Why should anyone be lead by you ?

“At this stage in your studies of business and leadership, what type of leader do you believe you are or would like to become? How ready are you to lead others? Watch the following podcast about experience of being managed and led by others.”       

  “Leadership is the capacity to translate vision into reality.” – Warren Bennis

effective leader

Leadership can be defined as the ability to adapt the setting so everyone feels empowered to contribute creatively to solving the problems. There have been different types and forms of leaders and leadership methods seen till date from autocratic to democratic. Change is inevitable therefore it is necessary to be up to date with the process. According to me and the knowledge gained so far, leadership is the ability to influence, inspire and motivate others. It is the leader who is responsible for the success and failure of an organisation. It is also the responsibility of the leader the development of the organisation but also the development of each and every individual employee in the organisation. When led by an effective leader, each employee gets the chance to improve themselves and on the whole the organisation. On the whole, an effective leader is the one who creates an inspiring vision, motivates and inspire people to engage with the vision, manages the delivery of vision and coaches and builds a team that is effective in achieving the goal. The meaning of leadership has evolved with time and changes in the modern world. In the beginning there was the situation where “the boss says and the workers do’s”. With time, the pattern has changed and now its more of a friendly relationship than a boss-worker relation. Leaders are believed to develop a bridge between the goals of an organisation and the expectations of the employees. According to my understanding, Altruism is a necessary quality a leader must possess which entails the ability of being able to help others and putting their needs before their own and the willingness to take risks and make sacrifices for their good and benefits. To me, as an individual to lead or to be lead I believe that the following qualities are a must for the success of the group as well as individual success. VISION: Great leaders have vision. A vision to have a clear and exciting idea of where we are going and what we are going to accomplish is very important to guide the team through the process. And also, only when there is clear vision, can the team believe in the leader and follow the instructions. COURAGE: Quality of courage means that the person is willing to take risks for the achievement of goals with no assurance of success. “Courage is rightly considered the foremost of the virtues, for upon it, all others depend.”- Winston Churchill. This saying is the absolute fact about the term courage because, ideas can be given by anyone but the courage to take a step forward and accomplish is what that predicts the success. This is where the leader stands apart. Among all the attributes of a good leader, courage is the most identifiable outward trait. COOPERATION: The ability to get everyone working and pulling together is essential for the success of the group. Making a commitment with every individual is required to get along well with the people and to gain their cooperation. A team is where there are different types of people, to bring all of them together and get the work done successfully is a skill that is possessed by effective leaders. STRATEGIC PLANNING: The ability to look ahead, to anticipate with accuracy where the markets and industries are going is very essential because in the increasing competition only leaders and organisations that can accurately anticipate future markets can possibly survive. Therefore planning well ahead of what is necessary and how things will work out is very essential. Everything and everyone has an inspiration from someone to do something. For me, the inspiration of leadership has been from many great people such Steve Jobs from Apple, the US President Barack Obama, etc. Being from the country of culture and diversity, India, the leader who has been an inspiration right from a young age has been Mahatma Gandhi, ‘the Father of our Nation’. Gandhi is not a role model for leader in India alone but throughout the world his name is used as an ideal example for leadership. Gandhi’s greatest ability was to walk his talk at all the levels. India is known for its diversity, yet all the people unanimously accepted him as their leader and this acceptance was across classes and communities. He practiced what he preached be it whatever. Another major quality was the way he treated everyone. A critical reason for Gandhi’s success was the support he gained across the nation and international borders. A significant reason for this was due to his extraordinary persistence once he had articulated his vision and his methods (Moore, 2011). Working as a team helps in many different ways. Such as it helps you understand the importance of time management, it makes us understand the different perspective of one single situation, helps us learn coordination and cooperation. These are small things but they account the maximum when it comes to an organisation or any profession and all these qualities can be enhanced only in a team. Feedbacks from team mates and peers are so much valuable in reforming oneself. During the course team work I got valuable comments from my colleagues and also some criticism which has helped me realise my strengths and weakness. I have learnt the importance of time management and group coordination from the team work and also have learned to mingle with different people. During the course I have realised that I have to improvise on skills such as strategic planning, risk management and the ability to work with different kinds of people. With prior experience of working in groups, I believe I can build up these skills with experience and guidance. Leadership is an art and as a leader I would love to be a democratic leader, being a friend to my employees than a boss and I believe this will increase the success rates. Also leadership is like learning, a lifelong process. A good leader is the one who is ready to take any amount of risk and to take responsibility for the firm as well as for its employees thus ensuring its success.

