Leadership Process

Leadership Process Diagram

The Leader is the person who steers an activity, the Follower is the person who performs the activity, and the Context is the situation within which the activity is performed. The diagram shows the way in which the Outcomes that are achieved are dependent on the leader, the follower and the context.

However, what's also shown here is the way in which the Outcomes feed back to affect the Leader, the Follower and the Context. For example, where the outcome is successful and both the leader and follower have been effective, the leader and follower may learn to trust one another more, and the context may become more favorable.

Figure 1 (below) shows how the components of the leadership process fit together.

Figure T: The Leadership Process
(Based on: R. B. Dunham and J. L. Pierce, Managing, Glenview IL: Scott Foresman 1989, Pg 556)


Note that the quality of the Leadership Process is shaped by all components within the system: the Leader, the Follower, the Context and the Outcome.

Leadership is therefore a dynamic, interactive process involving all four components. It is a working relationship, built up over time, that involves active exchange. The most obvious interplay is that of leaders influencing followers; but then, followers also influence leaders.
And of course, both are influenced by the context in which the exchange is taking place. The outcomes of the leader/follower exchange can cause changes in the context/followers/leaders, which will then influence future outcomes....

This interaction and feedback is vitally important because it shows the ongoing importance for the leader of investing in the relationship with the follower and in improving the context. Only then can the best outcomes be achieved.

Are Leaders born or made?

Portrait of a Leader

A Portrait of a Leader (Part 1)


At the age of seven, a young boy and his family were forced out of their home. The boy had to work to support his family. At the age of nine, his mother passed away. When he grew up, the young man was keen to go to law school, but had no education.

At 22, he lost his job as a store clerk. At 23, he ran for state legislature and lost. The same year, he went into business. It failed, leaving him with a debt that took him 17 years to repay. At 27, he had a nervous breakdown.

Two years later, he tried for the post of speaker in his state legislature. He lost. At 31, he was defeated in his attempt to become an elector. By 35, he had been defeated twice while running for Congress. Finally, he did manage to secure a brief term in Congress, but at 39 he lost his re-election bid.

At 41, his four-year-old son died. At 42, he was rejected as a prospective land officer. At 45, he ran for the Senate and lost. Two years later, he lost the vice presidential nomination. At 49, he ran for Senate and lost again.

At 51, he was elected the President of the United States of America.

The man in question: Abraham Lincoln.

~ Author Unknown



Many of us are familiar that it takes persistence to achieve victory. However, sometimes it's all too easy for us to think about leaders like Lincoln as "mythical creatures". We think of this kind of leaders as separate from the rest of humanity and empowered by some mysterious quality that smoothes their path towards inevitable success.

Many people think hat leaders are marked out for leadership from early on in their lives, and that if you're not a leader, there's little that you can do to become one.

However, that's not the way we see it now. The modern view is that through patience, persistence and hard work, you can acquire the qualities of an effective leader. And that then, just as long as you make the effort needed, you can lead successfully.

By the way, 'Are Leaders born or made?' is a hot topic of Jack Welch.

The series of these upcoming articles will help you find and develop these leadership qualities within yourself. It shows you how to look inside yourself and understand your own leadership strengths and weaknesses. It helps you build the passion, drive, will and vision that others find so inspiring, and it then teaches you the essential skills needed to turn this vision into reality.

Process:

• foundation of the modern view of leadership

• framework to realize your leadership potential.

• map out the structure


Leaders don't wait for an Invitation Letter

What are former U.S. President Lincoln's attributes?

What are the attributes that made him prevail against all odds to emerge as a great leader?

It amounts to sheer determination and a desire to lead, doesn't it?


This leads us to the most basic truth of leadership:

Leadership is a decision, not a position.


Action Steps:

Look around your workplace, your community. Have you seen situations where the person in charge, the boss, did not actually lead? And haven't you come across instances where a person without any defined authority has casually slipped into the leadership role?

