FIT Lecture by:

College, Meerut Manoj Kumar

MBA - I Sem.
Management Concepts and Organisational Behaviour

Unit – V

Leadership Meaning and Types of Leaders

Leadership

“Leadership is the quality of behavior of individuals whereby they guide people or their activities in
organizing efforts” — Chester I. Barnard

“Leadership is the process by which an executive imaginatively directs, guides and influences the work
of others in attaining specified goals.”

Leadership may be defined as a position of power held by an individual in a group, which provides him
with an opportunity to exercise interpersonal influence on the group members for mobilizing and
directing their efforts towards certain goals. The leader is at the Centre of group’s power structure,
keeps the group together, infuses life into it, moves it towards its goals and maintains its momentum.

For example, a leader of national or international standing commands widespread influence over a
large number of people while the influence of the leader of a small work group in an organization is
very limited. Both are leaders in their own right and fulfill our definition of leadership.

Leadership is an influential process. The leader is in a position to shape, regulate, control and change
the attitudes, behaviour and performance of his group members. The latter are supposed to comply
with the former’s desires and directives and partially suspend their own judgment and discretion.
There exists a particular relationship between the leader and his group members which is
characterized by interpersonal and social interaction.

Nature of Leadership

(i) Leadership derives from power and is similar to, yet distinct from, management. In fact, “leadership”
and “management” are different. There can be leaders of completely unorganized groups, but there
can be managers only of organized groups. Thus it can be said that a manager is necessarily a leader
but a leader may not be a manager.

(ii) Leadership is essential for managing. The ability to lead effectively is one of the keys to being an
effective manager because she/he has to combine resources and lead a group to achieve objectives.
(iii) Leadership and motivation are closely interconnected. By understanding motivation, one can
appreciate better what people want and why they act as they do. A leader can encourage or dampen
workers motivation by creating a favorable or unfavorable working environment in the organization.

(iv) The essence of leadership is followership. In other words, it is the willingness of people to follow a
person that makes that person a leader. Moreover, people tend to follow those whom they see as
providing a means of achieving their desires, needs and wants.

(v) Leadership involves an unequal distribution of power between leaders and group members. Group
members are not powerless; they can shape group activities in some ways. Still, the leader will usually
have more power than the group members.

(vi) Leaders can influence the followers’ behavior in some ways. In fact, leaders can influence workers
either to do ill or well for the company. The leader must be able to empower and motivate the
followers to the cause.

(vii) The leader must co-exist with the subordinates or followers and must have the clear idea about
their demands and ambitions. This creates loyalty and trust in subordinates for their leader.

(viii) Leadership is to be concerned about values. Followers learn ethics and values from their leaders.
Leaders are the real teachers of ethics, and they can reinforce ideas. It is very important for leaders to
make positive statements of ethics if they are not hypocritical.

(ix) Leading is a very demanding job for both physically and psychologically. The leader must have the
strength, power, and ability to meet the bodily requirements; zeal, energy, and patience to meet the
mental requirements for leading.

TYPES OF LEADER

1. Managerial Leader

A managerial leader is the least effective of the five types of leaders. They have the least influence.
People only follow them because they have to. They are not in the position to serve others. Their
desire is to be served by others because they are in the position. They see others as tools to use to
complete the objective for the day. They prefer to make decisions. Their weakness is character
development.

Here’s a brief review of characteristics:

• Character is weak.
• Desire is “to be served” rather than “to serve.”
• They have a scarcity mindset.
• Competency can range from undeveloped to highly developed.
• Focus is on managing (directing/controlling) people and processes.
• Values the position more than the people.
• Strength comes from power, control, formal authority, and personal results.
2. Relational Leader

A relational leader builds relationships in order to influence others. People want to follow them
because of who they are, not what they know. They develop mutual respect with others and work well
with them. Although people want to follow them, they have not developed specialized knowledge.
Their weakness is not making the necessary sacrifices to develop their competency.

Here’s a brief review of characteristics:

• Character is strong.
• Desire is to serve.
• They have an abundance mindset.
• Competency is undeveloped and generalized.
• Focus is on leading (influencing/releasing) people.
• Values people more than the position.
• Strength comes from relationships and moral authority.
3. Motivational Leader

A motivational leader seeks mutual benefit for themselves, others, and the organization. People want
to follow them because of who they are and what they know. They influence others from the outside.
They are process focused. They are trusted and deliver results for themselves, their families, their
team, their organization, their customers, their suppliers, and their community. Their weakness is not
making the necessary sacrifices to reproduce other motivational leaders.

