leaders and followers share objectives.
Leadership means that leaders work with their followers to achieve objectives that they all share.
Establishing shared objectives that leaders and followers can coalesce around is difficult but
worth the effort. Leaders who are willing to expend time and effort in determining appropriate
goals will find these goals achieved more effectively and easily if followers and leaders work
together. Leader-imposed goals are generally harder and less effectively achieved than goals
developed together.

In the context of the general public, leadership can be defined as the ability to inspire,
influence, and guide others towards a common goal or vision. A leader is someone who
possesses qualities such as vision, integrity, empathy, decisiveness, and effective
communication skills. Leadership involves not only directing and motivating a group of
individuals but also setting an example through one’s actions and behaviors. Leaders are
often responsible for making important decisions, solving problems, and fostering a
positive and productive work environment. They play a crucial role in driving
organizational success, fostering innovation, and promoting growth and development
within a team or community.

Leadership can manifest in various forms and settings, including business, politics, and
education, sports, and community organizations. Effective leadership is characterized by
the ability to inspire trust and confidence in others, build strong relationships, empower
team members, and adapt to changing circumstances. It is a dynamic process that requires
continuous learning, self-awareness, and the willingness to evolve and improve over time.
Ultimately, leadership is about creating a shared sense of purpose and direction that
motivates individuals to work together towards achieving common objectives.

Leadership is a set of behaviors used to help people align their collective direction, to execute
strategic plans, and to continually renew an organization. Leadership provides direction for a
company and its workers. Employees need to know the direction in which the company is headed
and who to follow to reach the destination. Leadership involves showing workers how to
effectively perform their responsibilities and regularly supervising the completion of their tasks.
Leadership is also about setting a positive example for staff to follow, by being excited about the
work, being motivated to learn new things, and helping out as needed in both individual and
team activities.

Leadership is, most fundamentally, about changes. What leaders do is create the systems and
organizations that managers need, and, eventually, elevate them up to a whole new level or . . .
change in some basic ways to take advantage of new opportunities.

—John P. Kotter

All leaders, to a certain degree, do the same thing. Whether you’re talking about an executive,
manager, sports coach, or schoolteacher, leadership is about guiding and impacting outcomes,
enabling groups of people to work together to accomplish what they couldn’t do working
individually. In this sense, leadership is something you do, not something you are. Some people
in formal leadership positions are poor leaders, and many people exercising leadership have no
formal authority. It is their actions, not their words, that inspire trust and energy.

Leaders are found and required in most aspects of society, including business, politics, religion
and social- and community-based organizations. Leaders are seen as people who make sound and
sometimes difficult decisions. They articulate a clear vision, establish achievable goals and
provide followers with the knowledge and tools necessary to achieve those goals. An effective
leader has the following characteristics: self-confidence, strong communication and management
skills, creative and innovative thinking, perseverance, willingness to take risks, open to change,
levelheaded and reactiveness in times of crisis.

Productive leadership shows optimism and provides positive energy for staff. Good leaders are
supportive and are truly concerned about the well-being of others. Leaders find answers to
challenges and reassure and inspire workers when things go awry. Leaders find ways for staff to
work together and achieve maximum results in an efficient and effective manner.

Why is leadership important?

Leadership plays a central role in the success and direction of a business. Organizations depend
on successful leaders to communicate its mission, vision and goals, unite team members around
those goals and then achieve them. These capabilities are especially important in times of crisis.

Hard decision-making is often required for the success and evolution of a business. Businesses
often depend on leaders with high competencies and emotional intelligence to make tough
decisions and solve problems. This level of trust and success often leads to positive, productive
work environments that encourage teamwork, employee well-being and strong work cultures that
are attractive to top talent.

Strong leadership is critical to an organization's competitiveness because it drives change and

innovation. The best leaders keep an eye on changing directions in their industry, promote new
ideas from within their company and bring in innovative thinkers.

Leadership vs. management

The terms leadership and management are used interchangeably, but they aren't the same
concept. Leadership roles involve creating and articulating a vision and inspiring others to want
to work toward that vision. But leaders might not be skilled at or involved with the day-to-day
management of the work needed to turn that vision into a reality.

Management is the oversight of the tactical steps required to complete the work and achieve the
objectives. Good managers excel at articulating the steps required to complete tasks and holding
people accountable for doing assigned work. Leaders can be good managers and good managers
can be good leaders. Very often, managers are put into positions where they need to exhibit
leadership characteristics, such as motivating and aligning employees to goals. Likewise, leaders
often must take on management tasks, such as holding employees accountable for an
organization's goals and vision.
What makes a great leader?

Several attributes separate good leadership from great leadership, including the following:

 Strong, realistic visions.

 Clear and effective communication.
 Adaptability, flexibility and creativity.
 Honesty.
 Patience.
 Resiliency.
 Emotional intelligence and empathy.
 Integrity.
 Collaboration.
 Passion.
 Fairness.
 Cultural awareness.
 Intelligence and expertise.
 Strategic and visionary decision-making.
 Persuade, motivate, empower and inspire.

Great leaders inspire people, motivating them to do what it takes to achieve the leader's and
organization's goals. Former U.S. President Dwight D. Eisenhower articulated this idea when he
said, "Leadership is the art of getting someone else to do something you want done because he
wants to do it." Definition leadership By Nick Barney, Technology Writer Mary K. Pratt
What is leadership?

What Are Some Negative Traits in a Leader?

Not all leaders are effective, and even good leaders can have their faults. Some negative qualities
commonly found in leaders include selfishness, quickness to anger, impatience, rudeness,
inconsistency, micro-managing, and incompetence.

How to become a better leader

The workplace has changed dramatically over the last few years, with the increase of remote
work and the growing importance placed on employee touchpoints, such as diversity, equity and
inclusion. There are several leadership qualities that can be refined to help individuals become
better leaders:

Become more self-aware. Great leaders know their strengths, weaknesses and effects on the
people they lead. They set a good example and model good behavior. One way to become more
self-aware is to seek feedback from those people.

Refine communication skills. Leaders should be effective and clear in their communication;
they must also be good listeners. Communication should be based in openness, honesty and
transparency. This involves setting clear goals and expectations and giving regular feedback to
employees.
Connect with team members. Connections build trust, understanding and bonds that are critical
for successful leadership. The best leaders should get to know the personalities and capabilities
of their team members.

Encourage growth. The best leaders encourage their own, their colleagues' and their employees'
or followers' personal and professional growth. Encouraging growth strengthens bonds and trust
between leaders and team members, and increases what teams can accomplish.

Be open to change. Change is inevitable in business; being open to it and encouraging new ideas
and perspectives from team members can help leaders become more effective.

Develop positive attitudes. Responding to negative situations and problems with positive
approaches and encouragement is a great way to model and improve problem-solving skills.

Seek out growth opportunities. Great leaders look for opportunities for continuous
improvement and education. This can involve attending conferences, finding a mentor and
reading books on leadership.

Theories of Leadership
Personality Characteristics or Traits Theory of Leadership

Personality Characteristics or Traits Theory of leadership is a leadership theory that focuses on

the idea that certain personality traits contribute to effective leadership. This theory suggests that
individuals with specific characteristics are more likely to succeed as leaders compared to those
who do not possess these traits. The Personality Characteristics or Traits Theory of leadership
emphasizes the importance of inherent qualities in determining one’s ability to lead effectively.

Here are some commonly discussed personality traits associated with leadership:

1. Extroversion: Extroversion refers to an individual's tendency to be outgoing, assertive,

and sociable. Leaders who possess high levels of extroversion are often effective at
energizing and inspiring others. They are comfortable in social situations, excel at public
speaking, and tend to be charismatic, which helps them influence and motivate their team
members.
2. Conscientiousness: Conscientiousness is characterized by being organized, responsible,
and detail-oriented. Leaders who are conscientious tend to be reliable, diligent, and
focused on achieving goals. They have a strong work ethic, prioritize tasks effectively,
and set high standards for themselves and their team.
3. Openness to Experience: Openness to experience refers to a person's willingness to
embrace new ideas, think creatively, and explore alternative solutions. Leaders who are
open to experience are often innovative, adaptable, and visionary. They are comfortable
with change, encourage creativity in their team, and are open to considering different
perspectives.
4. Emotional Intelligence: Emotional intelligence encompasses the ability to recognize,
understand, and manage one's own emotions, as well as empathize with and influence the
 emotions of others. Leaders with high emotional intelligence are skilled at building
relationships, resolving conflicts, and fostering a positive work environment. They are
self-aware, empathetic, and able to inspire trust and collaboration among team members.
5. Confidence: Confidence is the belief in one's abilities, decisions, and actions. Leaders
who display confidence inspire trust and provide reassurance to their team members.
They are decisive, assertive, and project a sense of self-assurance even in challenging
situations. Confident leaders are more likely to take risks, make difficult decisions, and
inspire their team to overcome obstacles.
6. Integrity: Integrity refers to having strong moral and ethical principles. Leaders who
demonstrate integrity are honest, trustworthy, and act in accordance with their values.
They lead by example and inspire loyalty and respect from their team members. Leaders
with integrity prioritize transparency, uphold ethical standards, and foster an environment
of trust and accountability.

Personal Behaviour Theories

Personal Behavior Theories of leadership focus on the observable behaviors and actions
exhibited by leaders rather than solely relying on inherent personality traits. These theories
suggest that leadership is not solely determined by one's personality but can be learned and
developed through specific behaviors and actions. Here are some commonly discussed personal
behavior theories of leadership:

1. Task-Oriented Behavior: Task-oriented behavior emphasizes the leader's focus on

accomplishing specific goals and objectives. Leaders who exhibit task-oriented behavior
are directive, organized, and focused on setting clear expectations, defining roles, and
monitoring progress. They prioritize efficiency, productivity, and the successful
completion of tasks.
2. Relationship-Oriented Behavior: Relationship-oriented behavior emphasizes the leader's
focus on building positive relationships, fostering collaboration, and meeting the socio-
emotional needs of their team members. Leaders who exhibit relationship-oriented
behavior are supportive, empathetic, and strive to create a positive work environment.
They value open communication, trust, and teamwork.
3. Participative Behavior: Participative behavior involves involving team members in
decision-making processes and seeking their input and feedback. Leaders who exhibit
participative behavior value the contributions and perspectives of their team members
and encourage their active involvement in problem-solving and decision-making. This
approach fosters a sense of ownership, empowerment, and engagement among team
members.
4. Transformational Behavior: Transformational behavior involves inspiring and motivating
others to transcend their self-interests and work towards a collective vision. Leaders who
exhibit transformational behavior are charismatic, visionary, and able to communicate a
compelling vision. They inspire their team members by providing intellectual stimulation,
individualized consideration, and setting high-performance expectations.
5. Servant Leadership: Servant leadership emphasizes the leader's focus on serving the
needs of their team members and the organization. Leaders who exhibit servant
leadership prioritize the growth and development of their team, empower others, and
 demonstrate humility. They actively listen, support, and facilitate the success of their
team members.

Charismatic Leadership Theory

Charismatic Leadership Theory is a leadership approach that places emphasis on the charismatic
qualities and behaviors of a leader. According to this theory, charismatic leaders possess
exceptional charm, persuasiveness, and the ability to inspire and motivate their followers through
their personal qualities and vision. Developed by sociologist Max Weber, charismatic leadership
theory suggests that leaders with charismatic characteristics have a significant impact on
followers' attitudes, behaviors, and overall performance.

Key elements of Charismatic Leadership Theory include:

1. Charismatic Qualities: Charismatic leaders possess certain personal qualities that set them
apart and attract followers. These qualities often include confidence, self-assuredness,
strong communication skills, and an aura of authority. Charismatic leaders have a
compelling presence that captivates and inspires others.
2. Visionary Orientation: Charismatic leaders have a clear vision and a strong sense of
purpose. They are able to articulate their vision in a way that excites and motivates their
followers. Their ability to paint a compelling picture of the future helps followers connect
with a larger purpose and feel inspired to work towards its realization.
3. Inspirational Communication: Charismatic leaders are skilled communicators who are
able to effectively convey their vision and ideas to others. They use powerful and
persuasive language, storytelling, and emotional appeal to inspire and mobilize their
followers. Their communication style evokes strong emotions and creates a sense of
shared mission and identity.
4. Emotional Impact: Charismatic leaders have a profound emotional impact on their
followers. They are able to generate enthusiasm, passion, and commitment among their
followers by tapping into their emotions. Charismatic leaders often create a sense of awe
and admiration, fostering deep loyalty and dedication from their followers.
5. Personalized Relationships: Charismatic leaders establish personalized relationships with
their followers. They show a genuine interest in their followers' needs, aspirations, and
concerns. By providing individualized attention and support, charismatic leaders build
strong connections and trust with their followers, which further enhances their influence.
6. Transformational Effects: Charismatic leadership has transformative effects on followers
and organizations. Charismatic leaders can inspire their followers to go beyond their self-
interests and achieve extraordinary results. They are often able to initiate significant
organizational change and inspire innovation and creativity among their followers.

It is important to note that while charismatic leadership can have positive effects, there can also
be potential drawbacks. Potential for Abuse of Power: Charismatic leaders may be prone to
abusing their power and influence. Their persuasive abilities and personal magnetism can be
used to manipulate others or pursue self-interests at the expense of the organization or followers.
This highlights the importance of ethical considerations and the need for checks and balances in
charismatic leadership.
Example of Adolf Hitler's use of charismatic leadership can be seen as highly unethical due to;
Manipulation and Propaganda, through his charismatic speeches and persuasive
communication, he effectively spread hateful ideologies, such as anti-Semitism and racial
superiority. His ability to captivate and influence the masses allowed him to gain widespread
support for his extremist agenda. And his Persecution and Genocide, Hitler's charismatic
leadership was a driving force behind the systematic persecution and genocide of millions of
innocent people. The Holocaust, the systematic extermination of six million Jews, as well as the
targeting of other groups such as Romani people, disabled individuals, and political dissidents,
was a direct result of Hitler's leadership and the implementation of his racist ideology.

Charismatic leaders may rely heavily on their personal charisma, which can create dependency
on the leader and limit the development of other leaders within the organization. Additionally,
the success of charismatic leadership is highly dependent on followers' perceptions and their
willingness to be influenced by the leader's charisma.

Charismatic leadership theory suggests that leaders with charismatic qualities and behaviors have
a powerful influence on their followers. Through their personal qualities, vision, and
inspirational communication, charismatic leaders inspire and motivate others to achieve
extraordinary results. However, it is essential to balance the charismatic approach with other
leadership styles and foster the development of leadership capabilities throughout the
organization.