Using the worksheet on the next page, list these instances. Note down the reasons you think that the boss did not function as an effective leader. And why was the person without any formal authority able to take over the role of leader?

Please share your comments on this blog! Thank you!

The Heart of Business Strategy

We usually think of business strategy as some sort of aspirational market positioning statement. Doubtless that's part of it. But I believe that the number one "strategic strength" is excellence in execution and systemic relationships (i.e., with everyone we come in contact with).
Start to integrate the following 21 rules and observe how your team's engagement improves - which ultimately leads to business growth and success.

1) Say "Thank you" to everyone even peripherally involved in some activity-especially those "deep in the hierarchy."

This works wonders! When did you leave the last time a little thank you note for your direct report or peer?
2) Smile.

A smile can be a door opener and can take the sharpness out of a situation.
3) Don't accept the "blame game."

When a mistake happens, let people take responsibility and give them the opportunity to fix it.
4) Hire enthusiasm.

Enthusiasm is contagious. Create an environment of joy and passion which will result in higher performance and better health.
5) Hire optimists.

Optimists know how to take calculated risks which results in innovation and progress.

6) Expose all would-be hires to something unexpected-weird. Observe their reaction.

If they are up to dealing with it, they will be ready with any unexpected situation in business. It also shows you how open-minded and flexible they are.

7) Become a student of all you will meet with.

You can learn from anyone. Be open to new information!
8) Listen and hear.

Not only listen to people; hear what they really say. You learn a lot just by listening

9) Construct small leadership opportunities for junior people within days of starting on the job.

You want to grow leaders and talents within the company.

10) Promote "people people" for all managerial jobs.

Not every super star is a good manager or leader. Choose people with great communication and social skills.

11) Hire and promote for demonstrated curiosity. Check their past commitment to continuous learning.

People who are curious are passionate, and they are willing to learn.
12) Choose diversity.

A healthy mix of people leads to growth.

13) Work on first and last impressions.

It takes only a few seconds to form a first impression about someone. The last impression is what people take with them.
14) Walls display tomorrow's aspirations and yesterday's accomplishments.

Both motivate and give you momentum
15) Simplify systems. Constantly.
16) Add "We are thoughtful in all we do" to corporate values list.

This is one of the highest values for customer loyalty and employee satisfaction.

17) Celebrate success!

Celebrate and reward success.

18) Manage your calendar religiously

Does it accurately reflect your priorities?19) Cultivate and Advisor/Sounding Board

Cultivate one advisor/sounding board whose role is to tell you the truth. Regularly!
20) Commit to Excellence.

21) Put "Excellence in all we do" in the values set and measure everyone on demonstrated commitment to Excellence.

Are your Actions aligned with your Corporate Values?

Definition

Operating philosophies or principles that guide an organization's internal conduct as well as its relationship with the external world. Core values are usually summarized in the mission statement or in the statement of core values.

Would you be able to talk to me about your Corporate Values? Do you know exactly what they are? Do you live by it?

I have recently read the head lines 'Corporate Values are in Vogue' in a Business Newspaper. Whoever wrote these headlines does not really understand Corporate Values.

It is no secret that the most successful businesses that were (and still are) leading companies over many decades, are the ones that have the foundation of the success triangle: Clear Mission and Vision, and meaningful Values.

Values are not just a few words that change depending on what's fashionable at the moment. They are long-lasting. No matter how fast business changes around us (and we have to be ready for change constantly), Values do NOT change. They are a part of the driving force. In his book 'Built to last', Jim Collins writes about his findings after studying for 6 years some of the most successful and lasting Companies. They were Visionary Companies with meaningful Values that had a higher purpose than just serve the company.

How many Companies have the values of providing and innovative environment - but they turn around and punish their teams for mistakes? How can you create an innovative environment if you don't let people try and make errors? Think back of how many attempts Edison and the Wright Brothers had before they were successful. Do you think they ever would have come up with these brilliant inventions if somebody would have constantly looked over their shoulder and put pressure on them not to "screw" it up?