References:

Brian Tracy’s Blog, (2012). Leadership Qualities and Attributes of a Great Leaders | Brian Tracy. [online] Available at: https://www.briantracy.com/blog/leadership-success/the-seven-leadership-qualities-of-great-leaders-strategic-planning/ [Accessed 26 Mar. 2015]. Stevenmsmith.com, (2015). What is Leadership?. [online] Available at: http://stevenmsmith.com/what-is-leadership/ [Accessed 26 Mar. 2015]. Moore, K. (2011). Two Lessons From India’s Greatest Leader – Gandhi. [online] Forbes. Available at: http://www.forbes.com/sites/karlmoore/2011/08/22/2-lessons-from-indiasgreatest-leader-gandhi/2/ [Accessed 26 Mar. 2015].

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Leadership and Change

“Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change. It is all down to the personality of the individual and there is little management can do about resistance to change.” (Mullins 2010: 753)

“Change is the only constant” – Heraclitus, Greek Philosopher

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Change is the only entity that never changes. It is present continuously throughout life in a dynamic way. It is considered as a necessity to come out of the comfort zone and to grow and develop. Be it an organisation or personal life, change is inevitable. It is necessary to change ourselves and our perspective along with the changing world to have a stable and successful life. In spite of the importance of change, there are a good number of people who resist the change. And the resistance can be due to various reasons. As per the statement of Mullins, the resistance to the change as well as the acceptance to change depends on the individual who is exposed to the change. It totally depends on the perception of an individual. But when it comes to an organisation level, it is the role of the management and the managers to help the employees overcome the resistance. It is the duty of the management to take initiative to resolve the problem of resistance.

Why do changes occur at the organisation level? Or why is a change necessary in a already established organisation?? The answers to these questions are very simple. Change is unchangeable which means the surrounding keeps changing. We have to be up to date with the fast paced world in order to maintain our standards. The changes can be due to various reasons such as challenges in growth especially in the global market, challenges in strategy, technological challenges, etc (Cipd.co.uk, 2015). These are changes that are compelling and a must accept changes. These changes help in the evolution of the company in all aspects. When change has such good benefits, why is there resistance created?

A change is beneficial on the broader perspective when the organisation is considered as a whole. But the resistance rises from the reaction to the change from the employees (Cipd.co.uk, 2015). The resistance to change can be categorised into two:

  • Resistance to the process of change
  • Resistance to the content of change

It is the responsibility of the management to differentiate between the resistances and then clear it off. The major reasons to resistance can be any of the following: poor communication, fear of the new, self interest, feeling excluded, lack of faith, technological reasons, etc. Employees can resist the change due to two major reasons, one being the unawareness of the change and the second being personal fear. The first type of resistance can be cleared by providing necessary explanations about the outcomes of the change and can be given training on the particular technique. Whereas the second type of resistance is more psychological where the employee has to understand himself about the change and cooperate. “Habits die hard”, says an old proverb. Therefore adapting to new changes also can take time.

There is another perspective for the resistance from the employees. The management or the manager should not overlook the resistance from the employees because it is the employee who knows in depth the working of the organisation. Therefore the employees have a better understanding whether the change is going to be a success or it is risky at the time. In such a situation it is highly necessary for the management to listen and consider the employees reaction to the change.