Example, this ethical charismatic of leader

Martin Luther King Jr.: Martin Luther King Jr. is widely regarded as one of the most
charismatic leaders in history. His powerful speeches, such as the "I Have a Dream" speech,
inspired millions and mobilized the civil rights movement in the United States. King's vision of
racial equality, his ability to communicate with passion and conviction, and his personal
magnetism made him a charismatic leader who brought about significant social change.

Transnational and Transformation Leadership Theories

Transnational Leadership Theory: Transnational leadership theory, also known as

transactional leadership, focuses on the exchange between leaders and followers to achieve
specific goals. This theory emphasizes the use of rewards, punishments, and clear structures to
motivate followers. Key characteristics include:

1. Contingent Rewards: Transnational leaders clarify expectations and provide rewards or

recognition to followers based on their performance. They establish clear goals and offer
incentives to encourage followers to meet targets.
2. Management by Exception: Transnational leaders monitor followers' performance and
intervene only when deviations from expected standards occur. They address problems
and take corrective actions to maintain performance levels.
 3. Passive Management: Transnational leaders generally avoid intervening unless a problem
arises. They allow followers to work autonomously as long as performance meets
expectations.
4. Laissez-Faire Approach: Transnational leaders provide minimal guidance or supervision,
allowing followers to make their own decisions and take responsibility for their work.

Transformational Leadership Theory: Transformational leadership theory focuses on

inspiring and transforming followers to achieve exceptional outcomes. This approach goes
beyond transactional exchanges and aims to elevate followers' motivation, engagement, and
personal growth. Key characteristics include:

1. Inspirational Motivation: Transformational leaders inspire and motivate followers

through a compelling vision, enthusiasm, and optimism. They articulate a clear and
appealing vision of the future that energizes and excites their followers.
2. Intellectual Stimulation: Transformational leaders stimulate creativity and critical
thinking among followers. They encourage innovation, challenge assumptions, and
promote intellectual curiosity to drive continuous improvement.
3. Individualized Consideration: Transformational leaders provide individualized support
and mentorship to each follower. They show genuine care, listen actively, and tailor their
leadership approach to the unique needs and aspirations of their followers.
4. Idealized Influence: Transformational leaders serve as role models and earn the trust and
respect of their followers. They exhibit high ethical standards, act with integrity, and
demonstrate self-confidence and consistency in their actions.
5. Charismatic Appeal: Transformational leaders often possess charismatic qualities that
inspire and attract followers. Their charisma stems from their ability to connect
emotionally, build strong relationships, and create a sense of purpose and identity.

An example of transformational leadership theory can be seen in the leadership style of Nelson
Mandela, the former President of South Africa and anti-apartheid activist. Mandela exemplified
several key characteristics of transformational leadership:

1. Inspirational Motivation: Mandela inspired and motivated millions of people with his
vision of a democratic and united South Africa. He articulated a compelling vision of
equality, justice, and reconciliation, which helped mobilize people across racial and
ethnic lines.
2. Intellectual Stimulation: Mandela encouraged critical thinking and intellectual growth
among his followers. He promoted open dialogue, encouraged diverse perspectives, and
sought innovative solutions to complex problems. He believed in the power of education
and intellectual development to empower individuals and society.
3. Individualized Consideration: Mandela displayed a deep concern for the well-being and
personal development of his followers. He took the time to listen to their concerns,
provide guidance and mentorship, and show empathy and understanding towards their
struggles. He recognized the unique needs and aspirations of individuals and tailored his
leadership approach accordingly.
4. Idealized Influence: Mandela served as a highly respected and admired role model. He
demonstrated unwavering integrity, humility, and selflessness in his actions and
 decisions. His personal sacrifices and commitment to justice and reconciliation earned
him the trust and respect of his followers and the international community.
5. Charismatic Appeal: Mandela possessed strong charismatic qualities that captivated and
inspired people. His ability to connect emotionally with others, convey a sense of hope
and optimism, and communicate with authenticity and passion made him a powerful and
influential leader.

Leader-Member Exchange (LMX) theory

Leader-Member Exchange (LMX) theory, also known as Vertical Dyad Linkage theory, focuses
on the unique relationships between leaders and individual followers within a group or
organization. It explores how leaders form distinct relationships with different followers, leading
to varying levels of trust, communication, and support. Here are the key elements of Leader-
Member Exchange theory:

1. In-Group and Out-Group Differentiation: LMX theory suggests that leaders develop
different levels of exchanges with their followers, resulting in the formation of in-groups
and out-groups. In-group members have high-quality relationships with the leader,
characterized by trust, mutual respect, and open communication. Out-group members
have lower-quality relationships and receive fewer benefits from the leader.
2. Leader-Subordinate Relationship Development: LMX theory emphasizes that leader-
member relationships are not uniform but instead develop over time. Initially, leaders
engage in role-taking, where they assess the competence and commitment of individual
followers. Based on this assessment, leaders establish different levels of trust, support,
and communication with each follower.
3. Role Differentiation: As relationships progress, leaders and followers establish role
expectations and responsibilities. In the in-group, followers may have more autonomy,
access to resources, and involvement in decision-making. Out-group members typically
have more transactional exchanges, where the focus is on fulfilling basic job
requirements.
4. Outcomes and Effects: LMX theory suggests that high-quality leader-member exchanges
have several positive outcomes. In-group members tend to have higher job satisfaction,
organizational commitment, and performance. They receive more developmental
opportunities and increased access to information and resources. In contrast, out-group
members may experience lower job satisfaction, reduced commitment, and limited access
to support and resources.
5. Leadership Implications: LMX theory highlights the importance of leaders' role in
developing and maintaining positive exchanges with their followers. Leaders are
encouraged to build high-quality relationships with all members, not just a select few, to
promote fairness and equality within the group. By improving communication, trust, and
support, leaders can enhance follower satisfaction, engagement, and overall team
effectiveness.
Adaptive Leadership theory

Adaptive Leadership theory, developed by Ron Heifetz and his colleagues, is a leadership
framework that focuses on effectively leading and navigating through complex and adaptive
challenges. Adaptive challenges are those that require new solutions, changes in attitudes and
behaviors, and the mobilization of individuals and organizations to address them. Here are the
key elements of Adaptive Leadership theory:

1. Adaptive Challenges: Adaptive leadership theory recognizes that many problems faced
by individuals, groups, and organizations are complex and do not have clear-cut
solutions. These challenges often involve competing values, uncertain environments, and
resistance to change. Adaptive leaders are skilled at identifying and addressing these
adaptive challenges.
2. Leadership as a Distributed Process: Adaptive Leadership theory challenges the notion
that leadership is solely the responsibility of those in formal leadership positions. Instead,
it emphasizes that leadership is a distributed process, where anyone can step up and
provide leadership regardless of their position. Adaptive leaders foster a collective
approach to problem-solving and engage multiple stakeholders in the change process.
3. Adaptive Work: Adaptive leadership focuses on the notion of adaptive work, which
involves addressing the underlying values, beliefs, and behaviors that contribute to the
challenge at hand. Rather than providing technical solutions or quick fixes, adaptive
leaders help individuals and organizations engage in adaptive work, which may involve
questioning assumptions, challenging existing norms, and experimenting with new
approaches.
4. Balancing Competing Values: Adaptive leaders must navigate the tensions and conflicts
that arise from competing values and interests. They help individuals and groups
recognize and understand these competing values, facilitating dialogue and negotiation to
find common ground. Adaptive leaders foster an environment where multiple
perspectives are valued and where people can work through the tensions to find
innovative solutions.
5. Mobilizing and Adapting Systems: Adaptive leadership recognizes that change requires
mobilizing and adapting the broader systems and structures within which individuals and
organizations operate. Adaptive leaders work to build capacity, develop new structures,
and create a supportive environment that enables individuals and organizations to adapt
and thrive in the face of challenges.
6. Learning and Experimentation: Adaptive leadership encourages a learning mindset and a
willingness to experiment and take risks. Adaptive leaders create a safe space for
individuals to learn from failures and successes, promoting a culture of continuous
learning and improvement.

Adaptive Leadership theory provides a framework for leaders to navigate complex and uncertain
situations, fostering adaptive change and mobilizing individuals and organizations to address
adaptive challenges effectively. It emphasizes the importance of distributed leadership, adaptive
work, and learning in promoting long-term resilience and success.
Authentic Leadership theory

Authentic Leadership theory is a leadership approach that emphasizes leaders' genuine and
transparent behavior, grounded in their own values, beliefs, and experiences. Authentic leaders
are self-aware, display high levels of integrity, build meaningful relationships, and inspire trust
and followership. Here are the key characteristics of Authentic Leadership theory:

1. Self-Awareness: Authentic leaders have a deep understanding of their own values,

strengths, weaknesses, and emotions. They are aware of their own identity and have a
clear sense of purpose and authenticity. This self-awareness enables them to lead with
congruence and consistency.
2. Relational Transparency: Authentic leaders are open, honest, and transparent in their
interactions. They do not hide their true selves or pretend to be someone they are not.
They openly share information, thoughts, and feelings, fostering a climate of trust and
authenticity within the organization.
3. Balanced Processing: Authentic leaders engage in balanced processing, which involves
seeking diverse perspectives, considering multiple viewpoints, and making fair and
objective decisions. They encourage open dialogue and constructive dissent, valuing
input from others and being willing to revise their own opinions.
4. Internalized Moral Perspective: Authentic leaders have a strong ethical compass and a
well-developed set of values. They act in alignment with their values, even in challenging
situations. They prioritize ethical behavior and make decisions that benefit the greater
good.
5. Relational Orientation: Authentic leaders prioritize building meaningful relationships
with their followers. They show genuine care and concern for the well-being and
development of their team members. They listen actively, provide support, and foster an
environment where individuals feel valued and appreciated.
6. Positive Psychological Capital: Authentic leaders promote positive psychological capital
in their followers, which includes optimism, resilience, self-efficacy, and hope. They
inspire and motivate their team members, creating a positive and empowering work
environment.

Authentic Leadership theory highlights the importance of leaders being true to themselves and
cultivating authentic connections with their followers. By demonstrating self-awareness,
integrity, and a relational orientation, authentic leaders create a sense of trust and inspire others
to reach their full potential. This approach to leadership fosters employee well-being,
engagement, and organizational effectiveness.

Servant Leadership theory

Servant Leadership theory, originally proposed by Robert K. Greenleaf, is a leadership

philosophy that emphasizes the leader's role as a servant to others and prioritizes the well-being
and development of followers. Servant leaders focus on serving the needs of their team members
and empowering them to reach their full potential. Here are the key characteristics of Servant
Leadership theory:
 1. Service to Others: Servant leaders have a strong commitment to serving the needs of
others. They prioritize the well-being, growth, and success of their followers, aiming to
meet their needs and help them achieve their goals. The leader's primary role is to support
and enable the success of others rather than seeking personal power or control.
2. Empathy and Listening: Servant leaders demonstrate a deep sense of empathy and
actively listen to their followers. They seek to understand the perspectives, concerns, and
aspirations of their team members. By practicing empathetic listening, servant leaders
create a supportive and inclusive environment where individuals feel valued and
understood.
3. Healing and Emotional Well-being: Servant leaders promote healing and emotional well-
being within the organization. They foster an atmosphere of trust, respect, and
collaboration, providing support and guidance to individuals during challenging times.
They address conflicts, promote open communication, and facilitate the personal growth
and development of their followers.
4. Self-Awareness and Humility: Servant leaders possess self-awareness and humility. They
recognize their strengths and weaknesses and acknowledge that they are not infallible.
They are open to feedback, admit mistakes, and seek continuous personal growth.
Servant leaders do not seek personal glory but instead focus on the collective success of
the team.
5. Empowerment and Development: Servant leaders empower their followers by providing
them with autonomy, resources, and opportunities for growth. They delegate
responsibilities, encourage innovation and creativity, and support the development of
skills and capabilities. Servant leaders strive to create an environment where individuals
can flourish and reach their full potential.
6. Ethical and Values-Driven Behavior: Servant leaders demonstrate high ethical standards
and integrity. They act in alignment with their values, making decisions that consider the
well-being of their followers and the organization as a whole. Servant leaders prioritize
long-term sustainable outcomes over short-term gains.

Servant Leadership theory encourages leaders to view their role as serving others and promoting
the growth and well-being of their followers. By fostering a culture of care, empathy, and
empowerment, servant leaders create environments that inspire trust, foster collaboration, and
enable the development of individuals and organizations.

Situational Theories

Definition of Situational Theories of Leadership

Situational theories of leadership suggest that the best leadership style varies based on situational
factors, such as the needs and preferences of followers, the leader’s ability to analyze and
understand the situation, and the nature of the task or goal. These theories emphasize that leaders
must be flexible and adaptable to changing circumstances and that there is no one-size-fits-all
approach to leadership. These theories suggest that different leadership styles or behaviors may
be more effective depending on various factors such as the characteristics of the followers

Paul Hersey and Kenneth Blanchard’s Situational Leadership and Path-Goal Theory
Paul Hersey and Kenneth Blanchard’s situational leadership theory, also known as the “life cycle theory”
or “situational leadership II,” is one of the most widely recognized situational leadership models. This
both theory suggests that leaders should adjust their leadership style based on the readiness level of
the followers. Readiness refers to the ability and willingness of followers to perform a specific
task or goal. Both Hersey-Blanchard Situational Leadership Theory and Path-Goal Theory
highlight the importance of adapting leadership styles to the specific needs and characteristics of
followers and the situational context. These theories recognize that effective leadership is not a
one-size-fits-all approach and that leaders must be flexible in their behaviors to maximize their
effectiveness in different situations.

The four leadership styles in this model are:

 Directing /Telling; (high task, low relationship): This style is appropriate when followers
have low readiness levels, requiring clear instructions and close supervision. So The
leader provides specific directions and closely supervises the follower’s work
 Coaching /selling; (high task, high relationship): This style is suitable when followers
have moderate readiness levels, needing guidance and support to improve their skills and
motivation.
 Supporting / participating; (low task, high relationship): This style is effective when
followers have moderate to high readiness levels, and they are capable of performing
tasks but may require occasional support and encouragement. The leader shares decision-
making responsibilities with the follower and encourages two-way communication.

 Delegating (low task, low relationship): This style is appropriate when followers have
high readiness levels, and they are competent and motivated to take responsibility for
their tasks. The leader assigns responsibility for decision-making and implementation to the
follower.

 Additionally, Path-Goal Theory highlight; Achievement-oriented leadership: The leader

sets challenging goals, expects high performance, and provides support and feedback to
help followers achieve those goals.

