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How To Be A Good Leader?

Introduction - How To Be A Good Leader?

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One of the most important responsibilities of a leader is to ensure that an organization's resources are used effectively and that its goals are met. A company's long-term aims and goals can only be understood if its leaders provide clear direction and purpose (Gandolfi and Stone, 2018). Having a clear vision and motivating their teams is the hallmark of a leader that is effective in leading their enterprises. Managers may have a bigger impact on the organization's success when they understand the role of leaders. This is true regardless of their position.

A good leader makes sure that everyone on the team has enough energy to accomplish their duties effectively and efficiently. Employees are more likely to approach their employment and the firm positively when their manager instils trust and confidence in them. Oftentimes, teams are comprised of multi-talented people who possess the necessary talents and expertise to produce outcomes (Nyide, 2020). However, most firms continue to appoint a team leader to channel the members' energy for maximum productivity. Once staff understand what they need to do to complete projects, great leaders monitor their work to ensure they are carrying out their responsibilities efficiently. As a result, the following research discusses the critical leadership skills and attributes that managers in a business must possess in order to manage the organisation effectively. Additionally, the report makes effective recommendations for developing good leadership practises in business.

Background

An organization's assets may indeed be successfully used and its objectives achieved with the support of efficient leadership. When a CEO motivates his or her employees, establishes goals, and leads the firm toward those goals, nothing may be more potent. Every manager must have strong leadership abilities. A manager still requires leadership qualities, despite conventional notions that a leader establishes the company's vision and the manager sets operations (Asghar and Oino, 2017). Managers must adopt a more big-picture, flexible attitude that we often identify with leaders in today's fast-changing corporate climate. For the sake of the company, a manager must utilize his or her leadership abilities There has been a shift away from top-down and hierarchical structures to more agile and responsive frameworks in today's fast-changing corporate environment. Meeting the team's objectives and following established processes are still good managerial practices, but a great manager also can communicate a vision and arouse a team's drive to succeed (Veliu et al., 2017). In order to ensure the efficient operation of individual teams, on their own and together, good leadership may penetrate all levels of an organization. High-quality leadership encourages an organic functioning of the whole organization. Individuals are compelled to put forth their best effort due to open communication and the leader's desire to find out what they can contribute. If a company wants to generate a successful product, it must have a leader capable of helping it achieve its objectives. It is among the most important aspects of achieving the company's goals to transform the vision and purpose of the organization into accurate outcomes in the areas that are most important to the leader of the business (Sousa et al., 2017). Leadership is more than just creating policies from the top down. It may either save or destroy a corporation, depending on how it is handled.

Today's workers have an inclination for soft leadership, which a management leader is interested in exploring. The morale of a team member improves when they are treated like colleagues. The problem-solving process may be opened up by a team to come up with unique solutions to fresh challenges (Al Khajeh, 2018). A manager could only control tasks, resources, and processes, not people. Only through leading people, rather than managing them, is the management leader able to get the most out of them. Transparency and teamwork are hallmarks of today's workplace. With the help of team members, a competent leader will set clearly defined goals. When the whole team is involved in a project or work, they are more likely to succeed. The end result is a better product or performance.

Discussion on essential leadership skills that managers should have?

There's a lot of disputes over whether leaders are born with specific traits, or whether they can be taught. The strength of every company is based on the quality of its leadership. Organizational efficiency and long-term objectives rely heavily on effective leadership management. In the absence of a well-defined set of leadership practices, an organization's culture and development are unable to be sustained (Bolman and Deal, 2017). An imbalance in the organization's structure causes confusion and frustration among the employees. The entire financial health of the company is also impacted by this. In order for a company to be successful, its leadership must be effective. No organization can function effectively if its leaders are ineffective. Controlling a human group is vital to the success of an organization, which is formed to accomplish a certain goal. The strength of every company is based on the quality of its leadership (Dargantes, 2020). Organizational efficiency and long-term objectives rely heavily on effective leadership management. In the absence of a well-defined set of leadership practices, an organization's culture and development are unable to be sustained. An imbalance in the organization's structure causes confusion and frustration among the employees. The entire financial health of the company is also impacted by this.

  • Decision-making - The leader is responsible for all that happens. They must be confident and forceful to make a decision on which path to go. Also, they must accept full responsibility for their actions.

  • Vision - As a leader, one must be able to think beyond the box and see what is feasible (Aslam, 2018). As a result, they must have a thorough understanding of their own organization, as well as a capacity to conceive how they could overcome obstacles.

  • Self confidence  - Leaders that are confident in their talents are more likely to succeed. They have a strong sense of self-assurance and are able to deal with difficult situations.