Walk the talk!

Look at the values and give the teams around you everything they need to make these values a part of their daily work.

What are your Company's Values? Are you walking the talk?

Are you a Visionary Leader?

Do you have the vision to steer your organization to success?

What does a visionary leader look like?

Like anything worth taking pride in, leadership is the result of hard work.

The 10 key qualities shared by visionary leaders:

They execute with confidence. Successful visionary leaders know where they want to go and how to get there. They move confidently toward their goals by initiating the action and getting others to buy in on their beliefs. In short, they believe in themselves, and others believe in them, too. The result is camaraderie, shared goals, and improved morale.

They're self-created. If you've ever been fascinated by a leader who possesses that special something and wondered: were they born that way, or did they become that way through hard work? The answer is almost certainly the latter. Visionary leaders inspire those around them because they've thought long and hard about where they want to go and how to get there. If you want to be like them, focus on developing the visionary leader in you.

They aren't worried about being liked. Focusing your energies on being liked in favor of following your own vision is a recipe for failure. Visionary leaders are more interested in being respected for their skills, integrity, and work ethic than they are about being liked. That's why they're willing to put everything on the line and remain focused on their company's success, not their own personal success.

They're innovators. In today's rapidly changing business environment, successful leaders need to be innovators. Staying ahead means continually inventing new ways to achieve goals, organize, and build team effort. They embrace change instead of shrinking from it, and reach through obstacles to create success.

They're delegators. Visionary leaders increase team efficiency by moving decision-making responsibility to the frontline. That means delegating authority to those who've earned their trust. And once they delegate that authority, they take a hands-off approach and refrain from micromanaging.

They create learning opportunities. We all want to continue to learn and to grow, both as people and as business professionals. Visionary leaders create learning opportunities for themselves and those around them. Continuous learning opportunities are highly motivating -- they inspire employee loyalty and foster product and service quality.

They have high expectations. If you have a burning desire to achieve, you want to be employed by an organization with a reputation for supporting its employees' personal ambitions. Visionary leaders aren't threatened by subordinates who want to achieve, because they understand that success is defined by achieving goals, and that their subordinates' success is a reflection of their own strong leadership skills.

They recognize natural talent. No one knows what their true capabilities are until they're given the opportunity and responsibility to strive for more. If you want to be a visionary leader, seek out your employees' unique skills. Doing so will encourage loyalty and increase your odds of success.

They believe in actions, not words. Visionaries focus on the future and can articulate what they see in order to inspire others. Visionaries are good talkers, but they're better with actions.

They're well balanced. Visionary leadership requires clear vision, the ability to empower relationships, and innovative action. In other words, it requires a good balance of mental, emotional, and physical attributes, in addition to integrity and strong core values. When one or more of these dimensions is missing, leadership cannot manifest a vision. That's why visionary leaders possess all of the above.

~ Source: All Business ~

Corporate Vision

How important is having a Corporate Vision?

By Helena Nyman

Having a corporate vision is a part of the 3 basic "ingredients" for a successful company.

Together with a powerful mission and high values, you just laid a solid foundation for a successful company.

Often, visions are too vague or are not aiming high enough (which de-motivates your team), or maybe, you have a spectacular vision, but you don't know how to spread your vision accross the company. Larger and global companies have even greater challenges...

In my 'Corporate Vision' Workshops/Retreats, I focus on how to engage not only the board members and C-Level Executives, but everyone across the company - from the top to the bottom.

Sometimes you have to eliminate resisters on your way. Why? I have seen situations where resisters sabotaged projects and spent their time to bring confusion into the company which hindered the rest of the team to give their best. So, if you have any resisters, eliminate them! Fast!

Another challenge for companies is that everybody is excited about the vision, everybody is engaged, and 3 months later, people are back to the old way. They are so involved in their everyday tasks that they lose sight of the vision.

Leaders always ask me what to do to maintain the original excitement about the vision.

My answer is:

Live and breathe the vision, engage and challenge!