Here’s a brief review of characteristics:

• Character is strong.
• Desire is to serve.
• They have an abundance mindset.
• Competency is developed and specialized.
• Focus is on leading (influencing/releasing) people, managing the processes, and getting results.
• Values people more than the position.
• Strength comes from relationships, moral authority, and team results.

4. Inspirational Leader

An inspirational leader inspires managerial and relational leaders to become motivational leaders.
Their focus is on growing themselves in order to inspire others to grow. They influence others on the
inside. They are people-focused not process-focused. They focus heavily on character development.
True inspirational leaders are followed because of how much they care and who they are on the inside.
They are inspired by the growth of those following them.

Here’s a brief review of characteristics:

• Character is stronger.
• Desire is to serve and develop others.
• They have an abundance mindset.
• Competency is highly developed and specialized.
• Focus is on leading (influencing/releasing) people and developing motivational leaders.
• Values people more than the position.
• Strength comes from relationships, moral authority, and the growth of others.

5. Transformational Leader

A transformational leader’s passion and purpose is to transform others. They are the most influential
of the five types of leaders and are highly respected. Their reputation precedes them. They are well
known for developing leaders. Their influence touches people in all industries and across multiple
generations. They have influenced many leaders for many years. Their influence is continuously being
transferred through many other leaders at many different times in multiple locations.

Here’s a brief review of characteristics:

• Character is strongest.
• Desire is to serve and to develop others.
• They have an abundance mindset.
• Competency is highly developed and specialized.
• Focus is on leading (influencing/releasing) people and developing motivational and inspirational
leaders.
• Values people more than the position.
• Strength comes from relationships, moral authority, growth of others, and the respect they
have earned.

Traits and Qualities of Effective Leader

Traits of Effective Leader

We know a highly effective leader when we see one. They give off an energy that often makes us like
them instantly—we feel comfortable in their presence. Highly effective leaders have employees singing
their praises and can captivate an audience for hours. They can lead a revolution when required and
can have a great impact on those they lead and the lives they touch.

As an HR Manager and Public Relations Specialist, I’ve had the opportunity to work closely with
Executive and Senior Leadership teams of organizations. With time, it became clear to me that highly
effective leaders have some similarities when it comes to how they interact with others and approach
day-to-day and long term work goals. Through my research and observation, I’ve found the following
to be a few of the leadership traits best used to learn how to be a better leader.

1. They give feedback and encourage

Highly successful leaders understand that employees like to receive feedback and encouragement.
Even if it’s not always positive, communication and feedback help an employee know their work
matters, and they’re being noticed. In addition, the type of feedback shared by successful leaders is
more than praise—it’s feedback that reinforces facts about an individual’s work vs. simple praise that’s
one’s opinion of someone else’s work. For example, stating “You completed the project on time
without any flaws. Great work!” provides facts and praise, which has been shown to be more effective
than simply stating, “Great work!” The latter only provides praise, which is an opinion without any
specifics or true factual information.

2. They listen

How well are you with this leadership trait? Effective leaders listen to hear you, not to react to you.
Listening is a skill that can take some time to master, but it is one of the traits that sets leaders apart
from the rest.

3. They show vs. tell

Effective leaders lead by example. They understand that when you tell someone something, it might
not be as well-received as when you show something. This also speaks to the fact that we respond to
pictures and images in a different way than we do to words.

4. They are open to suggestions and realize it takes a village

When you take note of highly successful leaders, also take note of the team they surround themselves
with. Highly successful leaders know how to hire or create a team of individuals to support them. They
also understand it takes a village to create success, so they’re open to the ideas of others and delegate
to get work done. To learn how to be a better leader, start building a team that inspires others and
creates success.

5. They don’t compare themselves to others

We are each on our own path and have our own mark to leave on the world, and highly effective
leaders understand this. It’s essential not to compare oneself to others and where they’re at in their
careers. On that token, it’s also important to do things the way you feel they should be done for
optimal results, which might be different than how someone else will do things. Finally, not that it’s
always easy, but it’s important to keep jealousy and envy in check to be a highly successful leader.

