Leadership – a little more to consider?

Leadership in some more detail

 This paper on leadership is in four sections:-

  1.        Theory
  2.        Trust
  3.        Relationships
  4.        Further reading

the full paper is here:-LeadershipInDepth2014

An introduction
The dictionary defines a leader as ‘a person who rules, guides or inspires others’. By looking at different styles of leading you will be able to analyse how you yourself behave as the leader of your team. 

Good leaders have the respect of the people they lead. People you have worked with who have gained your respect may have, for example:

  •          made quick, effective decisions
  •          treated all their staff equally, honestly and fairly
  •          had a particular expertise to share
  •          been willing to support you.

 Key Qualities

We expect leaders to achieve far more with their teams than merely to direct and control. Increasingly leaders are expected to build teams that are open to learning. Peter Drucker said that an organisation that has ceased to learn will cease to be.

Key qualities required to build such teams are:

leads with vision not tradition.
The team is aligned with a vision of what it wants to become. The vision is generated by the whole team and is inspiring and meaningful.

the leader is a learner, not a teacher.
The leader is aware of self development needs and is willing to learn. The leader is not committed to the ‘old ways’ as being the only sound wisdom.

focuses on process, not content.
The leader seeks to get the process going instead of trying to determine the content of how the group works.

enabler, not controller.
The leader doesn’t try to keep control, but delegates and leaves the team free to perform. The leader shares responsibility and the authority to act.

coach, not expert.
The leader helps people learn and develop skills, they always expect more of people.

linkers, not hoarders.
The leader shares information across groups and links joint projects. The leader spends time seeking information and linking the team’s work with that of other groups.

emotional literacy, not technical skill.
The leader understands that change is difficult and that people have feelings that need to be supported. The leader is sensitive to the needs of individuals, finding ways to create co-operation and mutual benefit. The leader encourages resistant and ‘stuck’ team members to grow.

Read the rest in the attached paper

This entry was posted in Leading teams, The leadership toolbox, Uncategorized. Bookmark the permalink.

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