Leadership and Management - Essay Example

LEADERSHIP AND MANAGEMENT By (Name) Course: Tutor: Institution: City: Date: Leadership and Management Involvement in Successful Leader Effort There are various involvements in the process of characteristic successful leaders. They show a great deal of perspiration in all heir endeavors. The most significant part of this aspect is the distinction of effort. They demonstrate the ability to learn from others whilst building effective teams as they envision bright future in their lines of duties as well as guiding people into it them. The perspiration is also typified by relentless pursuit of success in their determination of effort and the possibility that comes along with it (Bush 2010, p. 147). Successful leaders show a positive attitude in their paths to achieving the pursuit set out through effective channeling of the efforts. Without learning the art of the business involved, successful leaders cannot achieve the same targets. Instead, the application to the organization sets apart the tone and achievements possible from the perspective of the leaders. Composure Successful leaders have the involvement of composure in their systems. Various circumstances can be used to demean the efforts input into achieving a set target by an organization. However, the nature of the occurrences can make them tough. Successful leaders create and deliver inspiration to the followers without losing focus of the bigger picture. The action and responses undertaken provide the impetus needed to determine the success of the leaders. First, successful leaders asses the situations and invigorate through decisive action in all their endeavors (Bush 2010, p. 147). They then are able to reassure the following persons without creating a feeling of self- doubt. It also includes anxiety according to the challenges faced in the inevitable rough patches. They exude confidence throughout and steer the organization to expect paths of success with meted out poise. It becomes addictive to the followers as they borrow from the same. Integrity The possession of integrity within successful leaders becomes a mainstay as part of their involvements. Most of the employees in an organization or followers in the team capacity under a certain leader require the application of integrity ion all matters of leadership. Integrity in this case involves various attributes of being honest, just, forthright and candid without any form of double standards. They posses the ability to give all employees or followers equal opportunities in their own capacity as team members, in order for collective effort. The latter includes even questions on promotion, opportunities, training, mandates, assignments and the need for supervision. In return, the employees follow on the integrity measures through their own jurisdiction and achievements of the set out tasks as they exhibit various levels of loyalty and honesty (Bush 2010, p. 147). In return, the leaders become more successful. Teamwork The fabric of the involvements in a successful leader is the base on teamwork. The incorporation of all efforts towards maintaining and growing the team are all mandates of the successful leader (Bush 2010, p. 147). Teams are involved in channeling all synergies and improved measures towards collective success under the guidance of the leader. In an organizational level, the different levels of each team member have to be recognized and respected. Thus, successful leaders turn around all proceeds into making sure that there is a sense of purpose, productivity, self- direction, engagement and subsequent achievement of the process undertaken. In most cases, the leaders are tasked with creating the environment that helps promote the attainment of such endeavors. Failure of the same does not distinguish the leadership. It creates a negative perception and approach to the various attributes used in the process. Faith in Teamwork Successful leaders are involved in the daily progression of their organization as well as team members. The involvements are relationships created along the way are characteristic of the process used in facilitating success as a culture and depiction. Thus, successful leaders have unwavering faith in their own abilities as well as the team members and organizational setup. There is a set belief in all the members that despite any circumstance, the team can achieve the set out targets. In matters that depict withstanding any setbacks in the process there is a level of preparedness by the leader, The successful leaders are able to communicate in their abilities of overcoming and ensuring that the achievements become a routine (Bush 2010, p. 147). The lessons from setbacks are turned into experience by the leaders for future reference and ensuring stability in themselves and the organization. Communication The remarkable involvement of any leader, who is successful, is the use of communication all through. Communication depicts the level of passed message from the leadership into the team members. Communication channels determine the effectiveness of direction undertaken by the organization or team depending on the information and feedback needed to achieve the targets. According to developing high potential leaders pay off (2008, p. 56), successful leaders have experience in making sure that communication is adequate, sensitive and deliberated within the organization in order to achieve success of any kind. Through the above communication, all resultant productivity measures and attributes of success are determined from the employees all the way up to management. In addition, the level of communication between the employees is critical of the channels instituted by the leadership. The changes are then able to make impacts, which are positive for future endeavors and success therein. Bigger Picture In order for the leadership involvement to be successful, maintenance of the bigger picture is very crucial to the team or organizational outlook. As the leader, success is determined through solutions and clear pathways to their achievements depending on the targets. Despite the demands and concerns of the daily needs, successful leaders maintain the overall look of the set out achievement process and integrate to the everyday mandate. They hover in the horizons by looking at opportunities that might benefit the organization as well as the whole team in terms of the required changes and target allocation. Newer developments become their focus as are able to generate newer challenges and tests for the organization to undergo in readiness for success that comes along (2008, p. 56). Enough time according to the targets is thus needed form the efforts of the leader and overall input by all members. Development of a Good Leader Good leadership can be developed for effective management and achievement of success. Leadership is a balancing act depending on the process undertaken in fine-tuning the abilities of an individual over time as a process of solidifying success. One of the ways that can be sued to develop good leadership is allowing others to feel secure and safe in their expression of opinion, questions or suggestions in all matters (Fine 2008, p. 40). The importance of a team cannot be underestimated and therefore