Leadership That Get Results

In: Business and Management

Submitted By Diaure
Words 8653
Pages 35
New research suggests that the most effective executives use a collection of distinct leadership styleseach in the right measure, at just the right time.
Such flexibility is tough to put into action, but it pays off in performance. And better yet, it can be learned.


by Daniel Goleman

ANY GROUP of businesspeople the question "What do effective leaders do?" and you'll hear a sweep of answers. Leaders set strategy; they motivate; they create a mission; they build a culture. Then ask "What should leaders do?" If the group is seasoned, you'll likely hear one response: the leader's singular job is to get results.
But how? The mystery of what leaders can and ought to do in order to spark the best performance from their people is age-old. In recent years, that mystery has spawned an entire cottage industry: literally thousands of "leadership experts" have made careers of testing and coaching executives, all in pursuit of creating businesspeople who can turn bold objectives -be they strategic, financial, organizational, or all three-into reality.
Still, effective leadership eludes many people and organizations. One reason is that until recently, virtually no quantitative research has demonstrated

which precise leadership behaviors yield positive results. Leadership experts proffer advice based on inference, experience, and instinct. Sometimes that advice is right on target; sometimes it's not.
But new research by the consulting firm Hay/
McBer, which draws on a random sample of 3,871 executives selected from a database of more than
20,000 executives worldwide, takes much of the mystery out of effective leadership. The research found six distinct leadership styles, each springing from different components of emotional intelligence. The styles, taken individually, appear to have a direct and unique impact on the working atmosphere of a company,…...

Similar Documents


...what way is my leadership affecting the people who work with and for me? How do I affect the way they work, the way they think, the way they approach a task at work? I tried answering these questions in a "broad strokes" kind of way, and then I went back and ask them again, with particular situations in mind. They made me believe that I can successfully remain in a single leadership position only if I can figure out how to feed my own need for new projects. I do understand that building is not necessarily about invention, but about process of making an invention real. I am constantly energized by new ideas, yet I have the staying power to see them through to fruition. An enhanced understanding of my own natural orientation at work can help me calibrate my leadership, and the dynamics of your organization, more effectively. Self-reflection: Charismatic leadership and Democratic leadership or participative leadership are my styles of leadership. According to me a leader is not the one who heads a team rather he is the one who holds the team together. Whenever working in a team I try to hold and help my team members and see that they are comfortable working with each other, ignoring the difference between them. Leadership has to be earned rather than assigned. Once your team members recognize that the team is incomplete without you one automatically becomes a leader. I whole heartedly believe what Harry Truman said “What makes leadership is the ability to get people to......

Words: 1616 - Pages: 7


...well as for example in psychology and economics since the 1950s. A detailed review and analysis of the literature asserts that there are some unsolved issues regarding the state of knowledge on impulse purchasing behavior. Furthermore, nowadays consumers buy an increasing amount of purchases on the Internet. The current conceptualizations of impulse purchase behavior do not adequately capture impulse purchase behavior over the Internet. Today several researchers have claimed that the phenomenon of impulse purchasing should be examined also in the context of online shopping environment. This article aims to reveal that what attitudes of the customers are the points in question while purchasing on internet in terms of impulse buying. The results of our exploratory research are consistent with our conceptualization, and present a strong base for future research. Full Text: PDF [pic] International Journal of Advanced Corporate Learning. ISSN: 1867-5565 [pic][pic] Indexing: [pic][pic][pic][pic][pic][pic][pic]      consumergoods.indiabizclub.com   • Home • Members • Products • Manufacturers • Export / Import • Indiabizclub • Register Free [pic][pic]Search [pic][pic][pic] • Advantage India • Consumer Markets • Retail Management Education • Consumer Protection Act • Advertising Industry • Consumer Packaged Goods • Logistics • Warehouses • Types ...

Words: 3794 - Pages: 16

Leadership That Gets Results

...Melanie Delsart BA546 Leadership That Gets Results Daniel Goleman Daniel Goleman discusses in this article key components that deliver effective leadership. Through extensive research, the author considers six leadership styles that positively or negatively affect the “climate” of an organization. According to how harmonious the environment of the organization behaves, results and performance follow. Emotional intelligence capabilities build different leadership styles and each of these is necessary and more effective in different business situations. First, Goleman describes “climate” as a combination of how employees and employers feel in the working environment. Flexibility, responsibility, standards set, clarity of rewards, mission and vision of the company, and commitment to a common purpose are drivers of climate. Positive climate is related to positive performance and vice versa. In addition, leadership styles affect the climate of the organization and consequently financial results. Every single one of the leadership styles may be effective for a particular situation. For example, the coercive leadership style has an overall negative effect on climate. It demands results immediately and shuts down new innovative ideas. Communication is broken and motivation is lost. However, in extreme crisis situations, it may give a turnaround and the destruction of a system that had no chance of working. The authoritative style is the most effective one for most......