  • Commitment - Commitment is the only prerequisite for effective leadership(Bolman and Deal, 2017). Leaders that are committed to their aims and goals are more likely to succeed.                                              
  • Openness - Line managers that exhibit strong leadership traits listen freely to their employees' ideas, thoughts, and views. There is a willingness on their part to try new things if they think it will benefit the company (Nyide, 2020). As a result of their efforts, the organisation is well-equipped to handle any new issues that may arise.

  • Understanding of others - Line managers must have a solid grasp of human nature and the capacity to build trusting relationships with their subordinates in order to get a deeper knowledge of their strengths, weaknesses, goals, and motivations (Gandolfi and Stone, 2018).
  • The ability to encourage and inspire others - Managing people effectively necessitates having charismatic, well-organized, and highly motivating line managers. They cultivate an atmosphere of hard effort and dedication, energizing and motivating the employees.
  • Understanding the business - In order to be a successful leader, line managers need to have a thorough knowledge of their company, the industry they work in, and their rivals (El Toufaili, 2018). With this information, they may identify their company's strengths and weaknesses as well as its possible possibilities and dangers.
  • Change management in the workplace - An efficient and capable leader is essential to guiding a company through a major shift in its structure since the process of organizational transformation may be quite tough.
  • Creativity - An innovative approach is a hallmark of effective line managers with leadership abilities (Nyide, 2020). They come up with fresh solutions to present problems and execute them successfully so that they don't happen again in the future.
  • Integrity - The need of moral and ethical leadership was highlighted during the financial crisis, and it is being highlighted once again in the wake of the current coronavirus outbreak. The public views leaders as moral compass points (Asghar and Oino, 2017). They must demonstrate the appropriate or acceptable decisions to be made constantly, particularly in dangerous times.
  • People-focused - Leadership requires the ability to sense, interpret, and respond to the emotions of people. As a result, it's a quality that many people seek for in leaders. According to a Harvard Business Review poll, 96 percent of participants believed that their bosses should exhibit empathy.
  • Communication - It is critical for leaders to be able to communicate effectively at all levels of a company if they are to inspire and encourage their employees. As a result, effective leadership communication is essential.
  • Awareness - A great leader should also keep an eye on the company process in order to discover which ideas are successful and which are not. Leaders must be able to monitor and learn from their surroundings(Gandolfi and Stone, 2018). A leader needs to be able to find out why a team isn't functioning as effectively as it should and take corrective action. Additionally, a leader should be aware of how firms develop over time and if industry-wide advances might possibly effect competitiveness or output in the long-term.
  • Relationship Building - It may seem to some that business is essentially a matter of producing something. However, when team members trust and work well together, production may go more quickly. Networking and connections are at the heart of business(El Toufaili, 2018). If managers really want the team to succeed, they need to foster a positive working environment for everyone involved. As a result of workers' confidence in each other and in the company as a whole, everyone is better off.
  • Delegation - No one can accomplish it all at once. Managers who seem to have a hard time delegating are more likely to fall short of their department's productivity and quality targets. However, they may also have a negative impact on their staff. To be an effective manager, one must know who the team members are, and what they need to execute their work well.
  • Influence - In order to be a great leader, one don't need to tell others what to do. They are able to persuade others to follow them. Emotional intelligence may be used to influence and convince others.

The following are a few examples of how leadership is critical to the success of a company.

To begin, the organization's leaders must determine the purpose of the organisation and the goals it has to achieve. The vision and mission of the company must be communicated to all workers, and leaders are the ones who are in charge of doing so. By clearly communicating the company's vision and mission, employees are better able to understand their roles and responsibilities. Leaders convey the organization's aims and strategies (Gandolfi and Stone, 2018). It is the responsibility of employees to embody the company's values and culture. This is critical to the company's long-term success. An effective plan should be in place for the benefit of the organization's leadership. Organizational goals may be achieved more successfully via the use of structural approaches. Everyone may participate in the development, implementation, and achievement of clearly specified objectives when planning is inclusive.

Leaders' enthusiasm and excitement encourage and drive people to perform at a high level because of the common goals they set for the firm. Workers are encouraged to share ideas and discuss them in a cordial setting, and the organisation benefits from this diversity of viewpoints. Openness and engagement are hallmarks of effective leaders (Azad et al., 2017). Relationships like these highlight the importance of individuals to the business, foster a feeling of ownership among employees, and help match individual goals with the firm's. During a moment of crisis, good leadership may assist the business stay focused by reminding the employees of their accomplishments and encouraging them to establish short-term, attainable objectives.

