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    Preparing for Leadership: What It Takes to Take the Lead
    Preparing for Leadership: What It Takes to Take the Lead
    Preparing for Leadership: What It Takes to Take the Lead
    Ebook219 pages2 hours

    Preparing for Leadership: What It Takes to Take the Lead

    By Donna J. DENNIS and Debbie MEOLA

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    About this ebook

    Based on the bestselling seminar by the American Management Association, this book gives readers practical advice on how to assess, train, and develop the characteristics associated with top leaders. Expert Donna Dennis provides a detailed overview of what leadership is and breaks down the most effective leadership styles, brands, and tools for success. In Preparing for Leadership, readers will learn how to: get noticed by looking and talking like leaders; become expert teambuilders, coaches, and communicators; gain and use power and influence positively; guard against the pitfalls of interorganizational politics; identify and build strategic alliances; elicit support; motivate others; and much more. Great leaders are not simply born with confidence, vision, and the ability to motivate others and elicit trust--and being a quality leader is certainly no easy task. With practical tools including assessments, tips, and checklists, this book shows readers how to inspire those around them--and take their organizations into the future.
    LanguageEnglish
    PublisherThomas Nelson
    Release dateJul 15, 2009
    ISBN9780814414538
    Preparing for Leadership: What It Takes to Take the Lead

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      Book preview

      Preparing for Leadership - Donna J. DENNIS

      Introduction

      Congratulations! You have been entrusted with the development of others—you are a leader. The satisfaction that comes from inspiring others to succeed is the reward awaiting a successful leader. Leaders do not spring into the world fully formed. In fact, it often takes successful leaders years to reach their stride. Leadership requires lifelong learning, flexibility to shift styles, and high levels of self-awareness and reflection. A sense of humor doesn't hurt either. The impact of strong leaders on an organization goes right to the bottom line; they can transform an organization to be resilient, growth oriented, and innovative. Poor leadership can be downright destructive, causing conflicts, turnover, and confusion in the workplace—even health issues in employees. In fact, bad leadership can cause more harm than no leadership at all, often destroying a piece of the company in the process. Leadership requires action to achieve results while balancing competing needs—a tough challenge, to be certain.

      This book is a guide on leadership. It includes practical assessments, tips, and evaluations you can use. It will help you think about current challenges you face and possible solutions for dealing with those obstacles.

      The Institute for Corporate Productivity (i4cp) conducts an annual survey of North American companies in which executives are asked to rank 120 different issues facing businesses. Leadership is consistently ranked the highest. In fact, leadership has landed in the number one spot every year since 1997.¹ Why is it the top business issue year after year? Why is it so difficult to lead other people? Why do companies spend millions annually to develop leaders? What about leadership is so elusive? What can you do as a leader to keep your impact high, and what new skills will you need to stay on top as a leader?

      There are different ways to analyze leaders’ performance to learn from their actions; it's possible to break out their behaviors and actually figure out what the actions of a good leader look like. Another option is to look at what is gained from good leadership: group satisfaction, productivity, goal attainment, and financial performance are a few of the things that come from strong leadership. Whichever measurement you prefer, the results are the same. Good leaders make a difference to the overall bottom line. Stated another way, it is worth your time to develop as a leader.

      Whether you are a new leader or a seasoned professional, this book will help you face the issues of the current business climate. Here's a practical guide to align your leadership skills for today and tomorrow. The first step toward improving your own leadership skills is to assess your current situation. Ask yourself: What are the biggest obstacles to your role as a leader? Is it the fast pace of change in your workplace or increased globalization? Leaders often list challenges as obstacles to good leadership, such as balancing managerial control with a need to spark innovation, managing remote or virtual employees, and talent retention. These would be characterized as forces within the organization. When you look at the fast pace of change, mergers and acquisitions, and increased globalization, typically these are outside business forces that challenge leaders. Make a list of the current obstacles you face in your organization from inside or outside the company.

      With these in mind, it is now possible to look at ways to increase your leadership effectiveness that will help you with these and any future trials you face.

      1

      What Is Leadership?

      To lead people, walk beside them.

      —Lao-tsu

      You may not realize it, but you already have an image of what leadership looks like. If you brainstorm a list of exceptional political leaders over the course of history, you would probably name such figures as Alexander the Great, Julius Caesar, Napoleon Bonaparte, Abraham Lincoln, Winston Churchill, Franklin D. Roosevelt, Mahatma Gandhi, John F. Kennedy, Martin Luther King, Jr., Margaret Thatcher, Ronald Reagan—you probably can think of more.