all facets that affect each individual need to be heard and implemented for effective following. Once the organization guarantees the above, a leader is able to understand the needs of the team members and in turn change abilities to become better. They help raise the confidence levels and perspective in the team with allocation to executive presence and benefits. In the development process, the main feature is decision-making abilities. As a leader, the main role involved in the team or organization is effective, firm and accurate decisions. Thus, there has to be developed mechanisms that institute the use of decision to achieve what is required (Fine 2008, p. 40). Some of the activities that can help developed good decision-making abilities in the leader involve group tests and activation of short term and long-term tasks. The art of arriving at solutions is enabled through a lengthy process of constant checks and balances. By enforcing the criteria above, the leader becomes aware of the enormity of the decisions to be made and resultant consequences. The disruptive mechanisms are withdrawn in order for concentration in the process of achieving momentum and the needed results. Constant practice helps in the same process of jurisdiction. Communication provides for the platform of achievement and success of the essence in organizations, business and teams. Through description, communication provides for the channels used in extracting the message and interpreting for deliberation. Lastly, the application and decision is thus achieved. In the leadership development, this can be undertaken through expectations. Grandstaff and Sorenson (2009, p. 17) argue that with the company’s mission and vision, the achievement of goals and objectives is particular for all the leaders. The results are translated into actionable deliveries in the need to make better leaders filled with successful abilities. Various changes and approaches are instilled in the communication between the employees or followers to the top-level management. There are increased expectations as the team is aware of the leader’s requirements and the process to follow once it is delivered. Repeated measures over time are then instilled for continuity. Development of leadership requires the thought process in order to achieve the objectives and goals according to the organization or team involved. Most successful leaders need to undertake the measures that can be used to understand the colleagues, juniors and seniors in the process of creating areas for improvement. Therefore, the leaders ought to challenge the mindsets, capabilities and the innate beliefs in the process of stretching the limits and testing acquired skills. The leaders need to develop the mindsets on abilities to think on their own in order to get an effective team and organization, which, ensures there is development on a personal basis (Grandstaff and Sorenson 2009, p. 17). There is an additional basis required for personal growth in the process of learning through the expectations based on tools available for development. Overall success results from the input mechanisms by the leader. Accountability forms an integral part and plan of leadership development. It requires the management of all procedures and the resultant issues that affect the setup of the organization in order to achieve progress in the organization. Beyond the process of self- development as the leader, accountability dictates an overall integration into the system for the needs of success as opposed to negative drawbacks that can come about, employees and team members have to have the experience of accountability from within and increase the need to address emergent issue within the setup. Focus is achieved through the selection process and understanding made from the formative period as deliberated by the leader (Lane 2007, p. 76). He or she is in charge of the whole process in order to develop accountability throughout the membership. Tests and tasks help achieve the same with periodic application. Leadership requires performance of the core tasks, values and measures by example. The actions deliberated by a leader have to resonate with the expectations that come about with the position. They have to integrate the self- development aspects with equal ambition for the overall well- being f the group. Thus, the leader should be able to lead from the front and example. The leader is aware that all other persons are on the lookout in order to emulate the same process, approach and channel used. Therefore, in order to develop, the leader should institute better approaches to achieving success with the tasks set out and imitate better methods applied by others. According to Lane (2007, p. 76), performance shortfall should then be used in leadership development to nullify any wrong approach into changes of the process of communication and reliability. One of the most considerate approaches to developing of leaders is to ensure that the measure, reward system of performance is incorporated. Once a task is delivered, it is the duty of involved and respective officials is to rewards the success according to accuracy, timeliness and delivery. The leader under development should be able to generate a reward and measure performance system where all attributes are analyzed before the uptake of further proceeds. After the reviews are done, it is important for the leader to take charge and develop necessary skills in the team members and organizational personnel to create a pulse of the work required. I should be consistent with the approaches and mindset out in place as it translates to the latter members and levels of personnel (Leavy and McKiernan 2009). Alterations can be made at any time for effective build up. Distinction between Leadership and Management Value There is a marked distinction between leadership and management. The difference is through the three core values that the two dimensions approach into application. Leadership and management have the counting value versus creating one difference. In the management approach, counting value is fundamental to the process of managing the people involved. For example, when the boss is responsible for distracting personnel through supervision and up checks on the replacement methods, the only approach used is in counting value (Leavy and McKiernan 2009). There is an added element of subtraction and addition in the value represented depending on the utilities available. Thus, more caution should be used in the management role as it determines the profitability at the time due to the business entity attached to it. It deals with the availability tool in the system as opposed to generation of further requirements. On the other hand, leadership is concerned with creating value within the system. Leadership focuses on the regeneration of the same and better standards within an organization or team involved in the process. For example, a leader will not be based on the achieved value at the time. Instead, leadership will seek to obtain more and better measures and utilities as opposed to maintaining the status quo. Murray (2007, p. 3) states that the added value in the process is used to replace the lost ones while improving further measures from the lost ones. It