On the whole, change management is very essential in the entire organisation. Good or bad, it depends on how well the situation is handled. A change can be beneficial or a total flop depending on each and every individual’s effort in implying the change. Therefore, the managers need to know to manage the change.

The change management can be better understood through models designed by management gurus such as the Kotter’s 8 step change model and the Lewin’s change management model.

Kotter’s 8 step model:

Kotter introduced and described a 8 step model for explaining change management in his 1995 book “Leading Change”. The 8 steps include the following:

  1. Create urgency
  2. Form a powerful coalition
  3. Create a vision for change
  4. Communicate the change
  5. Remove obstacles
  6. Create short term wins
  7. Build on the change and
  8. Anchor the changes in corporate culture.

This model is easy and step by step which helps in easy transition. But the drawback of this model is that is takes a great deal of time and the steps cannot be skipped (Mindtools.com, 2015).

Lewin’s change management model:

Kurt Lewin in the 1950’s devised the Lewin’s change management model which has the following three steps for the change management.

  • Unfreeze: this step involves preparing the organisation to accept change is required by breaking down the present status quo. The key for this is developing a compelling message to show why the existing method does not work anymore.
  • Change: people to begin to resolve their uncertainty and look for new methods. People take time to embrace new change.
  • Refreeze: when the employees accept the change, the organisation backs to normal. Outward signs of refreeze include the designing of organisation charts and describing the work description to all the employees. The refreezing also involves celebrating the success to motivate the employees.

This model is the easiest way to understand and is followed by most of the organisation till date. According to this model, this is not an overnight process and also time and communication is considered the 2 key factors for success. There is no major drawback in this model and can be followed for all organisations for managing change (Change-management.com, 2015).

With regard to education industry, change is a very crucial factor. Change is necessary in all the fields including technology, education system and the method of training students, etc. New methods are to be introduced for the welfare of the students. New methods need to be devised to teach students and also new technology improvements needs to be considered for the betterment of the students. As an educational director, it is the responsibility of them to train the teachers in an efficient way and therefore benefit the students. The resistance from teachers may be due to lack of skills on the new technology, which can be improved by training them in the necessary techniques and improving their skills.

In the modern information age, change is inevitable. As knowledge is continuously increasing it is necessary to keep up to date with the fast paced world. Thus it is the need for the managers and the management to make sure that the employees understands the importance of change and also it is important to understand and solve the crisis created by resistances created in the work area.

References:

Cipd.co.uk, (2015). Change management – Factsheets – CIPD. [online] Available at: http://www.cipd.co.uk/hr-resources/factsheets/change-management.aspx [Accessed 18 Mar. 2015].

Tanner, R. (2010). Organizational Change: 8 Reasons Why People Resist Change. [online] Management is a Journey. Available at: http://managementisajourney.com/organizational-change-8-reasons-why-people-resist-change/ [Accessed 18 Mar. 2015].

Change-management.com, (2015). Five tips for: Managing resistance. [online] Available at: http://www.change-management.com/tutorial-5-tips-resistance.htm [Accessed 18 Mar. 2015].

Mindtools.com, (2015). Kotter’s 8-Step Change Model: Implementing Change Powerfully and Successfully. [online] Available at: http://www.mindtools.com/pages/article/newPPM_82.htm [Accessed 18 Mar. 2015].

Normandin, B. (2012). Three Types of Change Management Models. [online] The Fast Track. Available at: http://quickbase.intuit.com/blog/2012/08/28/three-types-of-change-management-models/ [Accessed 18 Mar. 2015].

Anon, (2015). [online] Available at: http://www.tcs.com/SiteCollectionDocuments/White%20Papers/EntSol-Whitepaper-Change-Management-Theories-Methodologies-0213-1.pdf [Accessed 18 Mar. 2015].

Change Management Coach, (2015). The Kurt Lewin Model Of Change. [online] Available at: http://www.change-management-coach.com/kurt_lewin.html [Accessed 18 Mar. 2015].

