The success or failure of managers depends on their leadership qualities. They can be successful leaders by helping subordinates to find solutions to their problems. Managers are involved with bringing together resources, developing strategies, organizing and controlling activities in to order to achieve objectives resources. At the same time managers, as leaders, have to select the goals and objectives of an organization, decide what is to be done and motivate people to do it. Thus leadership is that function of management which is largely involved with establishing goals and motivating people to help achieve them. Leaders set goals and help subordinates find the right path to achieve these goals. A person may be an effective manager a good planner, and an organized administrator but lack the motivational skills of a leader. Another may be an effective leader skilled at inspiring enthusiasm and devotion but lack the managerial skills to channel the energy he/she arouses in others. Given the challenges of dynamic engagement in today's business world, most organizations today are putting a premium on managers who also possess leadership skills. Leadership as the art or process of influencing people so that they will strive willingly and enthusiastically towards the achievement of group goals .It is the ability to persuade others to work towards defined objectives enthusiastically. It is the human factor, which binds a group together and motivates it towards goals. Leaders help a group attain objectives through the best use of its capabilities. The keys to an organization's success are managers who are able to inspire subordinates to perform exceedingly well. Substantial research has been undertaken to arrive at a description of a good manager' so that the desirable traits can be identified and measured. The following methods are used by most successful managers to bring out the best from their subordinates.
[...] If managers are flexible in their leadership style, they can be effective in a variety of leadership situations. If, on the other hand, managers are relatively inflexible in leadership style, they will be effective only in those situations that best match their style or that can be adjusted to match their style. Comparison of Popular Situational Theories of Leadership Points of comparison Fiedler's Contingency Theory Path-Goal Theory Leader success determined by the interaction of environment and leader personality variables Most successful leaders are those who increase subordinate motivation by charting out and clarifying paths to effective performance Successful leadership style varies with situation. [...]
[...] They are also influenced by internal forces such as values morals, and ethics. Likewise, the organization needs good people in a wide variety of jobs. Ensure that your team is trained, encouraged, and has opportunities to advance. Also, ensure that the way you conduct business has the same values, moral, and ethic principles that you seek in others. If you conduct business in a dishonest manner, your team will be dishonest to you, for that will be the kind of people that you will attract. [...]
[...] Regardless of the nature of the counseling, leaders should demonstrate the qualities of an effective counselor (respect, self-awareness, credibility, and empathy) and employ the skills of good communication. While the reason for counseling is to develop subordinates, leaders often categorize counseling based on the topic of the session. Major categories include performance counseling, problem counseling, and individual growth counseling (development). While these categories help leaders to organize and focus counseling sessions, they must not be viewed as separate and distinct types of counseling. [...]
[...] High Performance Leadership Warren Bennis, the doyen of leadership and the author of around 25 books on the subject, feels that the top-down leadership is no longer effective in producing business results. The perfect tool to fill the void is the high performance leadership. High performance leadership may be defined as the process of transforming the existing performance management process of a company so as to more fully engage the talents and energies of everyone in the organization. The workplace environment has assumed a sea change since the past decade. [...]
[...] On the basis of his studies, Feidler identified three critical dimensions of the leadership situation that would help in deciding the most effective style of leadership. Position Power: This is the degree to which the power of a position enables a leader to get group members to obey instructions. In the case of managers, this is the power derived from the authority granted by the organizational position. According to Fiedler, a leader who has considerable position power can obtain followers more easily than one who lacks this power. [...]
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