adds value when action- based approach is used to acquire changes and hallmarks of better leadership through enabling growth. Involved personnel in leadership realize an affective environment for the betterment of their organization or team. Action- based requirements are then used centrally as opposed to management, which, focuses on lateral. Power and Influence The circles of influence versus that of power change the difference between leadership and management. Leadership affects influence as opposed to power. Leadership is concerned with the nurturing process of all individuals in the organization. It enables a mindset that creates a continuous uptake of values, attributes, and generated skills for the continuity and longevity of the organization. All the team members then use hierarchy as means of changing any advices and perceptions of the process. The junior members and other groups in the organization then help each other in the process of growth as opposed to fulfilling their roles. Murray (2007, p. 4) states that leadership uses influence to create an independent mindsets as well as collective approach to achieve success. In return, the productivity and results are shared with ease and ownership other than individual retribution. It enhances the unity and group effectiveness. Power on the other hand creates the circle of power in an organization. Power in the setup refers to the mandate and absolute determination of the people’s fate due to authority. Power in an organization affects the management as opposed to leadership. It affects the general application of decision-making and role deliveries in the whole setup. Power is then communicated with the necessary changes on positions as opposed to relationships built. One of the characteristic measures of the applications is between the level understandings in the managers and the subordinates (Owen 2009). For example, a leader will encounter cases of influence through ways of seeking advice for improvement as opposed to power in management. The latter will be concerned on who is being sacked or retained. The perception from the lower levels of membership and organizational roles also determine the difference between the two. People versus Work The third difference is on the people versus work basis. Leadership is concerned with the people while management is worried with the work. Leadership creates the human effect to different ways that people and their mandates approach the dimension. The control of an individual’s ability to influence other use better ways of productivity is leadership. It sets the approach of the channel used to achieve success and establish it as a gradual process. Through leadership an element of motivation, ownership, respect and integrity is developed. The control is not through the powers, but transpiration approach to handle issues and measures within the society. Owen (2009) points that the outlook in this case is based on an individual’s approach to the issue of power and work. Any other differences refer to the structure of the organization or work setup as well as the environment enabled in the picture. Management in the same vein affects the power due to hierarchy. The work done, intended, missed and investigated challenges the role of the manager as opposed to the leader. In the latter statements, the manager is affected by the status of the work as opposed to the workers in the process of delivering the output. One measure that can be used to determine the changes of the two aspects is through communication with the workers or employees. In the first instance, the workers will refer to management according to the work (Schein 2007). On the other hand, the description of leadership will be through the channel used to achieve the results by leadership delivery. Fundamental changes can affect the development of leaders when their mandate is reviewed according to work. They are taken as managers as opposed to leaders. Lessons I have learnt on various leadership lessons based on my experiences, coursework and real life application. It is critical that finding the right team of individuals is important for any leader. The various under workings in an organization have to be developed from the leadership and undertaken by the lower levels. During my internship, I understood this facet in totality. The company on security services that uses information technology has to follow the generated outline according to the leader. We had to ascertain our targets and evaluations according to the set minimums. That way, the leader was responsible for the outcomes and derivates used all along. It also showed me that there was no absolute right or wrong way to build a team. According to Schein (2007), different personalities have different strengths and features, which affect the leadership protocol as well as success. The delegation of authority, dependence of the members, influence gained in the process was determined by the authority in use as well as transmission to the lowest levels. Another characteristic lesson on leadership is that communication is the most important facet when dealing with leadership and its effectiveness. Through the course material, it is evident to learn that communication signifies various issues with leadership in an organization. Channel, mode, medium and nature of communication in an organization reciprocate with productivity and effective leadership. The course material is particular on the communication modes between leaders and the followers in the team. Wu (2013) argues that successful leaders have experience in making sure that communication is adequate, sensitive and deliberated within the organization in order to achieve success of any kind. Through the above communication, all resultant productivity measures and attributes of success are determined from the employees all the way up to management. The deliveries on the communication effectiveness cannot be achieved in the best way possible. Instead, it is developed over time and improved according to the relationship built between the levels of organizational hierarchy. The simpler it is, the better it develops for successful leadership. In addition, leadership can be developed or maintained in the long-term basis. Various attributes and requirements on leadership are either naturally existing or can be developed over time. Before I was able to attend my internship in the security firm that uses informational technology for developing solutions, I had not had any experience as a leader even in the lowest level. However, with the demands and work ethic I exemplified, I was takes in leading the group of interns for the whole period. Subsequently I had to fulfill the role of leader in the group with some of my natural abilities. I had to learn on accountability, teamwork, integrity composure and the value of building relationships at all levels. From the onset, I was able to change the perspective that I could not be a leader, by instituting a developmental approach (Wu 2013). I equipped myself with vital necessities at improving on the same. I helped shape my view on leadership and the reason why it is supposed to be used as a form of influence as opposed to power and authority. 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