Most effective leadership style to managing the work of subordinates

Which personal style should managers adopt to ensure success? What is the most effective approach to managing the work of subordinates? These questions have been extensively researched and debated over the last century, and while the general consensus has been moved away from ‘command and control’ management and leadership towards more consultative and participative approaches, there is no single ideal, as the best approach may vary according to circumstances and individual characteristics (CMI, 2013).

 

LEADERSHIP and MANAGEMENT:  are two commonly used terms which has traits in common but are unique individually with features that are not overlapping.

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Leadership is described as an art which is defined as an ability to influence others whereas Management is described as a science which engages more mundane actions such as supervision of workers and overseeing of budget. A leader can be more flexible when compared to a manager when it comes to decision making. And the leader tends to take more risk in the work by trying out new things and can decide upon the existing situation whereas a manager is deprived of these as has to follow the norms and rules of the organisation throughout. In simple terms a leader appeals to the heart and expects achievements whereas a manager appeals to the head and expects only the final results (Diffen.com, 2015).

In spite of the differences and the similarities, a leader can be a good manager and a manager can be an efficient leader. Every manager should understand the organisation in depth with all details and should critically analyse all the aspects of the organisation in order to be successful. Also, a leader must know the strengths and weakness of each and every team member in order to produce better results.

In literature, we have come across different leadership theories and models and there have been leaders who are still quoted as example for leadership. In context to the different leadership theories, there has been the autocratic theory in the past till the democratic theory and situational theory that is practiced at present (Yourarticlelibrary.com, 2015). The debate of which is the best theory to be followed is not very easy to answer since every theory has its own pros and cons and the theory has proved good in its time. Each theory teaches us different values and nothing can be ruled out. But, in the present day scenario, all the employees are well informed and the organisation environment has changed to a great extent. In the present business world, there is no place for autocratic leadership as all the organisation understands and values the employee’s skills and feelings.

Comparing the past and present according to the CMI, the business world has moved to a more consultative and participative leadership which is actually true. Most of the organisation follows the participative leadership in which the leader discusses the situation with the team members and discusses their opinions and the final decision is made by the group together. This can be said that the leader sells his idea to the team members or give them idea about the situation and then discusses. This way, the efficiency is enhanced because when discussed there are chances of getting new and radical ideas and also, the team members feel more attached and work with high spirits. This leadership model helps in getting better results for the company as well as helps in the improvisation of the individual’s skills (Changingminds.org, 2015). On the other hand the consultative leadership model is where the leader describes the situation to the members and discusses the possibilities but the final decision on the task is taken by the leader which turns out to be slightly autocratic (Leadership with You, 2015). This particular model is less practised at present but is still prevalent. Of the two models discussed, the democratic/ participative model is more efficient but the major drawback of this model is when there is a time crisis and also when the team is set new for the project. In this situation the democratic model fails to be fully efficient and that’s when the situational model of leadership can be useful.

In the situational model, the leader discusses the issued, consider the opinions, give equal chances to the team mates but when there is a time crisis, the leader is flexible to handle the situation in a way in which the members are also happy (Leadership-Central.com, 2015). Thus this model can be cited as a good model for the development.

But according to my personal views, I consider situational leadership model as an attribute rather than a character itself. Also, an efficient leader is one who doesn’t stick to just one model or theory but is able to switch different models according to the time and situation. According to the CMI, there is no single ideal leadership method, because every theory has made its stand very clearly and with time everything changes. Leadership being considered a form of art is well exhibited only when different forms are adapted according to the situations. This is when the leadership skills of a person are commendable. According to me democratic leadership along with the situational leadership model is best suited for today’s world where everyone is equally trained and efficient. These two models comprise almost all the essentials and can lead to the success of the organisation as well as the satisfaction of employees.