“The Psyche of a Leader: Key Leadership Theories and Styles”

Numerous research has been conducted throughout the years on leadership, which has resulted in a variety of ideas. Philosophers, psychologists, and cognitive specialists have come up with a variety of hypotheses to explain how a leader comes to be in the first place. Using these ideas, people may learn how to improve their leadership skills.

“Contingency Theory”

This notion asserts that there is no one-size-fits-all approach to leadership. There are many factors that might influence any given circumstance, and a leader must take into consideration those aspects before making a decision (Madlock, 2018). To put it another way: "Effective leadership is about finding the correct balance between needs, situation and conduct." When it comes to being a good leader, it's important to know what the followers want and what's going on in the world around you.

“Situational Leadership Theory”

Unlike the Contingency Theory, which emphasises situational factors, the Situational Theory does not see any leadership style as superior. Leadership style as well as the maturity levels of the followers are both aspects in the situational theory proposed by US professor Paul Hersey(Walls, 2019). Distinct contexts need different leadership and decision-making styles, according to this notion. By assessing the current situation, leaders must take action.

 “Transformational Leadership Theory”

The interaction between leaders and followers is the centre of the Transformational Leadership theory, often known as Relationship theories. This idea focuses on a kind of leader that inspires and motivates their people to change and improve their performance (Siangchokyoo, Klinger, and Campion, 2020). Most transformative leaders are fueled by their ability to inspire others by showing them the value of their job and what it will accomplish. Leaders that focus on the team's success but also help each member of the team reach their full potential are indeed a rare breed. Using these leadership principles will help to improve one's skillset.

“Transactional Theories”

Transactional Theories, sometimes known as management theories or exchange leadership theories, focus on the importance of supervision, organisation, and cooperation in the workplace(Karolides, 2020). Using incentives and punishments as a foundation for leadership behaviours, these theories look at leadership. Using incentives and penalties to inspire staff is a common leadership technique in the corporate world.

“Behavioral Theory”

This transfers the focus away from leaders' features and attributes to their actions and behaviours in the behavioural theory. To the Great Man Idea and the trait approach to leadership, this theory says that good leadership is the product of a variety of taught or gained talents (Klonoff, 2019). One of its fundamental tenets is that everyone can improve their leadership skills. An excellent leadership theory is presented here.

“Great Man Theory of Leadership”

According to this leadership theory, leaders are "born" rather than "made," and that leadership is an inborn phenomena rather than a learned skill. In this view, charisma, confidence, intelligence, communication skills, and social aptitude are all characteristics that distinguish a leader from the rest of the population (Khan and Soomro, 2020). Leadership, according to this notion, is either innate or learned. Despite the theory's negative connotations, one might take solace from the fact that most current scholars and even some leaders themselves have rejected it. A fascinating look at leadership and one which underlines the characteristics of exceptional leaders, which have stayed essentially unaltered throughout time.

 “Trait Theory of Leadership”

By suggesting that leaders are predisposed to leadership roles due to their genetic makeup, this theory follows in the footsteps of the Great Man hypothesis. Because of these characteristics—"such as intellect, accountability, feeling of duty, and creativity”—the theory pinpoints those who are capable of leading effectively(Wyatt and Silvester, 2018). Because it does not give a full list of leadership attributes, the trait theory is flawed. Nonetheless, the theory's credibility stems from research that has shown that personality traits play a crucial influence in leadership.

Conclusion

To conclude, it can be summed up that the quality of a company's management is a key determinant of its success. Leadership management is critical to the success of an organization's long-term goals. Company culture and growth cannot be maintained without a well-defined set of leadership practices. Employees get agitated and dissatisfied when there is an imbalance in the organizational structure. This affects the overall company's financial health. A company's leadership has to be effective in order to be successful. If a company's leaders are ineffective, it cannot operate properly. An organization's success depends on its ability to effectively manage a group of people. The quality of a company's leadership is critical to its success. Line managers that are charismatic, well-organized, and highly motivated are essential to a successful workforce management strategy. Employees are energized and motivated because of the company's emphasis on hard work and devotion. The capacity to feel, understand, and react to people's emotions is essential to leadership. The ability to effectively communicate at all levels of a firm is essential for leaders to inspire and motivate their workers. Effective leadership communication is required as a consequence of this fact. Leaders need not dictate what their subordinates should be doing. They have the ability to convince others to join them. The ability to influence and persuade people via the use of emotional intelligence is a powerful tool.