Contingency Theory of Leadership

Contingency theory of leadership, also known as Fiedler’s contingency theory, is another widely
recognized situational leadership model. This theory suggests that a leader’s effectiveness is
determined by the interaction between the leader’s style and the situation. The two key factors in
this model are:

 Leader-Member Relations: The degree of trust, confidence, and respect between the
leader and followers.
 Task Structure: The degree of clarity, specificity, and structure in the task or goal.
 Position Power: The degree of authority and influence that the leader has over followers.

Based on these factors, Fiedler categorizes leaders into three styles:

  Task-Oriented Leaders: These leaders prioritize task completion and structure over
relationships with followers. They are most effective in situations with high or low
leader-member relations and high task structure.
 Relationship-Oriented Leaders: These leaders prioritize building relationships with
followers over task completion. They are most effective in situations with high leader-
member relations and low task structure.
 Participative Leaders: These leaders involve followers in decision-making processes
and seek their input and feedback. They are most effective in situations with moderate
leader-member relations and moderate task structure.

Advantages of Situational Theories of Leadership

The main advantages of situational theories of leadership include:

 Flexibility: Situational theories allow leaders to adapt their leadership style to different
situations, which can lead to more effective decision-making and problem-solving.
 Empowerment: By involving followers in decision-making processes, situational
theories can increase follower engagement, motivation, and satisfaction.
 Adaptability: Situational theories recognize that leaders must be able to adapt to
changing circumstances in order to be effective. By focusing on situational factors, these
theories can help leaders identify when and how to adjust their leadership style.

Style of different Leadership

Why is it important to understand your leadership style?

Knowing your leadership style helps you become more self-aware of your strengths, weaknesses,
and tendencies as a leader. It allows you to recognize how you naturally approach leadership
situations and how your style impacts others. This self-awareness enables you to leverage your
strengths effectively and work on areas that may need improvement. Bringing awareness allows
you to take ownership and responsibility. Put simply, to have an impact as a leader, you need to
be an effective one. And in order to be effective, you have to understand exactly where you’re
starting from—as well as where you want to go. Knowing your current approach gives you a
baseline that you can use to identify the improvements you need to make.

10 different leadership styles (and their pros and cons)

You likely know firsthand that there are all different types of leaders. These styles are based on
the findings of several well-known leadership researchers (such as Karl Lewin, Bernard M. Bass,
Robert K. Greenleaf, and more).

1. Transactional leadership

The best way to understand transactional leadership is to think of a typical transaction: I give you
this, and you do this in return. Hojiin safaramee sii keennamaa safartee deebistaa jechudha.
That’s the basis of this leadership style. Transactional leaders dish out instructions to their team
members and then use different rewards and penalties to either recognize or punish what they do
in response.

Think of a leader offering praise to applaud a job well done or mandating that a group member
handles a despised, department-wide task because they missed a deadline. Those are examples of
rewards and punishments in a work setting.

Needless to say, this approach is highly directive, and is often referred to as a “telling” leadership
style.

Pro: Confusion and guesswork are eliminated, because tasks and expectations are clearly
mapped out by the leader.

Con: Due to the rigid environment and expectations, creativity and innovation may be stifled.

A transactional leadership style works best when…

 You’re leading a project or process that requires clear direction and leaves very little room for
deviation (such as compliance with a critical industry regulation).
 Your team is highly-motivated by explicit directions and rewards.

You might be a transactional leader if…

 You frequently use the threat of having to work late when you need to motivate your team.
 You’re constantly brainstorming clever ways to recognize solid work—your team can’t wait to
see what you come up with after last month’s personalized playlists.

2. Transformational leadership

Again, with this leadership style, it’s all in the name: Transformational leaders seek to change
(ahem, transform) the businesses or groups in which they lead by inspiring their employees to
innovate.

These leaders are all about making improvements and finding better ways to get things done.
And as a result, they inspire and empower other people to own their work and chime in with their
suggestions or observations about how things could be streamlined or upgraded.

Under transformational leaders, people have tons of autonomy, as well as plenty of breathing
room to innovate and think outside the box.

Pro: Leaders are able to establish a high level of trust with employees and rally them around a
shared vision or end goal.

Con: In environments where existing processes are valued, this desire to change things up can
ruffle some feathers.
A transformational leadership style works best when…

 You need to get buy-in or create some enthusiasm around a necessary shift within your team or
organization.
 You’ve identified that a change needs to happen but want to solicit ideas about the best way to
go about it.

You might be a transformational leader if…

 You look at every single existing process with a discerning eye and a strong sense that it could be
better.
 You’re always encouraging others to get outside their comfort zones and push their own limits.
 You could burst with pride whenever you see a team member achieve something that was
previously thought to be impossible.

3. Servant leadership

Servant leaders operate with this standard motto: Serve first and lead second.

Rather than thinking about how they can inspire people to follow their lead, they channel the
majority of their energy into finding ways that they can help others. They prioritize the needs of
other people above their own.

Despite the fact that they’re natural leaders, those who follow the servant leadership model don’t
try to maintain a white-knuckle grasp on their own status or power. Instead, they focus on
elevating and developing the people who follow them.

As Simon Sinek eloquently explains in his book, Leaders Eat Last: Why Some Teams Pull
Together and Others Don’t: “Leaders are the ones who are willing to give up something of their
own for us. Their time, their energy, their money, maybe even the food off their plate. When it
matters, leaders choose to eat last.”

Pro: This approach boosts morale and leads to a high level of trust, which results in better
employee performance and a more positive company culture overall.

Con: It’s challenging. Constantly pushing your own needs and priorities to the backburner isn’t
something that comes as second nature for most of us.

A servant leadership style works best when…

 You’re taking over as the new leader of a team or project and need to build trust right off the
bat.
 Your team is navigating a challenging time (whether it’s layoffs, organizational changes, a
complex project, or something else) and needs to feel extra supported.
You might be a servant leader if…

 You’re known for asking, “What can I do to help?” at least three times a day.
 You place a high priority on removing roadblocks and helping others get things done.
 You never think twice about helping out when you’re asked—because you know that your own
to-do list will still be there when you return.

4. Democratic leadership

You might also hear this leadership style referred to as “participative leadership.” Leaders in this
category run groups and projects like…well, a democracy.

Even if these leaders are technically higher on the org chart, they emphasize working together
and actively involve their teams in the decision-making process. Democratic leaders value ideas
and input from others, and encourage discussion about those contributions.

They aren’t handing down orders from on high, and instead take a much more collaborative
approach to getting things done.

Pro: Creativity and innovation are encouraged, which also improves job satisfaction among
employees and team members.

Con: Constantly trying to achieve consensus among a group can be inefficient and, in some
cases, costly.

A democratic leadership style works best when…

 You’re not under a tight deadline and have plenty of time to make a decision or determine the
best way forward.
 You see that other people have knowledge and expertise in an area where you don’t have as
much direct experience.

You might be a democratic leader if…

 You think the best meetings are the ones where everyone has an equal chance to weigh in.
 You can’t remember the last time you made an important decision without getting input from at
least one other person.

5. Autocratic leadership

Autocratic leadership exists on the opposite side of the spectrum from democratic leadership.

You can think of this as a “my way or the highway” approach.

Autocratic leaders view themselves as having absolute power and make decisions on behalf of
their subordinates. They dictate not only what needs to be done, but also how those tasks should
be accomplished.

Pro: Decisions are often made quickly and strategically, and teams are kept on track as a result.

Con: Employees can feel ignored, restricted, and—in the absolute worst of cases—even abused.

An autocratic leadership style works best when…

 You’re facing a complex crisis or difficult decision that requires strong, confident leadership.
 You need to react to an urgent situation with speedy decision-making.

You might be an autocratic leader if…

 You think group discussions and brainstorming only slow things down, and it’s better if you
make important decisions alone.
 You dislike it when employees question your decisions—when you’ve said something, that’s
final.

6. Bureaucratic leadership

Bureaucratic leadership goes “by the book,” so to speak. With this leadership style, there’s a
prescribed set of boxes to check in order to be a true leader.

For example, bureaucratic leaders have hierarchical authority—meaning their power comes from
a formal position or title, rather than unique traits or characteristics that they possess.

They also have a set list of responsibilities, as well as clearly-defined rules and systems for how
they’ll manage others and make decisions. They just need to follow that roadmap that’s laid out
for them.

Pro: There’s plenty of stability. Since this is a systematized approach to leadership, things
remain constant even through personnel changes and other shifts that threaten to rock the boat.

Con: It’s tempting to fall into the “we’ve always done it this way” trap. This approach can be
inflexible and neglect to leave room for creativity or ideas from employees.

A bureaucratic leadership style works best when…

 You’re facing a situation or process that requires strict compliance and attention to detail.
 You lead a lot of routine, recurring, and predictable projects and processes.
You might be a bureaucratic leader if…

 You frequently find yourself asking how your predecessor handled certain scenarios—you want
to make sure that you’re following the accepted procedure.
 You always request confirmation that you’re doing things right whenever you’re tasked with
something new.

7. Laissez-faire leadership

Do you remember the term “laissez-faire” from your high school French or history class? If not,
let’s refresh your memory.

This is a French term that translates to “leave it be,” which pretty accurately summarizes this
hands-off leadership approach. It’s the exact opposite of micromanagement.

Laissez-faire leaders provide the necessary tools and resources. But then they step back and let
their team members make decisions, solve problems, and get their work accomplished—without
having to worry about the leader obsessively supervising their every move.

Pro: This level of trust and independence is empowering for teams that are creative and self-
motivated.

Con: Chaos and confusion can quickly ensue—especially if a team isn’t organized or self-
directed.

A laissez-faire leadership style works best when…

 You’re leading a team with a high degree of expertise, accountability, organization, and drive.
 You’re aiming to foster more autonomy and creativity on your team.

You might be a laissez-faire leader if…

 You hardly do any of the talking in project status update meetings. Instead, your team members
are the ones filling you in on where things are.
 You’re really only involved in most tasks and projects at two key points: the beginning and the
end.

8. Charismatic leadership

You know what it means to have a lot of charisma, and that’s exactly what these leaders possess.

Charismatic leaders have magnetic personalities, as well as a lot of conviction to achieve their
objectives.
Rather than encouraging behaviors through strict instructions, these leaders use eloquent
communication and persuasion to unite a team around a cause. They’re able to clearly lay out
their vision and get others excited about that same goal.

Pro: Charismatic leaders are very inspirational and effective at getting an entire group invested
in a shared objective.

Con: Due to their intense focus, it’s easy for these leaders to develop “tunnel vision” and lose
sight of other important issues or tasks that crop up.

A charismatic leadership style works best when…

 You’re acting as the “face” of an initiative and are responsible for selling an idea or suggestion to
your team or others within the organization.
 Your team is dealing with a lot of uncertainty and needs a leader with a lot of emotional
intelligence.

You might be a charismatic leader if…

 You’re known for giving amazing “rally the troops” types of presentations.
 You’re usually the one elected to give toasts and speeches at various company events.

9. Coaching leadership

With a coaching leadership style, the leader acts as—yep, you guessed it—a coach. They come
alongside the people they lead to offer guidance and mentorship, as opposed to firm directions or
reprimands.

This type of leader is heavily invested in the development of other people and they’ll freely share
their time, energy, and knowledge to help others learn, grow, and improve.

Coaching leaders don’t consider themselves successful when they reach a specific target or
milestone. Their idea of success lies in helping others realize their full potential.

Pro: Coaching helps leaders build trust, which can improve employee satisfaction, motivation,
retention, and of course, performance.

Con: This approach is both time and effort-intensive, particularly if you’re leading a large team.
It takes a lot of hours and energy to provide this level of support.

A coaching leadership style works best when…

 You’re coming into an organization or team that has a lot of skepticism and distrust in
leadership.
 You recognize that people have the skills and know-how to get things done, yet motivation and
engagement are seriously lacking.
You might be a coaching leader if…

 Your favorite conversations to have with your direct reports are the ones focused on their own
career goals and ambitions.
 You’re never shy about offering help and support—whether it’s an interesting article, an
impactful piece of advice, or an introduction to someone in your network.

10. Authentic Leadership

Authentic leadership is a leadership style that emphasizes building genuine and honest
relationships with followers, being true to oneself, and leading with a sense of moral purpose.
This leadership approach focuses on self-awareness, transparency, ethical decision-making, and
fostering a positive work environment. Authentic leaders are known for their ability to inspire
trust, loyalty, and commitment among their team members by being open, empathetic, and
consistent in their actions.

Key Characteristics of Authentic Leadership:

1. Self-Awareness: Authentic leaders have a deep understanding of their values, emotions,

strengths, and weaknesses. They are introspective and able to recognize how their actions
impact others.
2. Relational Transparency: Authentic leaders are open and honest in their
communication. They build trust by sharing information openly and being vulnerable
with their team members.
3. Balanced Processing: Authentic leaders consider different perspectives before making
decisions. They seek input from others and weigh various viewpoints to make informed
choices.
4. Internalized Moral Perspective: Authentic leaders have a strong moral compass and act
in alignment with their values. They prioritize ethical behavior and integrity in all aspects
of leadership.
5. Positive Psychological Capacities: Authentic leaders demonstrate resilience, optimism,
hope, and self-efficacy. They inspire and uplift others through their positive outlook and
ability to navigate challenges effectively.

Benefits of Authentic Leadership:

1. Increased Trust: Authentic leaders foster trust among team members through their
genuine interactions and consistent behavior.
2. Enhanced Employee Engagement: Employees are more engaged and motivated when
led by authentic leaders who care about their well-being and development.
3. Improved Organizational Performance: Authentic leadership contributes to higher
levels of employee satisfaction, productivity, and retention, leading to improved overall
organizational performance.
4. Positive Organizational Culture: Authentic leaders create a culture of openness,
respect, and collaboration within the organization, promoting a sense of belonging and
shared purpose.
Challenges of Authentic Leadership:

1. Vulnerability: Being authentic requires leaders to be vulnerable and open about their
shortcomings, which can be challenging in a competitive or high-pressure environment.
2. Balancing Transparency with Professionalism: Authentic leaders need to find the right
balance between being transparent and maintaining professionalism in their interactions
with employees.
3. Managing Expectations: Employees may have high expectations of authentic leaders,
which can create pressure to always act in alignment with their stated values.

11. Situational leadership

Consider this last one the chameleon of all leadership styles. Situational leaders are highly-
flexible and adapt their approach to the specific circumstances they’re in.

As all of the above leadership styles prove, there’s a time and place for all the different methods
—there isn’t one default “best” way to lead.

That’s why a situational leadership style is so helpful. It gives you the flexibility to read the
room, tailor your approach, and lead in a way that’s the most resonant and impactful.

Pro: Moving away from a blanket leadership approach means leaders can deliver what their
team or a situation requires most in that exact moment.

