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Leadership - How Can Leadership Programs Be Measured?
08-07-2014, 08:17 PM
Post: #1
Big Grin Leadership - How Can Leadership Programs Be Measured?
Perk up your presentation with these details of leadership.

This write-up on leadership aims at offering you with all the required matter you will need to have to comprehend a lot more about leadership. So read it properly.

Leadership matters. Any one particular individual might have an effect on the behavior of others at any time. The nature and intent of that effect determines the influence, path and outcome of leadership. Organizations rely on leadership for path, momentum and a strategy for sustainable success. How do we recognize leadership exists? How do we develop leadership? How can leadership be measured? These are questions this report seeks to explore.

How do we recognize leadership or know that it exists? Usually, leadership is defined by characteristics and benefits. But formal leadership development nearly usually focuses exclusively on characteristics, relying on hope that results will ensue. Sadly, leadership is seldom genuinely measured beyond an intuitive or anecdotal strategy.

In no way be reluctant to admit that you don’t know. There is no a single who knows everything. If you think you know any thing, you will seemingly fancy to read about article. So if you don’t know significantly about leadership, all that has to be accomplished is to read up on it!

For example, a particular person in a leadership role is considered "productive." We want to replicate the leader's success, so we attempt to replicate the characteristics, expertise, values, competencies, actions and behaviors of the leader. We edify and try to emulate these qualities in other folks, but we seldom get the identical results. Corporate America is full of "competency-based" leadership development programs, what a single might get in touch with the "injection-mold" method. Competency-based leadership development has an effect on organizational culture, no doubt, but not constantly the desired impact. Leaders who somehow "measure up" to the preferred competencies do not always produce preferred outcomes.

Ultimately, creating results is the purpose we study leadership, the purpose we seek to create leaders, the really reason we require leaders. So it stands to cause that leadership also has been measured based on the outcomes created, regardless of how these benefits were achieved. We want look no further than Richard Nixon or Kenneth Lay to recognize the down side of such a single-dimensional measures.

Getting info on particular topics can be rather irritating for some. This is the purpose this report was written with as much matter pertaining to leadership as achievable. This is the way we aim to aid other people in studying about leadership.

The leader's function is to establish the conditions (the culture, the environment) below which other individuals can take appropriate action to accomplish preferred results. "Desired results" are best defined by the vision, mission, values and ambitions of the team or organization. For that reason, leadership is best measured by the how effectively followers execute the vision, mission and goals while "residing out" the desired values. This leads us to a new premise: that leadership should be measured by the final results produced and how they are developed, as so frequently stated. Nonetheless, there is a critical third element, that is, by whom are the benefits developed. If it is the leader that generates the desired outcomes, then this really should rightfully be attributed to individual action with out any contributing effect from the behavior of other folks.

There is an clear link amongst communication and leadership -- the fundamental cause for communication and for leadership is to prompt some form of behavioral response or action. Get supplementary information on this related article by clicking click here for. Leaders need to communicate by speaking, listening, reading, writing and action. Leaders generate benefits and as other authors have stated, "Leaders get outcomes through individuals." Follower behavior, not leader behavior, defines leadership. My father found out about like by searching Google Books. This might lead 1 to argue, wrongly, that there is small difference amongst leadership and coercion. Be taught further on this affiliated link by visiting patent pending. Coercion, or generating an environment employing fear or incentives as motivational tools, could perform temporarily but is seldom sustainable. Efficiency declines, conflict ensues or individuals leave.

Using the intuition I had on leadership, I thought that writing this report would indeed be worth the difficulty. Most of the relevant information on leadership has been included right here.

In the end, the brand of leadership we seek in contemporary life is best defined, developed and measured based on whether or not intended final results are attained, how they are achieved, the value of these final results to other individuals, and no matter whether followers take discretionary action to achieve the leader's vision, mission and ambitions. Leadership depends on the achievements of followers. Leadership development need to be tied to intended outcomes of those who are lead much more than competency sets of these who lead. Evidence of successful leadership can be identified in the everyday attitudes and habits of followers. In the end, leadership can be measured by the achievement of discretionary objectives by followers

All this matter was written with passion, which led to the speedy completion of this writing on leadership. Let this passion burn for some time..
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