Recommendations

The following recommendations are suggested for managers for becoming effective leaders:

It's important for managers to know what drives each member of their team, whether it's prospects for progress or simple acknowledgment, and utilise that information to keep people excited about their job (Bolman and Deal, 2017). They should also be aware that treating workers with fairness and respect is a great motivation.

Managing a team requires the ability to see the broad picture and think strategically. Strategic thinking in this respect is being able to evaluate a situation, identify realistic objectives, and devise a strategy for achieving those goals. They are able to adjust and explain their value to their team and their own management in the face of changing conditions.

Employees who feel disrespected or unable to trust their management are more likely to leave the organization than those who feel they are valued. In contrast, leaders who operate with integrity place a high value on fairness and honesty, which fosters a sense of trust among their employees (Nyide, 2020). The epidemic has shown us that unforeseen events may alter our daily routines. Even though it's unpleasant, a strong leader should rapidly appraise a new situation and make the necessary adjustments. Flexibility is a virtue in the workplace because flexible managers know that work and procedures can always be improved.

Leaders must be able to successfully convey their ideas to both their subordinates and their superiors to be successful. In addition, they must be able to adapt and customize their communications to a broad range of circumstances and individuals, frequently across cultural and generational boundaries, in order to be successful.

There is nothing more productive than a motivated team. Motivation, on the other hand, has a distinctly individual source (Gandolfi and Stone, 2018). As a manager, it is important to know what drives each member of your team, whether it is an opportunity for progress or a simple pat on the back. That being said, they also realize how important it is to treat workers with fairness and respect as a kind of motivation.

References

Al Khajeh, E.H., 2018. Impact of leadership styles on organizational performance. Journal of Human Resources Management Research2018, pp.1-10.

Asghar, S. and Oino, D., 2017. Leadership styles and job satisfaction. Asghar, S., & Oino, I.(2018). Leadership Styles and Job Satisfaction, Market Forces13(1), pp.1-13.

Aslam, M., 2018. Current trends and issues affecting academic libraries and leadership skills. Library Management.

Azad, N., Anderson, H.G., Brooks, A., Garza, O., O’Neil, C., Stutz, M.M. and Sobotka, J.L., 2017. Leadership and management are one and the same. American Journal of Pharmaceutical Education81(6).

Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Dargantes, M.O., 2020. Qualities of Leadership Relating to Management Skills of School Heads. SMCC Higher Education Research Journal7(1), pp.1-1.

El Toufaili, B., 2018. The influence of subjective factors on the development of the transformational style of leadership. Revista de Management Comparat Interna?ional19(2), pp.124-135.

Gandolfi, F. and Stone, S., 2018. Leadership, leadership styles, and servant leadership. Journal of Management Research18(4), pp.261-269.

Karolides, N.J., 2020. The reading process: Transactional theory in action. In Reader response in elementary classrooms (pp. 3-28). Routledge.

Khan, A.A. and Soomro, K.A., 2020. Exemplary Organizational Leadership–An Exploratory Study in light of Prophet Muhammad’s (Peace Be Upon Him) Leadership Traits. Sindh Economics & Business Review International2(1), pp.75-87.

Klonoff, D.C., 2019. Behavioral theory: the missing ingredient for digital health tools to change behavior and increase adherence. Journal of diabetes science and technology13(2), pp.276-281.

Madlock, P.E., 2018. The Influence of Leadership Style on Telecommuters in the Insurance Industry: A Contingency Theory Approach. Journal of Leadership, Accountability & Ethics15(2).

Nyide, C.J., 2020. Effective leadership styles for cooperative banks in an emerging economy. Journal of Legal, Ethical and Regulatory Issues.

Siangchokyoo, N., Klinger, R.L. and Campion, E.D., 2020. Follower transformation as the linchpin of transformational leadership theory: A systematic review and future research agenda. The Leadership Quarterly31(1), p.101341.

Sousa, M.J., Dias, I., Moco, I., Saldanha, A. and Caracol, C., 2017. Project managers perceptions about more effective leadership styles. Journal of International Business Research and Marketing, 2(3), pp.7-13.

Veliu, L., Manxhari, M., Demiri, V. and Jahaj, L., 2017. THE INFLUENCE OF LEADERSHIP STYLES ON EMPLOYEE'S PERFORMANCE. Management (16487974)31(2).

Walls, E., 2019. The value of situational leadership. Community practitioner: the journal of the Community Practitioners'& Health Visitors' Association92(2), pp.31-33.

Wyatt, M. and Silvester, J., 2018. Do voters get it right? A test of the ascription-actuality trait theory of leadership with political elites. The Leadership Quarterly29(5), pp.609-621.

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