Con: To do this well, leaders need to have a lot of situational awareness and emotional
intelligence to understand what a specific scenario requires. That’s not always easy for leaders,
especially if they’re pressed for time and spread thin.

A situational leadership style works best when…

 Your team is constantly changing and evolving, whether that means new personnel, priorities, or
anything else.
 Your team is made up of varied and diverse personalities that have drastically different
preferences, communication styles, and reactions.

You might be a situational leader if…

 You frequently like to pause and take stock of a situation before responding. You’re not one for
knee-jerk reactions.
 You often ask yourself questions like, “How can I be the most helpful here?” before jumping into
action.

What are the most common leadership styles?

There’s no shortage of leadership styles out there. But which ones are the most prevalent?
Ask different people and you’re bound to get different answers. Popular and common leadership
styles hinge on a lot of factors like industry, team size, current trends, and even the broader
economic climate.

For example, ask someone in law enforcement and they’ll likely tell you that transactional or
bureaucratic leadership is the way to go. But ask someone who works in tech and they’ll
probably say transformational leadership is the standard in their industry.

Even so, there are a few leadership styles that have garnered more praise and notoriety in recent
years, particularly as employees increasingly crave flexibility, meaningful work, and career
growth. These styles include:

 Coaching leadership
 Servant leadership
 Situational leadership
 Transformational leadership

Particularly with the shift to more remote work where leaders don’t have as much easy visibility
into the day-to-day work on their teams, these styles balance autonomy and independence with
plenty of guidance and support.

How hard is it to change your leadership style?

So you’ve familiarized yourself with the ins and outs of the above approaches, but what if
you’ve realized that you want to make some changes? Perhaps you’ve pegged yourself as a
transactional leader and want to be more transformational, or you think you could incorporate
more servant leadership into your existing style.

The good news: You absolutely can change your personal leadership style. “Your leadership
style isn’t an annual membership,” says Crawford. Altering your approach is actually fairly
straightforward in concept (although a little more difficult in practice), and you can do it at any
time. The key is to swap out ineffective habits for new ones that are more in line with the style
you’d like to align with, and “stay committed to practicing your new leadership style and
technique.”

For example, if you tend to be autocratic and want to incorporate some more democratic
practices, try some things that force you to relinquish some power like:

 Requesting a second opinion on a decision you’re making.

 Instituting a weekly brainstorming session with your team.
 Asking a colleague to co-lead a project that you otherwise would’ve handled alone.

If you’re struggling to even figure out how you can be more effective or what the best leadership
style for you is in the first place, Padua recommends that you start by thinking about a leader or
mentor you admired. “What were their qualities?” she asks. “What did they do? What did they
say? How did it impact you?”
That exercise can help you identify some traits and leadership skills that you’d like to implement
in your own style.

Effective Leadership Skills:

What Are Leadership Skills, and Why Are They Important?
Leadership skills are the qualities individuals in influential roles possess to direct and complete
tasks, support initiatives, create a sense of unity within a team, and empower others. Learn about
these key leadership skills and how you can benefit from developing them. Leadership skills are
crucial in various aspects of life as they play a significant role in guiding, inspiring, and
influencing individuals or groups towards achieving common goals. Effective leadership is
essential not only in professional settings but also in personal, academic, and social contexts.
Here are some key areas where leadership skills are important:

In the workplace, strong leadership skills are vital for driving innovation, fostering teamwork,
and achieving organizational objectives. A good leader can motivate employees, resolve
conflicts, make tough decisions, and provide direction during times of change or uncertainty.
Effective leadership can enhance employee engagement, productivity, and job satisfaction.
Leadership skills are also essential for effective communication and relationship-building in
social settings. Individuals with strong leadership abilities can inspire trust, influence others
positively, resolve conflicts peacefully, and contribute meaningfully to group dynamics. These
skills are valuable in community involvement, volunteer work, team sports, or any collaborative
endeavor.

Leadership skills include the abilities or strengths shown by people in management roles that aid
in guiding and encouraging a group of people and their team toward achieving a common goal or
set of goals. These skill sets include communication, negotiation, conflict resolution, decision-
making, and more.

leadership skills that make a good leader

Vision and goal setting skill

Vision and goal setting provide a clear sense of direction, purpose, and motivation for both
leaders and their teams. By effectively communicating the vision and setting meaningful goals,
leaders inspire others to work towards a shared vision, driving success and achieving significant
outcomes. A leader's vision is a clear and compelling image of the future they strive to create. It
defines the purpose, values, and direction of the organization or team. A strong vision inspires
and motivates others, providing a sense of meaning and direction. Once the vision is established,
effective leaders set specific and measurable goals that contribute to its realization. Goals
provide a roadmap for the team's efforts and help gauge progress

Importance of Vision and Goal Setting in Leadership

Effective leaders understand the importance of having a clear vision and goal setting for their
organizations. A compelling vision and well-defined goals serve as a roadmap for the
organization, guiding decision-making, fostering unity, and motivating employees. By setting
clear goals, leaders can effectively communicate their expectations, allocate resources
efficiently, and measure progress.

Creating a Compelling Vision

A compelling vision inspires and excites team members, fostering a sense of purpose and
commitment. Leaders use their passion and enthusiasm to motivate and energize their teams,
creating a shared sense of ownership and dedication. A vision is a mental picture of an organization’s
future state. It should be inspiring, challenging, and memorable, stimulating enthusiasm and
commitment from team members. A compelling vision helps organizations navigate through uncertain
times and provides a sense of direction for everyone involved.

Elements of an Effective Vision

 Idealistic: A powerful vision should appeal to the aspirations and values of employees, inspiring
them to reach higher levels of performance.
 Realistic: Though visionary, an effective vision should also be grounded in reality and reflect the
organization’s capabilities.
 Concise: A clear and concise vision ensures that everyone can understand and remember it with
ease.
 Flexible: An adaptable vision allows for adjustments as the organization evolves and encounters
changes in its environment.
 Inclusive: A strong vision should resonate with all stakeholders, including employees, customers,
and investors.

SMART Goal Setting for Leaders

To ensure that goals are effective in driving organizational success, leaders should follow the
SMART goal-setting framework: Specific, Measurable, Achievable, Relevant, and Time-bound.
This approach enables leaders to create clear objectives that are easily understood by team
members and facilitate progress tracking.

Components of SMART Goals

 Specific: Clearly define what you want to accomplish; avoid ambiguity or vagueness.
 Measurable: Establish quantifiable metrics or indicators to assess progress toward achieving the
goal.
 Achievable: Ensure that the goal is realistic and attainable given available resources and
constraints.
 Relevant: Align the goal with the organization’s vision, objectives, and strategies.
 Time-bound: Assign a deadline or timeframe to complete the goal; this helps create a sense of
urgency and facilitates monitoring.

Benefits of Vision and Goal Setting for Leaders

Effective visioning and goal setting provide several benefits to leaders:

1. Motivation: Clear goals inspire employees to work harder and contribute more effectively to
organizational success.
2. Focus: A well-defined vision helps leaders prioritize tasks and allocate resources effectively.
3. Alignment: Clear goals ensure that all employees are working towards the same objectives,
fostering unity within the organization.
4. Accountability: SMART goals enable leaders to track progress and hold individuals accountable
for delivering results.
5. Adaptability: Regularly reviewing progress towards goals allows leaders to make adjustments as
needed in response to changing circumstances or new information.

Communication skill

When you work in a leadership position, you must be able to clearly explain everything from
expectations to goals and tasks. It is also important to establish open communication between
yourself and your team members. Not only does creating an environment of open communication
promote cohesiveness as a team, but it often encourages an atmosphere of transparency.
Excellent communication considers not only what is being communicated, but how it is being
communicated. As an effective communicator, you do more than just clearly verbalize
expectations. Effective leaders are able to articulate their vision in a way that resonates with their
team members. They use clear and concise language, storytelling techniques, and visual aids to
help others understand and connect with the vision. You also incorporate active listening,
nonverbal communication, presentation skills, and engaging public speaking. A good leader
keeps an open line of communication with team members and can succinctly explain
organizational goals and tasks using different types of communication channels, such as one-on-
one sessions, email, video, chat, phone calls and social media. An effective leader also shares
clear messages and makes complex ideas easy to understand for everyone

Importance of Effective Communication in Leadership

Effective communication is crucial in leadership as it plays a significant role in the success of an

organization. Leaders need to communicate their vision, goals, and expectations clearly to their
team members to ensure everyone is on the same page and working towards a common
objective. When leaders communicate effectively, they inspire trust and confidence in their team,
which leads to higher morale and motivation. Clear communication also helps in resolving
conflicts, fostering collaboration, and building strong relationships within the team.

Leaders who excel in communication are better able to articulate their ideas, provide constructive
feedback, and address concerns promptly. They can adapt their communication style to different
situations and individuals, ensuring that their message is understood by all stakeholders.
Effective communication also involves active listening, empathy, and the ability to tailor
messages to the audience’s needs and preferences.

Verbal and Non-Verbal Communication Skills

Verbal communication skills involve the use of spoken words to convey messages. It includes
clarity, conciseness, tone of voice, and the ability to articulate thoughts effectively. Leaders with
strong verbal communication skills can deliver speeches, presentations, and feedback with
confidence and impact.

Non-verbal communication plays an equally important role in leadership. Body language, facial
expressions, gestures, and eye contact can convey emotions, attitudes, and intentions without
saying a word. Leaders must be aware of their non-verbal cues to ensure they are sending the
right signals to their team members. Maintaining good posture, making eye contact, and using
appropriate gestures can enhance a leader’s credibility and influence.

Active Listening and Feedback Techniques

Active listening is a critical component of effective communication in leadership. It involves

fully concentrating on what is being said, understanding the message, asking clarifying
questions, and providing appropriate responses. Leaders who practice active listening
demonstrate respect for their team members’ opinions, build trust, and foster open
communication channels.

Feedback techniques are essential for leaders to provide constructive criticism, praise
performance, and guide development. Feedback should be specific, timely, and actionable to
help employees improve their skills and performance. Leaders should also encourage feedback
from their team members to create a culture of continuous improvement and open dialogue.

Team Building and motivating skill

Building a Cohesive Team:

Building a cohesive team is essential for effective leadership and achieving common goals. Here
are some strategies to foster team cohesion:

1. Clear Communication: Open and transparent communication is key to building trust

among team members. Leaders should ensure that information flows freely within the
team, and encourage feedback and dialogue.
2. Establishing Common Goals: Clearly defining common goals and objectives helps align
team members towards a shared purpose. When everyone understands the direction in
which the team is headed, it fosters unity and collaboration.
3. Encouraging Collaboration: Encouraging teamwork and collaboration among team
members promotes a sense of belonging and shared responsibility. Team-building
activities, joint projects, and brainstorming sessions can help strengthen bonds within the
team.
4. Recognizing Individual Strengths: Acknowledging and leveraging individual strengths
within the team can lead to a more cohesive unit. By understanding each team member’s
unique skills and contributions, leaders can assign tasks effectively and promote a sense
of value among team members.
 5. Promoting Trust and Respect: Building trust and respect among team members is
crucial for creating a positive team dynamic. Leaders should lead by example,
demonstrate integrity, and foster a culture of mutual respect within the team.

Motivating Team Members Towards Common Goals:

Motivation plays a vital role in driving team members towards achieving common goals
Motivating skills are crucial for effective leadership. Motivation is the ability to inspire and
energize individuals or teams to achieve their best performance and work towards shared goals.
Here are some key motivating skills that leaders can utilize:

Vision and Purpose: A leader should have a clear vision and communicate it effectively to
their team. By sharing a compelling vision and purpose, leaders inspire others to align their
efforts and see the bigger picture, creating a sense of meaning and direction.

Setting Clear Goals: Leaders should set specific, challenging, and attainable goals that
provide direction and focus. By defining clear goals, leaders help team members understand
what is expected of them, provide a sense of accomplishment when goals are achieved, and
foster a sense of progress and motivation.

Effective Communication: Leaders need to communicate openly, honestly, and

transparently with their team members. By keeping team members informed about
organizational updates, sharing feedback, and recognizing their efforts, leaders demonstrate
that they value their contributions and create an environment of trust and motivation.

Setting Clear Expectations: Clearly outlining expectations and goals for each team member
provides clarity on what needs to be accomplished. When individuals understand their role in
achieving the team’s objectives, they are more motivated to perform.

Providing Feedback and Recognition: Regular feedback on performance, along with

recognition for achievements, boosts morale and motivates team members to excel. Positive
reinforcement reinforces desired behaviors and encourages continued effort.

Offering Development Opportunities: Providing opportunities for growth and

development, such as training programs or mentorship, shows that you invest in your team
members’ professional advancement. This can increase motivation by demonstrating a
commitment to their success.

Creating a Positive Work Environment: A positive work environment that values work-
life balance, promotes inclusivity, and fosters creativity can significantly impact motivation
levels. Team members are more likely to be engaged and motivated when they feel supported
and appreciated.

Empowering Team Members: Empowering team members by delegating responsibilities,

granting autonomy, and involving them in decision-making processes can increase
 motivation levels. When individuals feel trusted and empowered, they are more likely to take
ownership of their work.

Resolving Conflicts Within the Team:

Conflict is inevitable in any group setting, but effective leaders know how to address and resolve
conflicts constructively:

1. Open Communication: Encourage open communication where team members feel

comfortable expressing their concerns or disagreements. Addressing issues early on can
prevent conflicts from escalating.
2. Active Listening: Actively listen to all parties involved in the conflict to understand their
perspectives fully. Demonstrating empathy and understanding can help de-escalate
tensions and find common ground for resolution.
3. Mediation: In cases where conflicts persist, consider involving a neutral third party or
mediator to facilitate discussions and help find mutually acceptable solutions.
4. Focus on Solutions: Shift the focus from blame to finding solutions that benefit the
entire team. Encourage collaborative problem-solving where all parties work together
towards resolving the conflict.
5. Follow-Up: After resolving a conflict, follow up with all involved parties to ensure that
the resolution remains effective and that any lingering issues are addressed promptly.

Negotiation

Negotiation involves two or more parties engaging in a conversation to find a solution that is
acceptable to all parties. As a result, you and the person you are negotiating with may reach a
formal agreement, such as a contract or a less formal verbal agreement. When used as a
leadership skill, negotiation can foster a sense of fairness and equality, allowing all parties to be
heard. Employees and coworkers may be more likely to feel understood when conflicts are
handled with negotiation. Effective negotiation involves understanding the interests of all
involved parties and working to reach a solution that satisfies each one.