Words: 523 - Pages: 3


...My Leadership To lead, in the most general terms, is to guide someone. There is no one size fits all way to practice leadership. To be a successful leader it is important to have a toolbox of different leadership styles that can be used in different situations. How does one know what style of leadership to use? At the core of successful leadership are emotions. Emotions control what we do more than we like to give them credit. To be a successful leader it is important to understand how others respond emotionally to different leadership styles. When you are aware of how individuals respond you can take actions that will encourage them to achieve their goal. Society often measures leadership with the results it produces. I also believe that how the results were achieved, how the team developed, and what they learned are also measurements of leadership. In order to be a great leader, it is important to be successful in results as well as building a strong team that can sustain the successes achieved. I have never held a supervisory position. Does that mean I have never been a leader? I like to think of myself as an indirect leader. At this point in my career, I might not make a good manager. I lack the experience and the knowledge to manage a business. With that said, I still believe that I can be a leader and with time and through practicing leadership, I will be prepared to manage effectively when I reach that point in my career. The first time I realized I was a......

Words: 902 - Pages: 4

Relations and Results

...as Excel training in which you give them a few weeks of training, put them on the job, and they blunder their way through. ERP systems are extremely complex and demand rigorous training. It is difficult for trainers or consultants to pass on the knowledge to the employees in a short period of time. This "knowledge transfer" gets hard if the employees lack computer literacy or have computer phobia. In addition to being taught ERP technology, the employees now have to be taught their new responsibilities. With ERPsystems you are continuously being trained. Companies should provide opportunities to enhance the skills of the employees by providing training opportunities on a continuous basis to meet the changing needs of the business and employees. Employee Morale Employees working on an ERP implementation project put in long hours (as much as 20 hours per day) including seven-day weeks and even holidays. Even though the experience is valuable for their career growth, the stress of implementation coupled with regular job duties (many times employees still spend 25 to 50 percent of their time on regular job duties) could decrease their morale rapidly. Leadership from uppermanagement and support and caring acts of project leaders would certainly boost the morale of the team members. Other strategies, such as taking the employees on field trips, could help reduce the stress and improve the morale. But it is the integration of all the data that makes ERP such an effective tool for......

Words: 1332 - Pages: 6

Fin Results

...Interpreting Financial Results: ABC SDN. BHD ABC SDN. BHD. is a leader in “the provision of forwarding, warehousing, haulage, and air freight services” (University of Phoenix, 2011, “Director’s Report”). It is important for leadership to analyze the financial statements as stockholders and creditors will base decisions on them. Managers should understand how to calculate and interpret the short-term liquidity, efficiency, debt, and coverage ratios. Short-Term Liquidity Short-term liquidity ratios help key stakeholders assess whether ABC SDN. BHD can pay its short-term obligations from operating income (Parrino, Kidwell, & Bates, 2012). The current ratio is calculated by dividing current assets by current liabilities. For 2010, the company’s current ratio was 1.39, which was calculated by dividing $29,307,990 by $21,051,890. There was a decrease of 0.37 from 2009’s current ratio of 1.76. This indicates that ABC SDN. BHD has $1.39 for every one dollar in current liabilities. The current ratio has remained steady from 2009 to 2010 and thus indicates the company is able to pay its short-term obligations as they come due. Efficiency Ratios By measuring efficiency ratios, managers measure how resourceful the company uses its assets (Parrino, Kidwell, & Bates, 2012). The asset turnover ratio indicates the amount of sales generated for every dollar in assets. ABC SDN. BHD wants to strive for increasing the asset turnover ratio as a higher turnover shows a......