6. They follow through, keep their word, and uphold integrity

Many leadership programs repeatedly state that we are only as good as our word. If we say we’re
going to do something, then we need to do it. If we can’t follow-through, then we need to
communicate so to remain in integrity. Honesty and dependability are two key leadership traits.

7. They take responsibility and ownership

Mistakes are going to happen and the quicker we own up to our mistakes and take responsibility for
them, the quicker we can come up with a solution and move on to the next task.

Early in my career, I had made a mistake at work. Though I held a lot of fear around the situation, I
immediately told my manager. “Did you fix it?” he asked. “Yes,” I replied. “Great,” he said, as he
walked away. It was as simple as that. At that moment, I knew I would make mistakes, and I knew the
sooner I owned up to them, the better. This moment also allowed me to give myself a break and
realize that I was likely going to make mistakes again, which was OK, but it was how I handled and
reacted to them that mattered.

8. They have perseverance and tenacity

Having had health issues for the majority of my adult life, I clearly recall in my early 20s when one
physician told me that I needed perseverance and tenacity to get better. These words have stuck with
me. To heal, I needed to keep researching, moving forward and couldn’t give up. This is what I see in
the majority of highly effective leaders I meet—they have a lot of perseverance and tenacity, which is
required for them to achieve and maintain success.

Though we often think of leaders as those who hold management positions, speakers, or leaders of
organizations, it is possible for others to hold leadership traits within an organization. You can be a
leader with or without the title to go along with it if you so choose to be. If you think you have
leadership qualities, speak to your supervisor to find out what opportunities there might be for you. To
learn how to be a better leader, you can also look for leadership training on your own, and you might
also consider finding some volunteer opportunities that allow you to put your leadership qualities to
the test. After all, we cannot have too many highly effective leaders in this world.

Qualities of Effective Leader

1. Honesty and Integrity

“The supreme quality of leadership is unquestionably integrity. Without it, no real success is possible,
no matter whether it is on a section gang, a football field, in an army, or in an office.” Honesty and
integrity are two important ingredients which make a good leader. How can you expect your followers
to be honest when you lack these qualities yourself? Leaders succeed when they stick to their values
and core beliefs and without ethics, this will not be possible.

2. Confidence

To be an effective leader, you should be confident enough to ensure that other follow your commands.
If you are unsure about your own decisions and qualities, then your subordinates will never follow you.
As a leader, you have to be oozing with confidence, show some swagger and assertiveness to gain the
respect of your subordinates. This does not mean that you should be overconfident, but you should at
least reflect the degree of confidence required to ensure that your followers trust you as a leader.

3. Inspire Others

Probably the most difficult job for a leader is to persuade others to follow. It can only be possible if you
inspire your followers by setting a good example. When the going gets tough, they look up to you and
see how you react to the situation. If you handle it well, they will follow you. As a leader, should think
positive and this positive approach should be visible through your actions. Stay calm under pressure
and keep the motivation level up. As John Quincy Adams puts it, “If your actions inspire others to
dream more, learn more, do more and become more, you are a leader.” If you are successful in
inspiring your subordinates, you can easily overcome any current and future challenge easily.

4. Commitment and Passion

Your teams look up to you and if you want them to give them their all, you will have to be passionate
about it too. When your teammates see you getting your hands dirty, they will also give their best shot.
It will also help you to gain the respect of your subordinates and infuse new energy in your team
members, which helps them to perform better. If they feel that you are not fully committed or lacks
passion, then it would be an uphill task for the leader to motivate your followers to achieve the goal.

5. Good Communicator

Until you clearly communicate your vision to your team and tell them the strategy to achieve the goal,
it will be very difficult for you to get the results you want. Simply put, if you are unable to
communicate your message effectively to your team, you can never be a good leader. A good
communicator can be a good leader. Words have the power to motivate people and make them do the
unthinkable. If you use them effectively, you can also achieve better results.
 6. Decision-Making Capabilities

Apart from having a futuristic vision, a leader should have the ability to take the right decision at the
right time. Decisions taken by leaders have a profound impact on masses. A leader should think long
and hard before taking a decision but once the decision is taken, stand by it. Although, most leaders
take decisions on their own, but it is highly recommended that you consult key stakeholders before
taking a decision. After all, they are the ones who will benefit or suffer from your decisions.