Importance of Effective Negotiation in Leadership

Negotiation is a critical skill for effective leadership as it plays a crucial role in achieving
organizational goals, resolving conflicts, and building strong relationships. Here are some key
reasons why effective negotiation is important in leadership:

Negotiation is an essential part of the decision-making process in leadership. Leaders need to

negotiate with team members, partners, suppliers, and other stakeholders to make informed
decisions that align with the organization’s objectives. Effective negotiation helps leaders gather
diverse perspectives, analyze different options, and make well-informed choices that benefit the
organization as a whole. Leaders often encounter conflicts within their teams or with external
stakeholders. Effective negotiation skills enable leaders to navigate through these conflicts, find
common ground, and reach mutually beneficial solutions. By resolving conflicts through
negotiation, leaders can maintain a harmonious work environment and prevent issues from
escalating.

Negotiation skills are crucial for building and maintaining these relationships. By effectively
negotiating with others, leaders can establish trust, credibility, and respect, which are essential
for long-term partnerships and collaborations. Negotiation skills are instrumental in setting
realistic goals, securing resources, and overcoming obstacles along the way. Through effective
negotiation, leaders can influence outcomes, drive performance, and lead their teams towards
success. Negotiation is essentially a form of communication that involves listening,
understanding others’ perspectives, and articulating one’s own views clearly. Strong
communication skills are fundamental to effective leadership, as they enable leaders to convey
their vision, motivate their teams, and build consensus around common objectives.

Adaptability and flexibility

Adaptability and flexibility in leadership refer to a leader’s ability to adjust their strategies,
decision-making, and communication styles in response to changing circumstances, challenges,
or environments. These qualities are crucial for effective leadership as they enable leaders to
remain agile, innovative, and responsive to the needs of their team, organization, and
stakeholders.

Importance of Adaptability and Flexibility in Leadership

1. Handling Unpredictability: In today’s fast-paced, ever-changing world, unpredictability

is the norm. Adaptable and flexible leaders can navigate through unforeseen challenges
and seize opportunities that arise, ensuring the continued growth and success of their
organizations.
2. Embracing Change: Leaders with adaptability and flexibility can embrace change
proactively, rather than resisting it. They understand that change is inevitable and can
guide their teams through transitions smoothly, minimizing resistance and maximizing
productivity.
3. Innovation and Creativity: Adaptable and flexible leaders encourage innovation and
creativity within their teams. They are open to new ideas and approaches, fostering an
environment where employees feel comfortable sharing their thoughts and suggestions,
leading to improved problem-solving and decision-making.
4. Building Stronger Teams: Effective leaders who demonstrate adaptability and
flexibility can better understand and address the needs of their team members. This
understanding helps them create a more cohesive and motivated workforce, ultimately
contributing to the overall success of the organization.
5. Improved Communication: Adaptable and flexible leaders are skilled communicators
who can adjust their communication style based on the situation and the people involved.
This ability helps them build stronger relationships with their team, stakeholders, and
other external parties, fostering trust and collaboration.
6. Better Decision-Making: Leaders who possess adaptability and flexibility are better
equipped to make informed decisions in the face of uncertainty. They gather relevant
 information, analyze it, and adjust their strategies accordingly, ensuring that their
decisions are well-informed and timely.
7. Competitive Advantage: Organizations led by adaptable and flexible leaders are more
likely to stay ahead of their competitors. They can quickly respond to market shifts,
customer needs, and technological advancements, ensuring their organization remains
competitive and relevant.

Dealing with Change and Uncertainty in Leadership

Leadership is a dynamic role that requires individuals to navigate through various changes and
uncertainties. Adapting to change and uncertainty is crucial for effective leadership. Leaders
must be able to anticipate, respond, and adapt to changes in the environment, whether they are
internal or external to the organization. Here are some strategies for dealing with change and
uncertainty in leadership:

1. Embrace a Growth Mindset: Leaders should cultivate a growth mindset that sees
challenges as opportunities for learning and growth. This mindset enables leaders to view
change as a chance to innovate and improve rather than as a threat.
2. Effective Communication: Clear and transparent communication is essential during
times of change and uncertainty. Leaders should keep their teams informed about the
reasons behind the changes, the expected outcomes, and how they can contribute to the
process.
3. Flexibility: Being flexible in leadership means being open to new ideas, feedback, and
different perspectives. Flexibility allows leaders to adjust their strategies and approaches
based on the evolving circumstances.
4. Resilience: Resilient leaders can bounce back from setbacks and challenges. They remain
composed under pressure, inspire confidence in their teams, and lead by example during
turbulent times.
5. Strategic Planning: Developing a strategic plan that accounts for potential changes and
uncertainties can help leaders proactively address challenges before they escalate.

Being Open to New Ideas and Feedback

Leaders who are open to new ideas and feedback foster a culture of innovation, collaboration,
and continuous improvement within their organizations. Here are some ways leaders can
cultivate openness:

1. Active Listening: Leaders should actively listen to their team members, stakeholders,
and customers to understand their perspectives, concerns, and suggestions.
2. Encourage Diverse Perspectives: Creating an inclusive environment where diverse
opinions are valued encourages creativity and innovation.
3. Seek Feedback: Leaders should actively seek feedback from their teams on their
leadership style, decisions, and overall performance. Constructive feedback can help
leaders identify blind spots and areas for improvement.
4. Lead by Example: By being open to feedback themselves, leaders set an example for
others to follow suit.
Adjusting Leadership Style to Different Situations

Effective leadership requires the ability to adapt one’s leadership style to suit different situations,
contexts, and individuals. The situational leadership model suggests that there is no one-size-fits-
all approach to leadership; instead, leaders should adjust their style based on the needs of their
team members and the demands of the situation. Here are some common leadership styles:

1. Directive Leadership: In situations where clear guidance is needed, directive leadership

involves providing specific instructions and closely supervising tasks.
2. Supportive Leadership: Supportive leaders focus on building relationships with team
members, providing emotional support, and fostering a positive work environment.
3. Participative Leadership: Participative leaders involve team members in decision-
making processes, seeking their input and buy-in before making key decisions.
4. Transformational Leadership: Transformational leaders inspire and motivate their
teams by articulating a compelling vision, setting high expectations, and empowering
others to achieve their full potential.

Critical thinking

Critical thinking is a crucial skill for effective leadership. It involves the ability to objectively
analyze and evaluate information to make informed decisions. In the context of leadership,
critical thinking enables leaders to assess situations, consider various perspectives, and develop
innovative solutions to complex problems. Leaders who possess strong critical thinking skills are
better equipped to navigate challenges, inspire their teams, and drive organizational success.
Analyzing information to fully comprehend an issue or topic is the act of critical thinking. The
steps of the critical thinking process often entail gathering facts and data, posing deliberate
queries, and examining potential answers. For instance, if you work in HR and must settle a
dispute between two coworkers, using critical thinking skills can be helpful in determining the
nature of the conflict and the appropriate course of action. Critical thinking is an important
component of decision-making.

Importance of Critical Thinking in Leadership

1. Decision-Making: Critical thinking allows leaders to make well-informed decisions

based on evidence and logical reasoning rather than emotions or biases. This leads to
more effective outcomes and helps in avoiding costly mistakes.
2. Problem-Solving: Effective leaders use critical thinking to identify root causes of
problems, evaluate different solutions, and choose the most suitable course of action.
This approach fosters creativity and innovation within the organization.
3. Strategic Planning: Critical thinking enables leaders to anticipate future trends, assess
risks, and develop strategic plans that align with the organization’s goals. It helps in
setting clear objectives and adapting to changing circumstances.
4. Communication: Leaders who think critically can communicate their ideas clearly and
persuasively, fostering a culture of open dialogue and collaboration within their teams.
They can also engage in constructive debates and address conflicts effectively.
 5. Continuous Learning: Critical thinking encourages leaders to seek new knowledge,
challenge assumptions, and adapt to new information. It promotes a growth mindset that
is essential for personal and professional development.

Developing Critical Thinking Skills in Leadership

1. Encourage Diverse Perspectives: Leaders should actively seek input from team
members with different backgrounds and expertise to gain a broader understanding of
issues.
2. Promote Analytical Thinking: Providing training in data analysis, problem-solving
techniques, and logical reasoning can enhance critical thinking skills among leaders.
3. Emphasize Reflection: Encouraging leaders to reflect on past decisions, successes, and
failures helps them learn from experience and improve their decision-making processes.
4. Support Continuous Education: Offering opportunities for ongoing learning through
workshops, seminars, or courses can help leaders stay updated on best practices in critical
thinking.
5. Foster a Culture of Inquiry: Creating an environment where questioning assumptions is
encouraged can stimulate critical thinking among leaders and team members alike.

Decision-making

Effective leaders make decisions that benefit themselves, their team members, clients,
stakeholders, and organizations. Using critical thinking skills in decision-making allows you as a
leader to identify problems and develop solutions advantageous to your business and your
employees. Decision-making by leaders must always be fair and objective and involve the use of
appropriate language when communicating.

Making Informed Decisions Under Pressure in Leadership

Making informed decisions under pressure is a crucial aspect of effective leadership. Leaders
often face situations where they need to make quick decisions with limited time and information.
To navigate these high-pressure scenarios successfully, leaders must rely on a combination of
experience, knowledge, critical thinking skills, and emotional intelligence.

One key strategy for making informed decisions under pressure is to gather as much relevant
information as possible in the given time frame. This may involve consulting with experts,
analyzing data, and considering different perspectives. By having a solid understanding of the
situation at hand, leaders can make more informed choices that are based on facts rather than
emotions or assumptions.

Another important aspect of making informed decisions under pressure is the ability to prioritize
effectively. Leaders must identify the most critical factors at play and focus their attention on
addressing those first. This requires a clear understanding of the goals and objectives that need to
be achieved, as well as the potential consequences of different courses of action.
Furthermore, effective leaders are able to remain calm and composed under pressure. By
managing their emotions and stress levels, leaders can think more clearly and make better
decisions. Techniques such as deep breathing, mindfulness, and positive self-talk can help
leaders stay grounded in high-pressure situations.

Evaluating Risks and Benefits in Leadership

Evaluating risks and benefits is an essential skill for leaders when making decisions that have
potential consequences for their organization or team. Leaders must weigh the potential risks of a
decision against its benefits to determine the best course of action.

One approach to evaluating risks and benefits is to conduct a thorough risk assessment. This
involves identifying potential risks associated with a decision, assessing the likelihood of those
risks occurring, and estimating their potential impact. By quantifying risks in this way, leaders
can make more informed decisions about whether the benefits outweigh the potential drawbacks.

Leaders also need to consider the long-term implications of their decisions when evaluating risks
and benefits. While some decisions may offer short-term benefits, they could have negative
consequences in the future. Leaders must take a strategic approach to decision-making by
considering how their choices will impact their organization’s goals and objectives over time.

Additionally, leaders should seek input from key stakeholders when evaluating risks and
benefits. By involving others in the decision-making process, leaders can gain different
perspectives and insights that may not have been apparent initially. This collaborative approach
can help leaders make more well-rounded decisions that take into account a variety of
viewpoints.

Problem-solving and Conflict Resolution

Being a leader in any organization is no easy task. Not only are leaders responsible for their
actions, and the ramifications thereof, they are also responsible for the behavior and actions of
their team members.

Running a team like a well-oiled machine is no easy task, as more often than not it doesn't run as
well as a leader may like. There will be times that there will be conflict in the workplace, which
could, if left unchecked, threaten to derail the productivity and profitability of the organization,
and the morale of the team. This is where leadership conflict management and resolution skills
for team leaders come to the fore.

They are qualities that set a good and a great leader apart. Success requires teamwork and clear
communication. When leading a team, one of your primary responsibilities is making sure your
team works well together and when it doesn't, you're able to resolve the conflict.

Often, individuals with varying personalities comprise these teams. The ability to recognize
potential conflicts between individual team members and develop conflict resolution strategies to
resolve them quickly is essential for projects to proceed successfully.
Leaders recognize that understanding conflict management can help them resolve issues before
they occur or resolve existing conflicts in such a way that your team can still work together as a
cohesive unit.

Leadership Conflict Management & Resolution Skills

1. Communicate early and often

To reduce misunderstandings and ambiguity, communicate your intentions and desires to not just
one party, but rather every employee and as such all parties involved in the work environment.
Ask what your colleagues need to work their best, and do your part to meet their needs or – at a
minimum – avoid doing that which you know will cause harm. If you suspect conflict amongst
team members, a leader must nip it in the bud quickly as problems will not just disappear, but
rather linger if not. Failing to act as a leader when you spot a potential problem can create
problems down the line.

2. Listen actively

Active listening is a proven leadership skill for conflict resolution, and involves developing a
skill for listening to what is verbally and nonverbally communicated. Often, conflicts arise
because two parties misunderstand or mishear what the other person is saying. Leaders know
how to manage conflict and understand that active listening helps ensure that the sender and
receiver understand one another and can more easily move towards a resolution. This is half the
battle when it comes to being a mediator in resolving conflicts.

3. Emotional intelligence

Emotional intelligence is the ability to perceive, manage, and control emotions not just in
oneself, but also in others. Understanding, expressing, and effectively handling emotions are
vital for conflict resolution. EI skills help improve communication and relationships and
therefore is included in the vital skills for conflict resolution.

4. Problem solving

Problem-solving skills help leaders or parties in conflict recognize and address the root causes of
conflicts by identifying the issues and exploring possible solutions. Leaders can apply the 5
problem-solving steps or 5 conflict management styles for conflict resolution: identify the
problem, list possible solutions, evaluate the solutions, choose one solution, and implement it.
People can find creative and equitable solutions to their conflicts by applying problem-solving
skills.

5. Negotiation
Negotiation is trying to reach an agreement between two or more parties. It can be used to
resolve disputes and every conflict and is integral to conflict resolution. Negotiation skills can be
learned and practiced, and one can apply them in various situations. Therefore, it is vital to have
effective negotiation skills to help achieve successful outcomes in any case. Negotiation is one of
the powerful skills for conflict resolution, and it can help bring parties together to work toward a
common goal. .

6. Observation

Observation is the key to effective conflict management. When a leader observes a conflict, one
can understand it better and find solutions that work for both parties. You must also be able to
keep track of your emotions and reactions to remain impartial. The skills required to be a
practical observer will vary depending on the type of conflict you are dealing with.

7. Self-awareness

Self-awareness helps you understand your thoughts, feelings, and behavior, enabling you to
identify the underlying causes of conflicts. Once you thoroughly understand the source of
conflict, you can begin resolving it using other conflict management skills and techniques. This
vital skill also helps you in identifying any biases you might have as a manager.

