What is leader? Defines the relationships between the manager and

employees. It involves directing and coordinating the activities of subordinates.

Examples: 1.Managers act as an example for other employees to

follow.2.They give commands and directions to subordinates.3.They make decisions and mobilizes employee

support.

Key Characteristics of a Leader:• Honesty - Display sincerity, integrity, and candor in all

your actions. Deceptive behavior will not inspire trust.• Competent - Your actions should be based on reason and

moral principles. Do not make decisions based on childlike emotional desires or feelings.

• Forward-looking Set goals and have a vision of the future. The vision must be owned throughout the organization. Effective leaders envision what they want and how to get it. They habitually pick priorities stemming from their basic values.

• Inspiring - Display confidence in all that you do. By showing endurance in mental, physical, and spiritual stamina, you will inspire others to reach for new heights. Take charge when necessary.

• Intelligent - Read, study, and seek challenging assignments.

• Fair-minded - Show fair treatment to all people. Prejudice is the enemy of justice. Display empathy by being sensitive to the feelings, values, interests, and well-being of others.

• Broad-minded - Seek out diversity.• Courageous - Have the perseverance to

accomplish a goal, regardless of the seemingly insurmountable obstacles. Display a confident calmness when under stress.

• Straightforward - Use sound judgment to make good decisions at the right time.

• Imaginative - Make timely and appropriate changes in your thinking, plans, and methods. Show creativity by thinking of new and better goals, ideas, and solutions to problems. Be innovative!

What kind of leadership? • Charismatic Leadership

• Participative Leadership

• Authoritarian leadership

• Transactional Leadership

• Delegative Leadership

• Transformational Leadership

• Bureaucratic leadership

Authoritarian (autocratic) Autocratic leadership is an extreme form of

transactional leadership, where leaders have absolute power over their workers or team. This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Staff and team members have little opportunity to make suggestions, even if these would be in the team's or the organization's best interest.

I want both of you to. . .

Democratic leadership or participative leadership

This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness, rather it is a sign of strength that your employees will respect.

Let's work together to solve this. . .

• Although democratic leaders make the final decisions, they invite other members of the team to contribute to the decision-making process. This not only increases job satisfaction by involving team members, but it also helps to develop people's skills. Team members feel in control of their own destiny, so they're motivated to work hard by more than just a financial reward.

• Because participation takes time, this approach can take more time, but often the end result is better. The approach can be most suitable when working as a team is essential, and when quality is more important than speed to market or productivity.

• This is normally used when you have part of the information, and your employees have other parts.

• The participative leadership style plays a very important role in maintaining good relations among the team members, which ultimately results in effective teamwork. Today, so many workers are intelligent, highly skilled professionals. Motivating employees who are knowledge workers is based on making them feel valued. There is simply no better way to make people feel valued than to ask them, genuinely, for their advice. You can pat people on the back and recognize their efforts but this is not as effective in motivating people as involving them in important decisions. The second main reason to be participative is a corollary of the first. Employees who play a part in deciding what to do feel a much greater amount of ownership over making it happen.

Delegative (free reign) In this style, the leader allows the employees to make the

decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks.

This is not a style to use so that you can blame others when things go wrong, rather this is a style to be used when you fully trust and confidence in the people below you.

You two take care of the problem while I go. . .

Charismatic leadership

A charismatic leadership is someone who followers with a dynamic, magnetic personality, usually through inspiring speeches. Charismatic leadership is great for short-term project that require energy and talent.

• A charismatic leadership style can seem similar to transformational leadership, because these leaders inspire lots of enthusiasm in their teams and are very energetic in driving others forward. However, charismatic leaders can tend to believe more in themselves than in their teams, and this creates a risk that a project, or even an entire organization, might collapse if the leader leaves. In the eyes of the followers, success is directly connected to the presence of the charismatic leader. As such, charismatic leadership carries great responsibility, and it needs a long-term commitment from the leader.

Bureaucratic leadership Bureaucratic leaders work "by the book." They

follow rules rigorously, and ensure that their staff follows procedures precisely. This is a very appropriate style for work involving serious safety risks (such as working with machinery, with toxic substances, or at dangerous heights) or where large sums of money are involved (such as handling cash).

Transactional leadership This style of leadership starts with the idea that

team members agree to obey their leader totally when they accept a job. The "transaction" is usually the organization paying the team members in return for their effort and compliance. The leader has a right to "punish" team members if their work doesn't meet the pre-determined standard.

• Team members can do little to improve their job satisfaction under transactional leadership. The leader could give team members some control of their income/reward by using incentives that encourage even higher standards or greater productivity. Alternatively, a transactional leader could practice "management by exception" – rather than rewarding better work, the leader could take corrective action if the required standards are not met.

Transformational leadership Transformational leadership is a leadership

approach that is defined as leadership that creates valuable and positive change in the followers. A transformational leader focuses on "transforming" others to help each other, to look out for each other, to be encouraging and harmonious, and to look out for the organization as a whole. In this leadership, the leader enhances the motivation, morale and performance of his follower group.

The Components of Transformational Leadership

• Intellectual Stimulation – Transformational leaders not only challenge the status quo; they also encourage creativity among followers. The leader encourages followers to explore new ways of doing things and new opportunities to learn.

• Individualized Consideration – Transformational leadership also involves offering support and encouragement to individual followers. In order to foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and so that leaders can offer direct recognition of each followers unique contributions.

• Inspirational Motivation – Transformational leaders have a clear vision that they are able to articulate to followers. These leaders are also able to help followers experience the same passion and motivation to fulfill these goals.

• Idealized Influence – The transformational leaders serves as a role model for followers. Because followers trust and respect the leader, they emulate the leader and internalize his or her ideals.

People with this leadership style are true leaders who inspire their teams constantly with a shared vision of the future. While this leader's enthusiasm is often passed into the team, he or she can need to be supported by "detail people." That's why, in many organizations, both transactional and transformational leadership are needed. The transactional leaders (or managers) ensure that routine work is done reliably, while the transformational leaders look after initiatives that add value.