Words: 779 - Pages: 4


...Abstract This leadership self assessment paper will be the consolidation of all the entries of my LSA journals which are actually implementation of all the different ideas and concepts of leadership that is introduced in this BSAB 371 module. In this paper, we will also look into how the various theories, ideas and concepts of leadership based on my personality and leadership competencies applied to the ten aspects; leadership philosophy, leadership personal skills, leadership, human resource management, team building/team solving, diversity change management, ethics, leadership development in follower, managing quality in workplace and leadership and spirituality. LEADERSHIP PHILOSOPHY My basic philosophy on leadership is very simple and straightforward. A person is deemed to possess good leadership when he or she is able to get things done fast with minimal fuss. As such these are the kind of leaders who will be well respected by their followers. In leadership, there are some key qualities that every good leader should possess, and learn to emphasize in order to lead efficiently and be respected by all. The Leadership Self-Assessments (LSA) journals that is incorporated in part of this module has made realized what kind of leader I am and what are the areas that I can work and improve on in my leadership skill development in my bid to become a better leader in future. In this paper, I will include the various results of the LSA journals to support my......

Words: 2707 - Pages: 11

Result Summary

...strengths, differences in style and perspectives.  Trust and respect each others work ethic.  Trust each other to perform and produce, whilst always appreciating each other’s achievements and contributions to the business. 4 2.3 Equal status Based on the responses of copreneurs who participated in this study, the extent to which copreneurs have equal status in their copreneurial business has a significant negative influence on the growth performance of the business. In other words, spouses who have equal standing in their business or status in the eyes of stakeholders are less likely to have a copreneurial business that grows. This was the only significant negative relationship to emerge in this study. A possible explanation for this result is that employees and stakeholders may become confused and frustrated in dealing with two bosses, especially if the information provided and decisions made by each spouse contradict those of their partner. This could negatively effect employee, supplier and customer relations and thereby inhibit business growth. Spouses can prevent stakeholders from becoming confused if they:      Clearly divide areas of authority between them, so that stakeholders have a clear understanding of who the “boss” is. Avoid criticising and reprimanding each other in front of employees and stakeholders. Use language that is professional and respectful when communicating with each other in front of stakeholders. Show a unified front to all......

Words: 2819 - Pages: 12


... Results and Discussion After assembling the Force Table apparatus by adjusting the load and angle through trial and error to reach balance, two trials were done for the this experiment to further analyze the condition and implications of equilibrium. On this experiment, mass obtained are converted to Force and the angle for each vectors(represented by F1, F2, F3 and F4 ) as well to acquire the Resultant Vector. Table 1: Actual Values for Trial 1 and Trial 2 |Actual Values |Trial 1 |Trial 2 | |F1 |0.294 or 0.29 N |0.490 or 0.49 N | |F2 |0.539 or 0.54 N |0.588 or 0.59 N | |F3 |0.735 or 0.74 N |0.931 or 0.93 N | |F4 |0.539 or 054 N |0.686 or 0.69 N | |θ1 |0° |0° | |θ2 |67° |70° | |θ3 |178° |173° | |θ4 ...

Words: 462 - Pages: 2


...Transformational Leadership Consider what you have learned this week about various leadership approaches. What is your preferred leadership style? Does it work in your current organization? If so, why? If not, how do you need to modify to improve the effectiveness of your leadership style? In the various positions I have held in the long-term care sector I have utilized a combination of leadership styles. However, the leadership style that I have had the most success with is the transformational leadership style. As a transformational leader I have served as a role model for my employees, clearly communicated my goals and vision of the organization, and set good examples for everyone in the organization. I hold high standards of myself and in return I expect that my employees produce high quality work performances. It is my job to empower and inspire employees to assist them in exploring their own professional interests and focus on the needs and vision of the team and the organization as a whole. Transformational leaders are very creative by providing work that stimulates the individual’s interests based on their own behaviors and personal characteristics. In the past I have assigned employees projects and tasks that are closely related to their interests aligned with the organization’s overall mission. This becomes tricky and a lot of work in the beginning but finding the right people to accomplish a wide variety of job duties that matches their skill sets and experiences......

Words: 1285 - Pages: 6

Leadership That Gets Results

...L E Don’t take a one-size-fitsall approach to leadership. Choose the style that maximizes your effective- Leadership That Gets Results by Daniel Goleman ness in a given situation. New sections to guide you through the article: • The Idea in Brief • The Idea at Work • Exploring Further. . . PRODUCT NUMBER 4487 T H E I D E A I N B R I E F M a n y managers mistakenly assume that leadership style is a function of personality rather than strategic choice. Instead of choosing the one style that suits their temperament, they should ask which style best addresses the demands of a particular situation. Research has shown that the most successful leaders have strengths in the following emo- T H E I D E A AT Leadership That Gets Results tional intelligence competencies: self-awareness, self-regulation, motivation, empathy, and social skill. There are six basic styles of leadership; each makes use of the key components of emotional intelligence in different combinations. The best leaders don’t know just one style of leadership—they’re skilled at several, and have the flexibility to switch between styles as the circumstances dictate. W O R K M a nage r s often fail to appreciate how profoundly the organizational climate can influence financial results. It can account for nearly a third of financial performance. Organizational climate, in turn, is influenced by leadership style—by the way that managers......