8. Team awareness

A conflict resolution team is especially important for effective conflict resolution, and must have
the skills to work together effectively. One of the skills that are essential for conflict resolution is
team awareness. This skill helps managers understand their team dynamics and how they interact
with each other. In addition, it can help resolve conflict before it escalates into a severe issue.
Conflict occurs through any disagreement and can cause rifts, so team awareness helps a
manager to make their teams work through their differences and reach a consensus on a solution.

9. Patience

Conflict can mean different things to different people, but what is universal is that resolving
conflict is a challenging but essential part of any relationship. It can be frustrating when an
argument escalates quickly to the point of no return. But patience is critical to resolving conflict
successfully. Effective leadership means that the best leaders need to take their time and not rush
into a decision. When one is trying to resolve a conflict, it helps to circle back and understand the
other person’s point of view to effectively manage things and develop a solution that works for
both parties. By listening carefully and taking time to think about the situation, you can diffuse
tense situations and build trust between you and the other person. All in all, patience can be one
of the key skills for conflict resolution.

10. Impartiality

It is often difficult to stay impartial when you manage conflict, but in any conflict, a good
manager should never take sides. Being impartial means that you can listen to both sides of the
story and act accordingly. A problem at hand can't be resolved unless the historical issues are
addressed. In this type of situation, it's best to separate the conflict from the people that are
involved with it. Effective leaders understand that they shouldn't focus on people and their
personal characteristics, instead, they should look at the problem and center their energy on
finding a solution.

Leadership involves various aspects such as problem-solving and conflict resolution. Effective
leaders should possess strong problem-solving skills and be able to resolve conflicts efficiently
to maintain harmony within their teams and organizations.

Importance of Problem-Solving in Leadership

Problem-solving is an essential skill for leaders because it enables them to identify issues,
analyze them, and develop appropriate solutions. Effective problem-solving helps leaders make
informed decisions, improve team performance, and foster innovation. Moreover, it allows
leaders to anticipate potential problems, take proactive measures, and prevent crises from
occurring. Consequently, problem-solving is critical for achieving organizational goals and
maintaining a competitive edge in today’s dynamic business environment.

Importance of Conflict Resolution in Leadership

Conflicts are inevitable in any organization due to differences in opinions, values, and priorities.
Leaders play a crucial role in managing conflicts to prevent them from escalating and causing
damage to the team’s morale and productivity. Effective conflict resolution helps maintain a
positive work environment, fosters collaboration, and enhances employee satisfaction.
Additionally, it enables leaders to identify underlying issues and address them proactively,
ultimately contributing to organizational success.

Key Strategies for Effective Problem-Solving

1. Define the problem: The first step in problem-solving is clearly defining the issue at hand. This
involves gathering information, identifying root causes, and understanding the scope of the
problem.
2. Analyze the problem: Once the problem has been defined, analyze it to gain a deeper
understanding of its underlying factors. This may involve breaking down complex issues into
smaller components and examining the interdependencies between them.
3. Generate solutions: After analyzing the problem, generate multiple possible solutions.
Encourage creativity and brainstorming to explore various options.
4. Evaluate and select the best solution: Evaluate the proposed solutions based on criteria such as
feasibility, cost, and effectiveness. Select the best solution that addresses the problem
effectively while considering the organization’s resources and constraints.
5. Implement and monitor the solution: Once the solution has been chosen, implement it and
monitor its effectiveness. Continuously assess whether the solution is working as intended and
make adjustments if necessary.

Effective Conflict Resolution Strategies

 1. Active listening: Encourage all parties involved in the conflict to express their concerns and
perspectives. Actively listen to understand their points of view without interrupting or passing
judgment.
2. Empathy: Show empathy towards all parties involved in the conflict by acknowledging their
feelings and concerns. This helps build trust and fosters a collaborative environment.
3. Mediation: Involve a neutral third party, such as a mediator, to facilitate communication
between conflicting parties. Mediators can help identify common ground and guide the
discussion towards finding mutually acceptable solutions.
4. Collaboration: Encourage all parties to work together to find a mutually beneficial solution.
Collaboration promotes creativity and fosters a sense of ownership over the resolution.
5. Follow-up: After resolving the conflict, follow up with all parties involved to ensure that the
agreed-upon solution is working effectively. Address any remaining issues or concerns promptly
to prevent future conflicts.

Problem-solving is a fundamental aspect of effective leadership that directly impacts the success of
organizations. Leaders who excel in problem-solving can make informed decisions, drive innovation,
enhance team performance, adapt to change, resolve conflicts, and plan strategically – all of which are
crucial for achieving sustainable success in today’s competitive landscape. Effective problem solvers
in leadership have the ability to foresee issues in the workplace, define the problem, identify
their causes, develop a plan to remedy the problem, and learn from the problem to avoid future
issues. Problem-solving requires strong communication skills and respect for all parties involved.
Viewing and presenting issues as opportunities can benefit leaders and staff alike. An example of
this would be a decline in social media engagement viewed as an opportunity to increase social
media presence rather than a problem.

Relationship building

Relationship building in leadership is a fundamental aspect of effective leadership that influences

various aspects of organizational success. By prioritizing the development of strong relationships
based on trust, respect, communication, and empathy, leaders can create a supportive
environment where individuals thrive, conflicts are resolved constructively, and organizational
goals are achieved. the ability to build strong relationships is a crucial skill that can significantly
impact the success of an individual or organization. Building relationships in leadership
involves establishing and nurturing connections with team members, colleagues,
stakeholders, and other relevant parties. These relationships are built on trust, respect,
effective communication, empathy, and understanding.

Importance of Relationship Building in Leadership:

1. Trust and Loyalty: Building strong relationships fosters trust and loyalty among team
members. When leaders invest time and effort in developing positive relationships, it
creates a sense of trust that can enhance collaboration and productivity within the team.
2. Effective Communication: Strong relationships facilitate open and honest
communication. Leaders who have built rapport with their team members are more likely
to receive valuable feedback, ideas, and concerns, leading to better decision-making
processes.
 3. Conflict Resolution: Healthy relationships built on mutual respect can help in resolving
conflicts more effectively. When individuals trust and respect each other, they are more
willing to engage in constructive dialogue to address issues and find solutions.
4. Employee Engagement: Leaders who prioritize relationship building create a positive
work environment where employees feel valued and supported. This, in turn, boosts
employee engagement, morale, and job satisfaction.
5. Organizational Culture: Strong relationships contribute to a positive organizational
culture where teamwork, collaboration, and innovation thrive. Leaders who prioritize
relationship building set the tone for a culture of respect, inclusivity, and continuous
improvement.
6. Networking and Partnerships: Building relationships extends beyond the immediate
team or organization. Effective leaders also focus on networking with external
stakeholders, partners, and industry peers to create opportunities for growth, learning, and
collaboration.
7. Long-Term Success: Investing in relationship building is not just about short-term gains
but also about long-term success. Leaders who prioritize building strong relationships lay
a foundation for sustained success by fostering loyalty, commitment, and a positive
organizational culture.

Time management and Prioritization

Effective time management and prioritization are essential skills for successful leadership.
Leaders must be able to set priorities, manage their time efficiently, delegate tasks effectively,
and balance multiple responsibilities to achieve their goals and lead their teams to success.

Setting Priorities and Managing Time Effectively: Setting priorities involves identifying the
most important tasks and goals that need to be accomplished. Leaders should prioritize tasks
based on their importance and urgency, focusing on high-value activities that align with their
objectives. Effective time management is crucial for leaders to allocate their time wisely, avoid
procrastination, and meet deadlines. Techniques such as creating to-do lists, using time-blocking
strategies, and minimizing distractions can help leaders manage their time effectively.

Delegating Tasks Efficiently: Delegating tasks is a key aspect of effective leadership. Leaders
should assess their team members’ strengths and weaknesses to assign tasks that match their
skills and capabilities. Delegation not only helps distribute workload but also empowers team
members to develop new skills and take ownership of their work. Effective delegation requires
clear communication, setting expectations, providing necessary resources, and offering support
when needed.

Balancing Multiple Responsibilities: Leaders often have to juggle multiple responsibilities

simultaneously. Balancing these responsibilities requires prioritization, effective time
management, delegation, and the ability to adapt to changing circumstances. Leaders must be
able to focus on high-priority tasks while also addressing urgent issues and long-term goals.
Developing a strategic approach to managing multiple responsibilities can help leaders stay
organized, maintain productivity, and achieve optimal results.
In conclusion, mastering time management, prioritization, delegation, and balancing multiple
responsibilities are critical skills for effective leadership. By honing these skills, leaders can
enhance their productivity, lead their teams more efficiently, and achieve success in their roles.

Being integrity, ethical and trust

Integrity and ethics are critical components of leadership skill. Leading with honesty and
integrity creates trust between leaders and their followers, which is essential for effective
communication and collaboration. Upholding ethical standards in decision-making ensures that
leaders make choices that are fair, just, and aligned with their organization’s values. Building
trust with stakeholders is critical for leaders to be successful in their roles, as trust is the
foundation of any relationship. By prioritizing integrity and ethics in leadership, leaders can
create a culture that values accountability, transparency, fairness, and respect

Trust is the cornerstone of a successful organization. Trust, or belief in another person's skills,
integrity, and character, is frequently thought of as something built upon in personal
relationships.

Leadership develops best through reliability. Leaders must ensure their words and deeds are
consistent if they want to be trusted. If those you lead cannot trust you to keep your word, they
will lose faith in you rapidly.

Leading with Honesty and Integrity

Leadership with honesty and integrity is crucial for building a strong and successful
organization. Honesty creates trust between leaders and their followers, which is essential for
effective communication and collaboration. When leaders are honest, they create an environment
where individuals feel comfortable sharing their ideas, taking risks, and admitting mistakes. This
leads to increased creativity, innovation, and learning.

Integrity is the quality of being honest and having strong moral principles. Leaders with integrity
inspire trust and respect from their followers. They demonstrate consistency in their words and
actions, which builds credibility and strengthens relationships. When leaders prioritize integrity,
they create a culture that values ethical behavior, fairness, and transparency.

Upholding Ethical Standards in Decision-making

Ethical decision-making is essential for leaders to maintain the trust and respect of their
stakeholders. Leaders must consider the ethical implications of their decisions and strive to make
choices that are fair, just, and aligned with their organization’s values. This requires leaders to be
aware of their biases and potential conflicts of interest, and to seek input from diverse
perspectives.

Upholding ethical standards also means taking responsibility for mistakes and addressing
unethical behavior promptly. Leaders who are committed to ethical decision-making create a
culture that values accountability, transparency, and fairness. This can lead to increased trust,
loyalty, and engagement from stakeholders.

Building Trust with Stakeholders

Building trust with stakeholders is critical for leaders to be successful in their roles. Trust is the
foundation of any relationship, and it is built over time through consistent behavior that
demonstrates reliability, honesty, and integrity. Leaders can build trust with stakeholders by:

 Keeping promises: Leaders who follow through on their commitments demonstrate

reliability and build trust with stakeholders. When leaders make promises, they should be
confident that they can deliver on them.
 Being transparent: Leaders who are transparent about their decisions, actions, and
intentions build trust with stakeholders. Transparency creates a sense of openness and
honesty that is essential for building trust.
 Listening actively: Leaders who listen actively to stakeholders demonstrate respect and
empathy. When leaders take the time to understand the perspectives and concerns of their
stakeholders, they build trust and strengthen relationships.
 Being consistent: Leaders who are consistent in their words and actions build trust with
stakeholders over time. Consistency demonstrates reliability and creates a sense of
stability that is essential for building trust..

Creativity

Creativity plays a crucial role in effective leadership, as it enables leaders to think outside the
box, adapt to changing circumstances, and foster innovation within their teams by enabling
leaders to overcome challenges, drive innovation, and achieve organizational success. And By
fostering a culture of creativity within their organizations, leaders can tap into the collective
intelligence of their teams and stay ahead of the competition. While there may be challenges to
implementing creative leadership, the benefits far outweigh the obstacles, making it a crucial
skill for modern-day leaders to master.

A creative mindset is open, not closed or rigid, and produces ideas and solutions that are both
significant and effective. By encouraging a team of people to solve problems creatively, leaders
provide the opportunity to develop goods and services that set the team apart from rivals,
creating a competitive advantage. Creative leaders also foster an innovative culture by
encouraging teams to showcase ingenuity as a unit.

The Role of Creativity in Leadership

Creativity is the ability to generate new ideas, concepts, and solutions through imagination and
innovative thinking. In the context of leadership, creativity allows leaders to approach challenges
and opportunities in unique ways, leading to more effective problem-solving and decision-
making. This is particularly important in today’s fast-paced business environment, where
traditional approaches may no longer be sufficient to address complex issues.
One key aspect of creative leadership is the ability to foster an environment that encourages
innovation and risk-taking. This involves empowering team members to share their ideas,
providing resources and support for experimentation, and celebrating successes while learning
from failures. By doing so, leaders can tap into the collective intelligence of their teams and
drive growth and development across the organization.

The Impact of Creativity on Effective Success

The importance of creativity in leadership can be seen in its impact on various aspects of
organizational success. Some key benefits include:

1. Innovation: Creative leaders are more likely to identify and capitalize on new
opportunities for growth and development. By fostering a culture of innovation,
organizations can stay ahead of the competition and maintain a strong market position.
2. Adaptability: In today’s rapidly changing business landscape, the ability to adapt
quickly to new circumstances is critical. Creative leaders are better equipped to navigate
uncertain environments, making them more resilient and better positioned for long-term
success.
3. Employee Engagement: When employees feel valued and encouraged to contribute their
ideas, they are more engaged and motivated to perform at their best. Creative leaders can
help foster this type of work environment, leading to higher levels of job satisfaction and
retention.
4. Reputation: Organizations led by creative leaders often develop a strong reputation for
innovation and excellence. This can attract top talent, investors, and customers, further
driving organizational success.

Challenges to Creativity in Leadership

Despite the numerous benefits of creativity in leadership, there are several challenges that leaders
may face when attempting to foster a creative culture within their organizations. Some common
obstacles include:

1. Fear of Failure: Many individuals may be hesitant to share their ideas due to the fear of
being judged or criticized for their suggestions. Creative leaders must work to create an
environment where risks are encouraged and failures are viewed as learning
opportunities.
2. Lack of Resources: Without adequate resources, such as time, funding, or access to
expertise, team members may struggle to develop and implement innovative ideas.
Creative leaders should work to provide the necessary support and tools for their teams to
thrive.
3. Resistance to Change: Some team members may be resistant to change, preferring to
stick with familiar methods and processes. Creative leaders must effectively
communicate the value of innovation and work to build consensus around new initiatives.

