Leadership by amrendr

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									Leadership & Management
               Objectives
At the completion of this module, you will be
  able to:
• Explain the difference between management and
  leadership.
• Recognize and apply leadership practices.
• Examine styles of management and leadership.
• Tie issues of empowerment, delegation, and
  motivation to leadership.
Definitions
  Management- all actions focused on
  accomplishing the tasks in an organization.

  Leadership- the ability to create an
  environment where individuals willingly apply
  their unique abilities to a common mission.
  Leadership is about the relationship between
  leaders and their team.

  Competence- the knowledge and skill to do the
  job.

  Commitment- the motivation, willingness, and
  confidence to do the job.
Personal Check-In: Individual Leadership Reflection
  Think about a leadership experience that really pleased
  you, a time when you worked with others and did a good
  job of helping something positive or effective occur. It can
  be a work experience or a personal experience.
  1. Briefly summarize the situation.
  2. What action did you take to make it happen?
  3. What three words would you use to describe the
      situation?
Icebreaker: Leadership and Management

• What is management?




• What is leadership?
Traits of the Excellent Leader
Excellent leaders have:
•   A vision and purpose.
•   Clear goals.
•   Strong commitment.
•   Flexibility.
•   An understanding of change.
•   Active listening skills.
•   Confidence to take risks.
Traits of the Excellent Leader

Excellent leaders are:

•   Knowledgeable about the total organization.
•   Able to learn from mistakes.
•   Excellent communicators/listeners.
•   Able to speak clearly and effectively.
•   Resourceful.
•   Realistic.
Employee Check List

Bring to mind an employee you want to think
   about during this module. Think about a
   specific task or job you need this employee
   to do.

• How competent is she? How much does she
  know about the job? How skilled is she at
  doing the job?

• How committed is she? Is she motivated to
  do it? Is she confident that she can do it?
Reality Practice: Employee Analysis

• Rita is a new employee on your team. She has been
  anxious to join you for a while but this position just
  opened up.

  __________ Competence

  __________ Commitment
Reality Practice: Employee Analysis

• Delilah, the senior member of your staff, works well on
  her own. She knows just what to do at the right time.
  She helps others learn and adds to the success of the
  team.

  __________ Competence

  __________ Commitment
Reality Practice: Employee Analysis

• Connie has worked with you for six months. She is able to
  do some of the work well but seems to be down on herself
  about not learning everything quickly enough.

  __________ Competence

  __________ Commitment
Reality Practice: Employee Analysis

• Sabrina knows the ropes of her work. She can
  manage all of the tasks, but sometimes she doesn't
  think she can really make things happen.

  _________ Competence

  _________ Commitment
Reality Practice: Employee Analysis

• Your employee:

  __________ Competence

  __________ Commitment
Leadership Styles
The Directing Leader:
•   Sets goals.
•   Identifies the problems.
•   Comes up with solutions.
•   Decides who does what work.
•   Gives specific directions.
•   Announces decisions.
•   Closely supervises and evaluates employees' work.
Leadership Styles
The Coaching Leader
•   Sets the goals.
•   Identifies the problems.
•   Develops a plan to solve problems and consults with employees.
•   Makes the final decision about procedures or solutions after hearing
    employees' ideas, opinions, and feelings.
•   Explains decisions to employees and asks for their ideas.
•   Praises employees' work efforts.
•   Continues to direct employees' work.
•   Evaluates employees' work.
Leadership Styles
The Supporting Leader
• Involves employees in problem-solving and goal-setting.
• Takes the lead in defining how to do a job or solve a problem.
• Provides support, resources, and ideas if requested.
• Shares responsibility for problem-solving with employees.
• Listens to employees and guides them as they make
  decisions.
• Evaluates an employee’s work with that person.
Leadership Styles
The Delegating Leader
•   Identifies problems with employees.
•   Sets goals with employees.
•   Develops plans and makes decisions with employees.
•   Lets employees decide who does the tasks.
•   Accepts employees' decisions and monitors their performance.
•   Lets employees evaluate their own work.
•   Lets employees take responsibility and credit for their work.
Reality Practice: Leadership Styles

• Rita is a new employee on your team. She has been
  anxious to join you for a while but this position just
  opened up.

  __________ Competence

  __________ Commitment

  Leadership Style __________
Reality Practice: Leadership Styles

• Delilah, the senior member of your staff, works well on her
  own. She knows just what to do at the right time. She
  helps others learn and adds to the success of the team.

  __________ Competence

  __________ Commitment

  Leadership Style __________
Reality Practice: Leadership Styles

• Connie has worked with you for six months. She is able
  to do some of the work well but seems to be down on
  herself about not learning everything quickly enough.

  __________ Competence

  __________ Commitment

  Leadership Style __________
Reality Practice: Leadership Styles

• Sabrina knows the ropes of her work. She can manage
  all of the tasks, but sometimes she doesn't think she can
  really make things happen.

  __________ Competence

  __________ Commitment

  Leadership Style ___________
Reality Practice: Leadership Styles

• Your employee:

  __________ Competence

  __________ Commitment

  Leadership Styles __________
Checking Out: Next Steps
Consider the employee you have been thinking about
  during this module.
1. What leadership style does this employee need from you?
2. What style have you been using?
3. What will you do differently?
4. What actions on your part will help this employee move
   toward the high competence/high commitment
   characteristics of an employee who needs your delegation
   style?

								
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