As a supporter of democratic leadership and a proud Indian, I admire the leadership quality and the efficiency of the Mahatma Gandhi. He is known for his democratic movement in India. Another person I look up to is John F Kennedy for his democratic principles and his charisma. As an individual, I would like to be led by a leader who understands and values the feeling and skills of every individual. Also gives respect to one’s knowledge. According to my personal views, in present day it is necessary for a leader to understand and treat the employees with due respect and equality.

In conclusion, as mentioned before, leadership is to influence other people. Therefore, there is no standard model present to follow. The art of leadership changes with time and situation and also it widely depends on the people the leader is working with. Thus, it is necessary for the leader to understand the needs and necessities of the organisation as well as the employees and customers and act accordingly.

Reference:

→, V. (2014). Leadership vs. Management: Differences and Similarities. [online] Creditunionbusiness.com. Available at: http://www.creditunionbusiness.com/2013/09/19/leadership-vs-management-differences-and-similarities/ [Accessed 13 Mar. 2015].

Popovici, V. (2012). Similarities And Differences Between Management And Leadership. Annals – Economy Series, [online] 2, pp.126-135. Available at: https://ideas.repec.org/a/cbu/jrnlec/y2012v2p126-135.html [Accessed 13 Mar. 2015].

Diffen.com, (2015). Leadership vs Management – Difference and Comparison | Diffen. [online] Available at: http://www.diffen.com/difference/Leadership_vs_Management [Accessed 13 Mar. 2015].

Changingminds.org, (2015). Hersey and Blanchard’s approach. [online] Available at: http://changingminds.org/disciplines/leadership/styles/situational_leadership_hersey_blanchard.htm [Accessed 13 Mar. 2015].

Leadership-Central.com, (2015). Hersey-Blanchard Situational Leadership Theory. [online] Available at: http://www.leadership-central.com/situational-leadership-theory.html#axzz3UEm8Q9Mh [Accessed 13 Mar. 2015].

Changingminds.org, (2015). Participative Leadership. [online] Available at: http://changingminds.org/disciplines/leadership/styles/participative_leadership.htm [Accessed 13 Mar. 2015].

Leadership With You, (2015). Leadership Traits: Consultative Leadership. [online] Available at: http://www.leadership-with-you.com/leadership-traits.html [Accessed 13 Mar. 2015].

The challenge of managing diverse teams

“Research has consistently showed that diverse teams produce better results, provided they are well led. The ability to bring together people from different backgrounds, disciplines, cultures, and generations and leverage all they have to offer, therefore, is a must have for leaders” (Ibarra and Hansen 2011:71).

DIVERSITY- the term used to describe the group of people arising from the combination of various religion, background, groups, race, culture, ethnicity, etc.

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But the word DIVERSE does not stop with just that. In today’s world of globalization and liberalization, diversity has a bigger meaning. It also denotes people with different mind sets, different skills and diverse knowledge. Rather than connecting the word geographically, it is connected more psychologically in this day. We find diversity everywhere: universities, organisations, research areas and even in families we find diversity. Diversity therefore is a good and encouraged practice followed.

Recent research states that, diverse teams produce much better results than the teams that are not very diverse. This conclusion is because diverse teams are made of people with different mindset and attitude. This differences when put together in a right path helps in achieving the goal in a unique way. The benefits of diverse minds working together are seen on a large scale in industries and organisations. Even though diversity helps and benefits the organisation, there is the need for a proper leadership to bring together all the capabilities and creative minds together. Thus, this makes it clear that a leader is necessary to bring out success. A leader is similar to a catalyst which is needed to kindle and enhance the reaction with all the other ingredients ready.

A diverse organisation is one that values the difference and the qualities over all the other factors. The organisation encourages and harnesses these differences to make their service more relevant and approachable. Diversity on a large scale has its own advantages and disadvantages. The biggest disadvantage in a diverse organisation is the lack of cohesion between people because of their difference in culture, race or even language. These problems may look trivial but if not taken care properly might lead to a lot of confusion and even to the downfall of the organisation. This disadvantage of diverse environment emphasises on the importance of leadership because with a proper leadership and guidance these problems can be handled and the differences can be changed into success (Diversity and T., 2015).