Strategic approach
Leaders must think strategically and critically when making difficult decisions. Effective
leadership involves making well-considered and critically-analyzed decisions to lead teams to
success. Leaders who are successful will think before they act, or in other words, have a strategic
plan before taking action. The time it takes to devise a strategy depends on the problem or
decision. A good leader devotes the necessary time to strategy development.

A strategic approach to leadership involves the ability to think long-term, set clear goals, make
informed decisions, and adapt to changes in the business environment. This approach focuses on
aligning the organization’s vision with its actions to achieve sustainable growth and competitive
advantage.

Importance of a Strategic Approach in Leadership:

1. Vision and Direction: A strategic leader provides a clear vision for the organization and
sets goals that guide employees towards success. By articulating a compelling vision,
leaders inspire their teams and create a sense of purpose that drives performance.
2. Decision-Making: Strategic leaders make informed decisions based on data, analysis,
and careful consideration of potential outcomes. They weigh risks and opportunities to
steer the organization in the right direction and capitalize on market trends.
3. Adaptability: In today’s fast-paced business environment, adaptability is crucial for
success. Strategic leaders anticipate changes, embrace innovation, and pivot when
necessary to stay ahead of the competition.
4. Employee Engagement: Effective leadership fosters employee engagement by
empowering individuals, recognizing their contributions, and creating a positive work
culture. Engaged employees are more productive, loyal, and committed to achieving
organizational goals.
5. Organizational Alignment: A strategic leader ensures that all aspects of the
organization are aligned towards common objectives. By fostering collaboration across
departments and functions, leaders promote synergy and efficiency within the company.
6. Long-Term Sustainability: Strategic leadership focuses on sustainable growth by
balancing short-term results with long-term objectives. Leaders invest in talent
development, innovation, and continuous improvement to secure the organization’s
future success.
7. Competitive Advantage: A strategic approach to leadership helps organizations gain a
competitive edge in the market. By differentiating products or services, optimizing
processes, and anticipating industry trends, leaders position their companies for success.

Understanding Emotions and Their Impact on Leadership

Emotional intelligence (EI) is the ability to recognize, understand, and manage our own emotions
and the emotions of others. This concept has gained significant attention in recent years,
particularly in the context of leadership. Effective leaders are able to understand and manage
their emotions, which in turn allows them to make better decisions, build stronger relationships,
and create a more positive work environment.
Research has shown that leaders who are emotionally intelligent are more effective in several
ways. For example, they are better able to:

 Inspire and motivate their teams: Emotionally intelligent leaders are able to create a
positive work environment that fosters creativity, collaboration, and engagement. They
are able to connect with their team members on an emotional level, which helps to build
trust and rapport.
 Manage conflict: Emotionally intelligent leaders are able to manage conflict effectively
by recognizing and addressing the underlying emotions that are driving the conflict. They
are able to remain calm and composed in difficult situations, which helps to reduce
tension and facilitate constructive dialogue.
 Make better decisions: Emotionally intelligent leaders are able to make better decisions
by taking into account the emotional impact of their decisions. They are able to consider
the perspectives of others, weigh the potential consequences of their actions, and make
choices that are both ethical and effective.

Managing Emotions in Oneself and Others

Managing emotions is a key component of emotional intelligence. Effective leaders are able to
manage their own emotions, as well as the emotions of their team members. This involves
recognizing when emotions are becoming heightened or unbalanced, and taking steps to address
them in a constructive way.

One way that leaders can manage their own emotions is through self-awareness. This involves
paying attention to one’s thoughts, feelings, and behaviors, and recognizing how they are
connected. By being aware of their own emotions, leaders can avoid reacting impulsively or
emotionally in difficult situations. Instead, they can take a step back and consider their options
before responding.

Another way that leaders can manage their own emotions is through self-regulation. This
involves taking steps to manage one’s emotions in a constructive way. For example, a leader
might take a deep breath before responding to a difficult situation, or they might take a break to
calm down before addressing a challenging issue. Self-regulation also involves taking
responsibility for one’s actions, even when they are driven by strong emotions.

Leaders can also help their team members manage their emotions by creating a supportive work
environment. This might involve providing resources and support for employees who are
struggling with stress or other emotional challenges, or it might involve creating opportunities
for employees to connect with one another and build relationships. By creating a supportive
work environment, leaders can help their team members feel more secure and engaged, which
can help to reduce stress and improve overall well-being.

Empathy and Building Strong Relationships

Empathy is the ability to understand and share the feelings of others. This is an important
component of emotional intelligence because it allows leaders to connect with their team
members on a deeper level. By showing empathy towards their team members, leaders can build
stronger relationships based on trust and mutual respect.

Empathy involves more than just acknowledging someone’s feelings or perspective. It involves
actively listening to what they have to say, asking questions to clarify their perspective, and
reflecting back on what they have said to ensure understanding. Leaders who show empathy
towards their team members are more likely to be seen as supportive and approachable, which
can help to build trust and foster collaboration.

Empathy also involves taking action to support others when they are facing challenges or
difficulties. This might involve offering resources or support, providing feedback or guidance, or
simply lending an ear when someone needs to talk. By showing empathy towards their team
members, leaders can help create a positive work environment that fosters growth, development,
and engagement.

Continuous learning and development

Continuous learning and development in leadership involves a commitment to personal growth

and improvement. This means that leaders are dedicated to expanding their knowledge, skills,
and abilities on an ongoing basis. They understand that leadership is a journey, not a destination,
and are always looking for ways to improve.

One way that leaders demonstrate their commitment to personal growth and improvement is by
seeking out learning opportunities. This might include attending conferences, taking courses, or
reading books and articles on leadership. By continually learning and expanding their
knowledge, leaders are better equipped to handle the challenges of leadership and make informed
decisions.

Another way that leaders demonstrate their commitment to personal growth and improvement is
by seeking feedback from others. This might involve asking for feedback from their colleagues,
employees, or even their own supervisors. By seeking out feedback, leaders can gain a better
understanding of their strengths and weaknesses, and identify areas where they can improve.

Seeking Feedback for Self-Improvement

Seeking feedback is an important aspect of continuous learning and development in leadership.

By seeking feedback from others, leaders can gain a better understanding of how they are
perceived by those around them, and identify areas where they can improve.

There are a few different ways that leaders can seek feedback for self-improvement. One way is
to ask for feedback directly from their colleagues, employees, or supervisors. This might involve
setting up a meeting or sending an email to ask for feedback on a specific aspect of their
leadership.
Another way that leaders can seek feedback is by using anonymous surveys or feedback forms.
This can be a good way to get honest feedback from employees who may be hesitant to provide
critical feedback directly.

It’s important for leaders to be open and receptive to feedback, even if it is critical. By listening
to the feedback and taking it into consideration, leaders can identify areas where they need to
improve and make changes to become more effective leaders.

Staying Updated with Industry Trends and Best Practice

Staying updated with industry trends and best practices is another important aspect of continuous
learning and development in leadership. By staying current with the latest trends and best
practices, leaders can ensure that they are using the most effective leadership strategies and
approaches.

There are a few different ways that leaders can stay updated with industry trends and best
practices. One way is to follow industry news and publications, such as trade magazines or
websites. This can help leaders stay informed about the latest trends and developments in their
field.

Another way that leaders can stay updated with industry trends and best practices is by attending
conferences or workshops. These events often feature presentations from industry experts, who
can provide insights into the latest trends and best practices in leadership.

Leaders can also stay updated with industry trends and best practices by networking with other
leaders in their field. This might involve joining professional organizations or attending
networking events. By connecting with other leaders, they can learn from each other’s
experiences and stay informed about the latest trends and best practices in leadership.

How to develop leadership skills

To succeed as a leader, it’s essential to commit to continued learning and plan personal growth
and development. Becoming an effective leader involves gaining leadership skills and fine-
tuning key workplace skills. You can accomplish these goals by receiving coaching or
mentoring, gaining experience, taking courses, and enrolling in leadership certificate programs.

Coaching and mentoring

Leadership coaches work with leaders to help optimize their abilities and effectively manage a
team. Leadership coaches and mentors act as supportive advisors who help those being coached
better their workplace relationships and performance on the job.

Mentorship is more of a collaborative relationship between a successful leader and a leader in

training. Mentor/mentee relationships are often more personal and can offer accountability and
help the mentee make beneficial connections, whereby the mentor acts as an advisor.
Experience

Leadership experience can come in many forms. From playing on sports teams to participating in
social groups and volunteering, you can gain experience in leadership in almost any aspect of
life. While these experiences may not directly relate to your career, the skills gained from them
can last a lifetime.

Courses and training

For a more formal method of gaining leadership skills, enroll in training courses. This is a highly
effective way to develop new abilities, enhance existing ones, and establish the foundation for a
successful career in leadership.

What makes an effective leader and how can you become one?
Leadership is a learned behavior that comes with many attributes. According to a study
conducted by the Center for Creative Leadership, between 38% and more than 50% of new
leaders fail within the first 18 months.

The following leadership qualities can inspire anyone to become a better leader:

Good values. To be an effective leader, one should be honest and committed to their leadership
role and always remember that their team reflects the values they uphold. A good leader shows
respect for everyone and their opinions.

Vision. One can't be an effective leader without having a strong vision for current and future
growth because a big part of a leader's job is to connect a group of people through a shared
vision. A successful leader isn't hesitant about bringing change and pushing the boundaries of
what is achievable through their intellect.

Creativity. Thinking outside the box is imperative for successful leaders because it enables them
to turn challenges into opportunities. Leadership and creativity work together to produce a
dynamic workspace that's rife with innovative ideas and problem-solving techniques. This can
provide any organization with an edge over the competition.

Confidence with humility. Great vision alone can't achieve results if the leader doesn't have the
confidence to act. Gaining leadership confidence is a gradual process. For instance, people
looking to become effective leaders can start by listing five points they admire about themselves
every day to increase their level of self-appreciation and self-awareness. Along with confidence,
an effective leader should identify good traits in others and focus on the end goal rather than on
themselves as the conduit of success.

Interpersonal skills. Active listening and soft skills go a long way in a leader's journey toward
success. Along with being a good listener, a leader should foster a workspace that promotes open
communication, delegation of tasks and prompt conflict resolution. Through a leader's
interpersonal skills, entire teams and projects can work collectively and share the same vision
toward the achievement of goals.

Prioritizes continuing education. To stay on top of current industry innovations, successful

leaders should keep learning new skills. A great leader not only takes part in continuing
education to improve their career path but also evaluates their leadership qualities for areas of
improvement. For example, a leader looking to improve their communication skills can pursue a
leadership degree that focuses on communication.

Developing followers. A successful leader is followed by others. By empowering team members

with information, tools, skills and professional development opportunities, a leader can
successfully help employees reach their career goals. Empathy and concern can also earn leaders
their team members' trust.

Types of Power in Leadership:

In leadership, power plays a crucial role in influencing and motivating individuals towards
achieving common goals. There are various types of power that leaders can utilize to effectively
lead their teams. These types of power are categorized into different forms based on the source
and nature of the power. The main types of power in leadership include:

1. Legitimate Power: Legitimate power is derived from a person’s position or title within an
organization. It is the formal authority granted to individuals based on their role, such as a
manager or a team leader. This type of power is often associated with the ability to make
decisions, give orders, and enforce rules within the organizational hierarchy. Fortunately, there
are many other more effective leadership methods to influence employee behavior that actually
produce long term, viable and positive results. Managers who understand how to leverage power
in leadership for good possess the ability to encourage, motivate and help employees strive to
improve. Legitimate power is the natural, formal authority a leader has due to their position
within an organization.

We all know and accept that our boss has a given level of power that is expected in that position.
As a manager, we also know that we have a formal power over employees, and it is up to us how
we use it. This is an opportunity for a manager to form relationships with each employee to build
trust and confidence, not only in a manager’s abilities, but those of employees as well.
Demonstrating employee value allows a leader to help a person set goals, want to take on new
tasks and feel good about their skills. In turn, this also builds loyalty to the organization, as well
as to the team, which is a win-win. A leader who takes the time to get to know employees as
people shows that they manage with care.

2. Coercive Power: Coercive power is based on the leader’s ability to punish or control others
through the threat of negative consequences. Leaders who possess coercive power can influence
behavior by using punishments, reprimands, or other disciplinary actions to ensure compliance
with their directives. You may have seen, or experienced, a manager that intentionally
intimidates employees, or uses threats of being fired to try to get an employee to perform better
or do things the manager’s way. Power in terms of manipulative behaviors is called coercive
power.

When used by a manager to get employees to change behavior or work habits, coercive power
can, in fact, be successful in temporarily achieving the desired results. Not surprisingly though,
leaving people feeling intimidated, frightened for their job or bullied is not likely to have lasting
effects on increasing productivity. In fact, employees who are fearful of a supervisor have less
job satisfaction, which can lead to increased stress, absenteeism, lower productivity or even
cause them to eventually quit. The opposite of the original goal! This can also negatively impact
team members who witness this coercive behavior and become fearful of receiving the same
treatment.

3. Reward Power: Reward power stems from a leader’s ability to provide incentives or rewards
to motivate and influence others. This type of power is based on the leader’s capacity to offer
promotions, bonuses, recognition, or other desirable outcomes in exchange for desired behaviors
or performance. Effective leadership can come in many forms. Reward power is an example of a
positive means to assist an employee or team to want to be better. As an employee, you may
have experienced earning a bonus, or winning a prize such as a gift card, for being a high
performer and meeting certain goals. Your manager used the power within their position to
influence behavior by handing out rewards. At first glance, you might think back to coercive
power and feel that this might seem a little manipulative. Indeed, using reward power requires
transparency, fairness and clear expectations from managers in order for it to be effective.

The desire to reward employees for hard work is a noble effort, but caution should be exercised
to avoid feelings of jealousy among coworkers who don’t win, and to prevent concerns over
favoritism. It is important that all team members understand clearly how rewards can be earned
and that every employee has an equal opportunity to earn them. Individual rewards can be a great
motivating factor for some, but others may experience additional stress or self-doubt when
comparing their progress to others. This is another good reason for a good manager to know their
people and what motivates them as individuals. Taking this time to ensure rewards are relevant
and meaningful to each employee will make them far more effective, which is the goal. In turn,
improved employee performance allows individuals to experience success and elevates
confidence. Providing an opportunity for employees to feel good about their work and reap the
benefits in the form of a reward is a benefit to everyone on the team.

Team rewards, on the other hand, can bring people together and work toward a common goal.
Rewarding a team for reaching shared goals can serve as a team building activity and can be
anything from a pizza party to an outing such as a baseball game or a financial reward for each
team member. A manager effectively utilizing reward power will consult the team to find out
which rewards are most desirable for everyone involved. Since this might be a challenge
depending on the team, different team reward opportunities could be offered each quarter, for
example, to ensure all individuals are being equally motivated. We all want to shine at work and
managers who use reward power effectively allow for more chances to do so.