7. Accountability

When it comes to accountability, you need to follow the approach highlighted by Arnold H Glasow
when he said, “A good leader takes little more than his share of the blame and little less than his share
of the credit.” Make sure that every one of your subordinates is accountable for what they are doing. If
they do well, give them a pat on the back but if they struggle, make them realize their mistakes and
work together to improve. Holding them accountable for their actions will create a sense of
responsibility among your subordinates and they will go about the business more seriously.

8. Delegation and Empowerment

You cannot do everything, right. It is important for a leader to focus on key responsibilities while
leaving the rest to others. By that, I mean empowering your followers and delegating tasks to them. If
you continue to micromanage your subordinates, it will develop a lack of trust and more importantly,
you will not be able to focus on important matters, as you should be. Delegate tasks to your
subordinates and see how they perform. Provide them with all the resources and support they need to
achieve the objective and give them a chance to bear the responsibility.

9. Creativity and Innovation

What separates a leader from a follower? Steve Jobs, the greatest visionary of our time answers this
question this way, “Innovation distinguishes between a leader and a follower.” In order to get ahead in
today’s fast-paced world, a leader must be creative and innovative at the same time. Creative thinking
and constant innovation is what makes you and your team stand out from the crowd. Think out of the
box to come up with unique ideas and turn those ideas and goals into reality.

10. Sympathy

Last but certainly not the least, is sympathy. Leaders should develop sympathy with their followers.
Unfortunately, most leaders follow a dictatorial style and neglect sympathy altogether. Due to this,
they fail to make a closer connection with their followers. Understanding the problems of your
followers and feeling their pain is the first step to become an effective leader. Even that is not enough
until you work hard and provide your followers with the suitable solution to their problems.

To become a good leader, one must have all these qualities but if you lack some of these qualities, then
you might struggle to make the mark in the world of leadership. You will have to set a good example
for others to follow. That is where your commitment, passion, sympathy, honesty and integrity come
into play. Good communication skills and decision-making capabilities also play a vital role in success
and failure of a leader. Lastly, innovation and creative thinking, as well as the futuristic vision, are a
couple of key traits which make a leader stand out.
Building and Managing Effective Team

Without team building skills, a manager risks limiting the productivity of their employees to what each
member can do on their own, whereas if you foster team building you can unite your team around a
common goal, which will raise productivity as a result.

So here are five steps to building a productive and effective:

Step 1: Establish leadership

If your employees trust your judgment, they will work effectively even when you’re not around. Before
you can start team building, you need to develop the right kind of leadership skills. This doesn’t mean
asserting authority, instead try to foster trust through honesty and transparency. Especially in larger
organizations, managers can’t be everywhere at once, but if your employees trust your judgments they
will work effectively even when you’re not around.
Step 2: Establish relationships with each of your employees
Try to learn more about each member of your team, their skill sets, how they are motivated and their
likes and dislikes. This knowledge is invaluable to leaders, as it allows them to match each employee’s
expertise and competency to specific problems, which will help increase their productivity and job
satisfaction.
As well as this, try to include your employees in the decision making process where possible. Instead of
delegating tasks, give your team’s open-ended projects and allow them to determine the best solution.
This will encourage them to cooperate and develop problem solving skills.
Step 3: Build relationships between your employees
As your team starts to cooperate more, examine the way they work together and take steps to
improve communication, cooperation and trust amongst the team. If there are any conflicts, try to
resolve them amicably. Listen to both sides of the argument and act as a mediator. One way to do this
is to brainstorm solutions, which helps to empower your employees and may lead to new solutions to
the problem.
Step 4: Foster teamwork
Once you have established relations with and between your employees, it’s time to help them work
together effectively. Encourage your team to share information, both amongst themselves and within
the wider organization. Also, try to communicate more with your team. This goes beyond simply
holding meetings, and includes things like being open to suggestions and concerns, asking about each
team member’s work and offering assistance where necessary, and doing everything you can to
communicate clearly and honestly with your team.
Step 5: Set ground rules for the team
Finally, you can begin officially establishing your team through creating team values and goals, as well
as evaluating team performance alongside individual performance. Be sure to include your team in this
process, so they know what’s required and agree with it.
Team building is one of the most important responsibilities a manager has. It isn’t something that can
be achieved in a short time and then forgotten. It is an ongoing organic process that you a will have to
facilitate and guide. As this process unfolds, however, your team members will begin to trust and
support one another and share their skill sets and effort in order to more effectively complete your
organisation’s goals.