Leadership is an important aspect. With proper leadership and guidance the odds can be changed into uniqueness of the organisation. Thus, the success or failure of diversity lies in the efficiency of the manager. The manager is the one who is responsible in choosing the team and maintaining the work in such a way that the diversity among the members is made use of. Managers need the leadership qualities and team management skills which are described through different models and theories in the literature.

DIVERSITY in EDUCATION:

Education industry is one of the major and evergreen industry which faces diversity. For example, an educational institution like a university has students comprising of all types- from different nationality to different language speaking students. Diversity creates curiosity in the minds of children. The children exposed to diverse cultures in the classroom learn to understand different points of view, which is an important aspect of learning (GreatSchools, 2015). When children grow up in a diverse surrounding they learn the ways to handle the world which is very diverse by itself. In the case of an educational institution the managers can be termed as the teachers and the education directors as they are the direct leaders of the students.

With different models and theories explaining leadership, I feel that the transformational leadership model developed by MacGreger Burns, is the most suitable for explaining and substantiating the importance of leadership in a diverse organisation such as a education institution.

TRANSFORMATIONAL LEADERSHIP: explains us the concept,

“Leaders and followers make each other to advance to a higher level of moral and motivation.”

The leader/manager in case of an education institution refers to the teacher and professors. Thus with this in mind when we look at the components of this model we understand the importance of leadership (Changingminds.org, 2015).

  • Intellectual Simulation: The leader not only challenges their followers but also encourages them to find new ways of doing things and thus enhance the creativity.
  • Individual Consideration: the leader offers support and encouragement to the followers and also maintains constant lines of communication to help the follower feel the same passion throughout.
  • Inspirational Motivation: leaders have a clear understanding of the goals and also help the followers to have a clear goal and help in achieving them.
  • Idealised Influence: the leader serve as a role model. The followers trust and respect the leader and they emulate this individual and internalise his/her ideals.

According to this model of leadership, the leader is the one who drives the inspiration in the followers and helps in the identification of goals and in achieving those (Cherry, 2015). Thus in a group of diverse students it is the responsibility of the teacher to have a clear understanding of everyone’s potential and encourage the individual accordingly.

A recent research conducted with a group of school students revealed the truth behind the statement. The study covered students of the same majors and the efficiency was checked and when the team of students were mixed, the group containing different majors did not produce efficient results but on proper training and guidance, the group was seemed to produce good results. This further proves us that, proper leadership is what is necessary to get the best result from diverse groups (Winter K, 2008).

Diversity is the mother of creation. When there is diversity in thoughts and action, which is when innovation and creativity is born. Thus the proper streaming of the differences is necessary to earn the benefits of diversity. A leader is the one who can stream and guide different personalities together to achieve the goal. In case of the education industry, it is the duty of the teachers and directors to make sure that the diversity in the institution bores fruits to every individual. Proper leadership of a diverse society/surrounding leads to productivity which in turn leads to the success of individuals as well as the organisation.

References:

Cherry, K. (2015). How Do Transformational Leaders Inspire?. [online] About.com Education. Available at: http://psychology.about.com/od/leadership/a/transformational.htm [Accessed 13 Mar. 2015].

Changingminds.org, (2015). Transformational Leadership. [online] Available at: http://changingminds.org/disciplines/leadership/styles/transformational_leadership.htm [Accessed 13 Mar. 2015].

Baumgartner, J. (2015). Why Diversity is the Mother of Creativity | Innovation Management. [online] Innovationmanagement.se. Available at: http://www.innovationmanagement.se/imtool-articles/why-diversity-is-the-mother-of-creativity/ [Accessed 13 Mar. 2015].