4. Expert Power: Expert power is derived from a leader’s knowledge, skills, or expertise in a
particular area. Leaders who possess expert power are respected and trusted by their team
members due to their competence and proficiency in their field. They can influence others
through sharing insights, providing guidance, and making informed decisions. Sometimes
managers hold power due to their expertise in a particular field, or specialized knowledge or skill
set. For example, a manager at an auto plant having extensive manufacturing process knowledge
or a marketing manager having in-depth research and analysis skills. This is called expert power
and is relative. A person with more expertise in a particular area holds more expert power than
someone else with similar, but less, knowledge in the same area. Leveraging this kind of power
to help employees improve in their own role might be the simplest to achieve.

Training is a perfect example and can be either formal or informal. A manager having expertise
in a particular computer program used in the office could easily set up training modules for
employees to learn a new process each week. This could be done in groups, or individually.
Individuals having trouble learning the material could receive remedial attention from their
manager to ensure they understand. Giving special attention to someone struggling can be the
difference between frustration and achievement. This is a unique opportunity to use managerial
power for good.

Aside from this more formal training approach, any individual with expert power can take
advantage of teachable moments at any time. An IT manager overseeing employees who provide
technical support to customers via phone could take the time to sit in on calls to provide an
example of how they might handle a difficult situation based on their own vast experience. A
medical device sales manager with a medical background can teach employees more detailed
knowledge about physiology that could benefit their sales pitch and give them more credibility
during sales appointments with physicians.

Taking time to show others what you know is sharing your expert power. This, in turn, helps
them build their own expert power as well. Sharing one’s power with others may seem counter
intuitive to some leaders, however, this selfless step speaks volumes about how much a manager
values their employees.

5. Referent Power: Referent power is based on the personal characteristics and charisma of a
leader that attract and inspire others. Leaders with referent power are admired, liked, and
respected by their followers, who seek to emulate their qualities and values. This type of power
is built on trust, admiration, and emotional connections between the leader and their team.
Lastly, and arguably most important, is referent power, a form of personal power. Simply put,
this is the power a leader achieves due to their ability to inspire others. One might refer to this
type of person as the salt of the earth. Another term that aligns with referent power is that of a
servant leader. One who exists to serve others as well as humankind, much like Jesus did for his
followers. Leaders possessing referent power influence others through respect and trust garnered
over time. Plain and simple, they are well liked due to their positive reputation.

Clearly this type of power is cultivated as a person’s actions, behaviors and work ethos shape the
opinions of others as they become known as someone that others look up to or aspire to be like.
Referent power can be used to benefit the greater good, as well as the betterment of others.
Managers like this want to see others succeed and will make every effort to help employees
reach goals. A manager with referent power is a good choice as a mentor to serve those seeking
to advance within a company and move up the corporate ladder.

As a manager, one could hardly think of a more worthy goal than to be someone that your
employees respect and revere. Inspiration does not come easily to most, so a leader with referent
power can truly impact the lives and work of others simply by setting a good example and being
a positive role model. Their influence is positive and imbues reliability and elicits trust.
Employees of a leader like this benefit because they can rest assured he or she has their best
interest at heart. They make decisions with the well-being of others, as well as the organization,
in mind at all times.

Feeling safe is important to employees in the workplace and job security is something no one
wants to worry about. Managers holding referent power are transparent and communicate openly
to maintain an informed, involved team. A leader leveraging this type of power spreads goodwill
that supports the work they do. They openly recognize the hard work of others and give
accolades when due. They want to recognize hard work and are happy to share the spotlight.
Employees find comfort in a leader that they can trust. Loyalty is easy to achieve with a manager
taking advantage of referent power. Employees want to do their best for a leader who does their
best for them day in and day out. Referent power is an antecedent to benevolence, and it shows.

6. Informational Power: Informational power is derived from a leader’s access to valuable

information or resources that are essential for decision-making and problem-solving within the
organization. Leaders with informational power can influence others by providing critical data,
insights, or strategic guidance that contribute to achieving organizational objectives.

Ethics in leadership
Ethics in leadership refers to the principles and values that guide a leader’s behavior and
decision-making process in an organization or community. It involves making moral choices and
acting in a manner that is fair, honest, and responsible, that uphold the dignity and rights of
individuals, promote fairness and justice, and benefit society as a whole. Ethical leaders are
trustworthy, transparent, and accountable, and they foster a culture of integrity, respect, and
responsibility by creating a positive organizational culture.

The Importance of Ethics in Leadership

Ethical leadership is crucial for building trust, fostering a positive work culture, and promoting
long-term success. Leaders who act ethically inspire confidence and loyalty among their
followers, who are more likely to be motivated, engaged, and committed to achieving the
organization’s goals. Ethical leadership also helps prevent misconduct, scandal, and reputational
damage, which can have severe consequences for both the leader and the organization.

Key Principles of Ethical Leadership

There are several key principles that ethical leaders should adhere to:
Honesty and Transparency

Ethical leaders are truthful, open, and candid in their communication and decision-making. They
provide accurate and complete information to their stakeholders, avoid deception and
manipulation, and disclose any potential conflicts of interest.

Ethical leaders build and maintain trust with their followers. They fulfill their commitments,
keep their promises, and act in a consistent and reliable manner. They are open and transparent in
their communication, sharing information appropriately and avoiding deception or manipulation.

Integrity and Accountability

Ethical leaders are consistent, reliable, and trustworthy in their actions and words. They take
responsibility for their mistakes, learn from them, and make amends when necessary. They also
hold themselves and others accountable for upholding the organization’s values and standards.
Ethical leaders demonstrate strong personal integrity by aligning their actions with their values.
They are honest, transparent, and consistent in their behavior, which helps to build trust and
credibility among their followers.

Ethical leaders take responsibility for their decisions and actions. They understand that they are
accountable not only to themselves but also to their team, organization, and stakeholders. They
accept the consequences of their choices and learn from their mistakes.

Fairness and Justice

Ethical leaders treat everyone with respect, fairness, and impartiality. They promote equality,
diversity, and inclusivity, and ensure that all voices are heard and valued. They also strive to
create a just and equitable workplace that rewards merit, effort, and performance.

Responsibility and Citizenship

Ethical leaders recognize their role as stewards of the organization’s resources and assets. They
make informed decisions that balance the interests of all stakeholders, including employees,
customers, shareholders, communities, and the environment. They also contribute to the greater
good by engaging in social responsibility initiatives that benefit society as a whole.

Ethical leaders take responsibility for their actions and the outcomes of their decisions. They
recognize the impact of their leadership on others and on the organization as a whole. They are
willing to admit their mistakes, learn from them, and make amends when necessary

Respect and fairness:

Ethical leaders treat all individuals with respect and fairness, regardless of their position,
background, or characteristics. They promote diversity and inclusion, ensuring equal
opportunities and fair treatment for everyone.
Ethical leaders strive to treat all individuals fairly and equally, regardless of their position or
level of power. They recognize the importance of equity and inclusion, and they work to address
any power imbalances or biases within their organization. They promote a culture where
everyone is given a voice and has equal opportunities to succeed.

Empowering Others:

Ethical leaders understand that power is not solely about their own authority but also about
empowering others. They actively delegate power and decision-making authority, trusting their
team members to contribute their skills and expertise. They create a collaborative environment
where power is shared and individuals are given opportunities to grow, develop, and make
meaningful contributions.

Balancing Power and Humility:

Ethical leaders are mindful of the potential pitfalls associated with power, such as arrogance or a
sense of entitlement. They balance their power with humility, recognizing that they don't have all
the answers and can learn from others. They create a culture that encourages open dialogue,
welcomes dissenting opinions, and values collaboration. By doing so, they mitigate the negative
effects of power and foster a more ethical and inclusive environment.

Ethical decision-making:

Leaders face numerous decisions that can have significant impacts on individuals and the
organization. Ethical leaders consider the potential consequences of their decisions and evaluate
them based on moral principles, values, and ethical standards. They strive to make decisions that
are just, morally right, and aligned with the best interests of the stakeholders. Ethical leaders
approach decision-making with a focus on moral principles and the well-being of stakeholders.
They consider the potential ethical implications of their choices, weigh different perspectives and
values, and make decisions that align with ethical standards.

Ethical role modeling:

Ethical leaders serve as role models for their followers. They embody the ethical values they
expect from others and inspire their team members to act ethically. Their actions and words are
consistent, and they encourage ethical behavior throughout the organization. Role Modeling:
Ethical leaders lead by example. They embody the values and behaviors they expect from others.
Their actions align with their words, and they inspire and motivate their followers through their
own ethical conduct.

Courage and open Communication:

Ethical leaders demonstrate courage by standing up for what is right, even in the face of
opposition or adversity. They are willing to challenge unethical practices, speak out against
injustice, and advocate for ethical behavior within their organization or community.
Ethical leaders are effective communicators. They foster open and honest communication within
their organization, encouraging dialogue and the sharing of ideas. They listen actively to their
team members, stakeholders, and diverse perspectives, and they communicate their expectations
clearly and respectfully.

Mentorship and Development:

Ethical leaders invest in the development and growth of their team members. They serve as
mentors and coaches, providing guidance, support, and feedback. They help individuals build
their ethical decision-making skills and cultivate their leadership potential.

Balancing competing interests:

Ethical leaders understand the importance of balancing the needs and interests of various
stakeholders. They consider the perspectives of different individuals or groups and strive to find
solutions that are equitable and beneficial for everyone involved.

Ethical communication:

Ethical leaders communicate openly, honestly, and respectfully. They provide clear expectations
and feedback, encourage open dialogue, and actively listen to others. They avoid deception,
manipulation, or any form of unethical communication.

Challenges of Ethical Leadership

Ethical leadership can be challenging due to various factors such as:

Pressure to Meet Targets

Leaders may face pressure to meet short-term targets or goals at the expense of ethical
considerations. This can lead to unethical practices such as cutting corners, cheating, or
exploiting others.

Cultural Differences

Leaders may encounter different cultural norms and values that can affect their ethical judgment.
For example, what is considered ethical in one culture may not be acceptable in another culture.
Leaders must be aware of these differences and adapt their behavior accordingly.

Power Dynamics

Leaders may abuse their power or influence to advance their interests or those of their allies.
This can lead to favoritism, nepotism, or discrimination against certain groups or individuals.
Leaders must be mindful of these dynamics and ensure that they treat everyone fairly and
equitably.

The effect of unethical use of power in Leadership:

Unethical use of power in leadership can have significant negative consequences on individuals,
organizations, and society as a whole. When leaders abuse their power for personal gain or to
manipulate others, it erodes trust, undermines morale, and can lead to a range of detrimental
outcomes. The unethical use of power by leaders can have significant negative effects on
individuals, organizations, and society as a whole

Impact on Individuals

One of the primary effects of unethical leadership is the impact it has on individuals within the
organization. Employees who are subjected to unethical behavior from their leaders may
experience feelings of disillusionment, betrayal, and demotivation. This can lead to decreased
job satisfaction, increased stress levels, and a decline in overall well-being. Furthermore, when
leaders prioritize their own interests over the well-being of their team members, it can create a
toxic work environment characterized by fear, resentment, and a lack of psychological safety.

Impact on Organizational Culture

The unethical use of power in leadership can also have a profound impact on organizational
culture. When leaders engage in unethical behavior, it sets a dangerous precedent that can
permeate throughout the entire organization. Employees may begin to question the values and
integrity of the organization, leading to a breakdown in trust and cohesion. This erosion of trust
can hinder collaboration, communication, and teamwork, ultimately impeding organizational
effectiveness and performance.

Impact on Society

Beyond the internal repercussions within an organization, the unethical use of power in
leadership can also have broader societal implications. Leaders who prioritize their own interests
over ethical considerations may engage in behaviors that harm not only their employees but also
customers, stakeholders, and the community at large. This can result in reputational damage,
legal consequences, and a loss of public trust in the organization. In extreme cases, unethical
leadership practices can contribute to social inequality, environmental degradation, and other
systemic issues that impact society as a whole.

Here are some key consequences of unethical power use:

1. Erosion of Trust: Unethical use of power erodes trust within an organization. When
leaders abuse their power or act in self-serving ways, it creates a culture of suspicion,
fear, and cynicism. Employees become wary of their leaders' motivations and intentions,
leading to a breakdown in trust and diminished employee engagement and loyalty.
2. Decreased Morale and Productivity: When leaders misuse their power, it can lead to
decreased morale among employees. Unethical actions such as favoritism, nepotism, or
unfair treatment can create a toxic work environment where employees feel undervalued
and demotivated. This, in turn, negatively impacts productivity and innovation within the
organization.
3. Increased Turnover: Unethical power use can contribute to higher employee turnover
rates. When individuals experience unfair treatment, lack of respect, or abuse of power
from their leaders, they are more likely to seek employment elsewhere. High turnover
rates can disrupt the organization's stability, lead to knowledge loss, and increase
recruitment and training costs.
4. Damage to Reputation: Unethical behavior by leaders can tarnish an organization's
reputation. Negative publicity and public perception of unethical practices can harm the
organization's brand image and credibility. Stakeholders, including customers, investors,
and partners, may lose trust in the organization, leading to financial and reputational
damage.
5. Legal and Regulatory Consequences: Unethical power use can result in legal and
regulatory consequences for both leaders and organizations. Actions such as fraud,
corruption, or discrimination can violate laws and regulations, leading to legal
investigations, fines, and potential criminal charges. These consequences can have severe
financial and legal ramifications for individuals and the organization as a whole.
6. Decreased Ethical Behavior: Unethical power use can create a ripple effect, influencing
others within the organization to engage in unethical behavior. When leaders set a
negative example, it can normalize unethical conduct and weaken the organization's
ethical culture. This can lead to a decline in ethical decision-making and behavior
throughout the organization.
7. Negative Impact on Stakeholders: Unethical power use can harm various stakeholders,
including employees, customers, suppliers, and the broader community. Leaders who
prioritize personal gain over the well-being of stakeholders can neglect their
responsibilities, make decisions that harm others, or engage in exploitative practices. This
can lead to a loss of customer trust, strained supplier relationships, and damage to the
community or environment in which the organization operates.
8. Societal Impact: Unethical power use by leaders can have broader societal implications.
When leaders in influential positions act unethically, it can contribute to a culture of
corruption, inequality, and injustice. This erodes social trust and undermines the ethical
fabric of society, potentially leading to social unrest, erosion of democratic values, and
economic inequalities.