      What makes a good leader? What characteristics do good leaders all have in common? Where do they differ? Does the task make the leader or does the leader make the task? In short, what is leadership? The great leaders of history come from every walk of life; what unites them is their ability to inspire others to achieve beyond what is expected. When you look at leaders in the business world, the same characteristics hold true. There is not one career path to make a leader, but all good leaders share the desire to develop their business and their people—they know that both are essential to their effectiveness and their business results.

      A Brief Review of History

      The earliest views of leadership centered on a belief that leaders were born not made. This thinking fostered research designed to isolate the personality, as well as the physical and mental characteristics of leaders. It is interesting to think that one of Napoleon's greatest challenges to overcome was his height; an interesting early finding was that height was an important criterion for leadership! Early research concluded that key leadership traits are self-confidence, intelligence, determination, integrity, and sociability.¹ By 1983 Howard Gardner's concept of multiple intelligences² had surfaced, followed by Daniel Goleman's work on emotional intelligence, which stressed the importance of awareness of self and others and relationship skills as key components of leadership.³ During this time period, personality research also described leadership traits, such as arrogance, that are detrimental to leadership effectiveness. ⁴

      Ultimately, leadership research expanded beyond an examination of the individual leader to include the group or culture the leader influences. One aspect of this research focused on relationships between the leader and followers. James MacGregor Burns⁵ and those who succeeded him believed that leadership was a process that focused on the performance of followers and also the development of followers to their fullest potential.⁶ Studies of group dynamics as well as concepts about shared leadership helped organizations get the best results. Craig Pearce and Jay Conger showed that shared leadership has a greater influence on team effectiveness than the more traditional leadership approaches.⁷ All of this work focuses on the group's productivity and development rather than a single focus on the leader.

      The good news is that whatever your personality profile or individual characteristics, you can be an effective leader—and, thank goodness, there's no longer a height requirement. The differentiating factors can be assessed, trained, and developed that contribute to making great leaders even better. What can be taken from this quick review of leadership history is that leadership has become very complex. There are many variables that will impact your success. Just to list a few:

      Your personality

      The organization's culture

      Your followers or the group you work with (skills, personalities, understanding of roles)

      The distance between members of the group geographically and culturally

      The goals you must achieve

      The resources you have to accomplish the goals

      Your leadership skills

      Technical skills

      Technological support for accomplishment of goals

      Special considerations in your organization, e.g., multicultural workforce

      How you pull all these qualities together will determine your success.

      Transformational Leadership

      Bruce Avolio and Francis Yammarino are among those who have shown that certain types of leadership behaviors produce better results in every setting and business sector. That is, whether you work in a factory or an educational setting, there are leaders who respond to their followers’ needs, which in turn produces better results. These leaders are known as transformational.⁸ Transformational leaders look at each member of their staff and help them grow and develop into leaders in their own right. Transformational leaders respond to individual followers’ differences and needs, and then empower each individual to align his or her objectives and goals to the larger organization.

      A model of leadership influenced by the theory of Transformational Leadership includes five main components necessary for a strong leader: Communicating Direction, Inspirational Motivation, Problem Resolution, Building the Team, and Trust (see Figure 1.1). The core of this model is trust because this is the foundation of any effective leader.

      Trust

      The success of Ricky Gervais's BBC show The Office, as well as the U.S. spinoff, attests to the popularity of depicting the boss as an insufferable moron. The lead character, played by Steve Carrell in the United States, does not hesitate to lie to his employees to try to further his own cause. It makes for funny television because it is based on the reality that only about one-third of office workers consider their own leaders to be honest. Life often is more extreme than art; just think of headlines involving such well-known business people as Kenneth Lay of Enron or Dennis Kozlowski of Tyco. These two businessmen turned criminal in their deceit and show just how far the trust deficit can go in the business world today. This is unfortunate, because trustworthiness is the top attribute that people want in their leaders.

      Figure 1.1 Model of leadership influenced by transformational leadership theory.

      James Kouzes and Barry Posner have surveyed over 75,000 people around the world on the topic of credibility and found that people consistently say they want leaders who are honest, forward-looking, competent and inspiring.⁹ When you think about your own idea of what makes a good leader, you'll probably find that qualities such as integrity, honesty, and trust are most important to you as well. This is because a team that operates with trust as its foundation is able to provide a sense of reliability and confidence that other teams lack. Therefore, it is important to recognize what helps to encourage trust and what destroys it.

      SCENE

      Suppose your company is about to lay off 10 percent of the workforce. As a manager, you want to try to maintain trust throughout this process. Isabel approaches you in the break room and says, I heard that there might be a layoff. Do you know anything about this?

      You do know something about the layoff, but do you fill her in? What are some possible answers to this question? Which response will help maintain your trust? Here are some ideas:

      Yes, there are discussions of layoffs, but nothing is firm right now.

      "You know management has been looking for ways to run

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