Diversity, T. and T., S. (2015). The Importance and Benefits of Diversity | Teen Essay on the Environment. [online] Teenink.com. Available at: http://www.teenink.com/opinion/environment/article/465407/The-Importance-and-Benefits-of-Diversity/ [Accessed 13 Mar. 2015].

GreatSchools, (2015). How important is cultural diversity at your school?. [online] Available at: http://www.greatschools.org/find-a-school/defining-your-ideal/284-cultural-diversity-at-school.gs [Accessed 13 Mar. 2015].

Ethical Leadership

Ethical Leadership – Effect on the individual and the organisation:

ETHICS: moral principles that govern a person’s behavior or the conducting of an activity.

LEADERSHIP: the action of leading a group of people or an organisation or the ability to do this.

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With these basic definitions of ethics and leadership what is ethical leadership? The action of leading a group or an organisation by following all the moral principles and working towards the success of an organisation as a whole.

Ethics dates back to two major principles: Deontological and the Teleological ethics. According to Plato and Socrates living a good life is determined by the sort of person you are rather than the acts you perform and this forms the basis of the deontological theory of ethics whereas the teleological ethics conveys that a morally right act is one that produces a good outcome. Considering both these theories in a business point of view it is highly essential that a person needs to work in a way following all the moral values which benefits the individual as well as the organisation.

In order to have a better understanding of ethical leadership, the 4V model devised by Dr. Bill Grace can be taken into view where the framework aligns the internal factors such as beliefs and values with the external factors such as behaviours and actions in a service of approaching the common good (CULChey13, 2014). To begin with ethical leadership one has to:

 Begin with the understanding of the individual core values

 To vision is the ability that the leader possess to incorporate his/her actions

 To voice is to be claimed to articulate the vision of others to be motivated to action

 Finally virtue is where constant good is fostered by the leader.

It is important for a leader to understand that positive relationships are the golden standards for all organizations effort. Ethical leaders understand that the relationships germinate and grow in the deep rich soil which comprises of the “Laws of the universe” which includes the moral values such as trust, respect, integrity, honesty, fairness, equity, justice and compassion (BusinessNewsDaily.com, 2015). It is necessary to build up an organisation on these moral values to be successful in all aspects.

What is the importance of ethical leadership? – The fostering of positive relationship at all levels provides benefits and success at three stages:

 Individual well being

 Energizing the team

 The organisation as a whole.

All the three stages can be summed up with the example of the human body which comprises of trillions of cells which works in complete harmony and cooperation among each other which results in the healthy lifestyle. An outbreak of this law or the chain that goes unchecked results in the complete breakdown like the cancer. This analogy best fits for an organisation, where it is necessary for every individual to work with full passion in order to feel the real taste of success. In the language of the German philosopher and theologian, Martin Buber, real success is described as “I-Thou relationships” in which people recognise the intrinsic worth and value of others and treat each other with sincerity and respect (BusinessNewsDaily.com, 2015). In this way, everyone feels fulfilled, contribute to the common good and share in the personal, emotional and financial rewards of the job.

Effective leader is the one who considers himself a servant not in terms of inferiority but and the one who empowers others to achieve success by focussing on the right action. Ethical leadership or a ethical leader does not mean maintain ethical and positive relationship with workers alone, it is to be maintained with the suppliers and the contractors thereby reaping the benefits of the good will together. Operating this way, organisation can enjoy prospects of continuing economic success.

A very positive example of the success story because of the proper effort and handling of an ethical leader is the famous question: “How southwest handle 9/11?”

During the tragedy of 9/11 every airline shut down but the only airline that worked was southwest because of the effective situation handling of the CEO James Parker, who believed that the company was build on sound business principle for 30 years. He took the risk to fulfil his duties and was followed by the workers with full sincerity. And that is how the company handled the crisis better than the others and stood successful (OPEN Forum, 2010).

At the other hand the story of Enron, the energy company is to understand the effects of lack of ethical leadership which made the company collapse in 2011 due to various scandals and bad leadership (Edmonds, 2015).

The success of an organisation rely on the leader of the organisation because of the fact that he/she is the one who handles every situation and thus, it is highly essential that the leader follows all the moral values and build the company with an ethical foundation where every individual is given importance and treated with due respect. This is when every individual’s view of the duty changes into passion and in turn becomes the success.

A dominant theme about leadership is that it can be taught. But when it comes to ethical leadership, learning must take deep personal reflection that inculcates the essence of moral principles and leadership insights. It lies in the perception of things by an individual. On the whole, ethical leadership is not a substitute for good business skills or political knowledge, but if the business skill needs to be good and wise it is necessary to be anchored to the ethical leadership without which it is a difficult journey for both the employers and the employees.

References:

OPEN Forum, (2010). 10 Examples of Tremendous Business Leadership. [online] Available at: https://www.americanexpress.com/us/small-business/openforum/articles/10-examples-of-tremendous-business-leadership-1/ [Accessed 4 Mar. 2015].

Ethicalleadership.com, (2015). Institute For Ethical Leadership -. [online] Available at: http://www.ethicalleadership.com/BusinessArticle.htm [Accessed 4 Mar. 2015].

Anon, (2015). [online] Available at: http://www.uvm.edu/extension/community/buildingcapacity/pdfs/ethical_leadership_factsheet.pdf [Accessed 4 Mar. 2015].

Mindtools.com, (2015). Ethical Leadership: Doing the Right Thing. [online] Available at: http://www.mindtools.com/pages/article/newLDR_58.htm [Accessed 4 Mar. 2015].

BusinessNewsDaily.com, (2015). 7 Steps to Ethical Leadership. [online] Available at: http://www.businessnewsdaily.com/5537-how-to-be-ethical-leader.html [Accessed 4 Mar. 2015].

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Academic and Professional Skils

Skills Audit:
Skills audit is a very good exercise in terms of personal analysis. It helps a lot in understanding what are the positives and negatives of oneself. For me, I would say that, by doing the Skills Audit, I understood my own strengths and weakness. The qualities or skills that were present in the skills audit was on the whole which makes a good entrepreneur. It was when I started doing the audit, I realized for myself who I am, What am I good at and what are the skills I need to develop in order to become a successful individual in this competitive world. Also, thinking of the way to develop the skill that is lacking or is deficit is something that really helps because, by analyzing and also finding a way to enhance ourselves will surely be a right way because its always us who knows what we want and what will be good for us better than other person telling it. Thus, on the whole, Skills Audit was a very good platform to realize and recognize what am I as an individual and what do I have to do to make myself a better individual.

Literature review:
The experience of writing a literature review was new and energizing as it is always when working in a group. This helped in understanding and knowing the different views and opinions of different individuals. Also it gave a new insight of how a situation or a detail can be analysed from different points of views and angles. Working as a group, responsibility, time management, communication skills and the quality of interpretation and innovation enhanced in everyone of us. Also by answering to a specific research question, the ability to focus and to distinguish between what information is needed and what is not was improved. Also this enabled us in understanding the importance given to analyse intricate details from the data available in order to come to a valid conclusion. On the whole, Literature review was not just helpful in understanding what is in the literature but also helped in improving our own skills and knowledge.

Data Analysis:
Analyzing a data is a very crucial and an important task in any work. Collecting the data is not just the whole process, but analyzing and evaluating the data in a effective way is essential to summarize and to provide a perfect result. The data analysis assignment helped in understanding the different factors involved in managing a business, be it a coffee shop or a big industry. There are numerous factors which needs to be understood and examined in order to know whether a new firm or a shop will be successful or not. The data analysis done to understand whether the new coffee shop will be a success or not helped in understanding the different aspects in which a situation should be analysed and also helped in understanding the importance of large scale and small scale issues related to the situation.