Words: 10078 - Pages: 41


...About Results: Results, is a movement of passionate, committed everyday people. Together they use their voices to influence political decisions that will bring an end to poverty. The volunteers at Results receive training, support, and inspiration to become skilled advocates. Over time, volunteers learn to successfully advise policy makers, guiding them towards decisions that improve access to education, health, and economic opportunity. Multiply their impact through the massive power of advocacy whether it’s helping change policy to support millions of families putting food on the table or helping raise billions of dollars for the world’s most vulnerable children. Backed by the in-depth research and legislative expertise of staff, Results advocates realize the incredible power they possess to use their voices to change the world. They are a nonprofit and grassroots advocacy organization. That pushes for specific policies and legislation to address poverty and empowers people to become powerful voices for the end of poverty through grassroots advocacy. U.S Poverty Campaign: Results works to make a substantial difference in breaking the cycle of poverty in the United States while at the same time ensuring that our small but very engaged grassroots network makes a strategic impact; a couple of their main focuses are creating economic mobility: building ladders out of poverty, keeping food on the table: protecting federal nutrition programs, and empowering grassroots......

Words: 952 - Pages: 4

Lsi Results

...effective at obtaining measurable, bottom-line results: subordinates easily develop respect for these managers, and are motivated to achieve and sustain peak performance levels. Your Results on the Humanistic-Encouraging Style Your results on this style, as indicated by the , are in the low range. Thus it is likely that you'll find the following to be descriptive of you: Humanistic-Encouraging Scores in the Low Range You could be placing unnecessary limits on your relationships. Because your approach to people tends to be somewhat detached, you may have difficulty encouraging others. You are frequently uncomfortable relating to people, and often choose to work alone. Your tendency to become preoccupied with your own problems can make it hard for you to demonstrate concern for others' needs. The Affiliative Manager Affiliative managers are typically well-liked by both subordinates and co-workers. They believe that personal satisfaction contributes to effective job performance, and demonstrate concern for staff members and their needs. Affiliative managers emphasize teamwork, and value subordinates who cooperate and work well with each other. To be most effective, these managers must balance their considerable people skills with a concern for completing projects in a timely manner: otherwise, they may have difficulty encouraging and sustaining productivity. Your Results on the Affiliative Style Your results on this style, as indicated by the ,......

Words: 2525 - Pages: 11


...Winter 2010 | Summer 2011 |  Winter 2011 | HomeGujarat Technological University Ahmedabad | |  SEARCH : | | | Exam |                                                                                                                                                 | Enroll No. |  OR | Seat No. |  (e.g. _123456) | Code : | | | | |  SEARCH RESULT: | | Name | LADUMOR MAHESH BHAVANBHAI | Enrollment No. | 107950592062 | Exam Seat No. | M300105 | Declared On | 25 Feb 2012 | Exam | MBA SEM 3 - Regular (DEC 2011) | | THIS STUDENTS HAVE NOT ELECTED SUBJECT CODE 2830006 BUT WE RECEVIED THE BAR CODE STICKER FOR THE SAME | | | | SUBJECT CODE | SUBJECT NAME | GRADE | ABSENT | BACKLOG  E | - | M | - | I | - | V | | 2830001 | Strategic Management (SM) | BC | N | N | - | N | - | N | - | N | | 2830002 | Legal Aspects of Business (LAB) | BC | N | N | - | N | - | N | - | N | | 2830003 | Global / Country Study Report (GCR) | BC | N | N | - | N | - | N | - | N | | 2830004 | Comprehensive Project – Industry Defined Problem (CP-IDP) | BC | N | N | - | N | - | N | - | N | | 2830005 | Summer Internship Programme (SIP) | BB | N | N | - | N | - | N | - | N | | 2830007 | New Enterprise and Innovation Management (NE&IM) | BC | N | N | - | N | - | N | - | N | | 2830201 | Strategic Financial Management (SFM) | BC | N | N | - | N | - | N | - | N | | 2830202 | Management of Financial Services (MFS) | BC | N | N |......

Words: 1137 - Pages: 5


...Strengths of Transactional Leadership Transactional leadership is a style that traces its core to the idea that a leader, that controls and has power over followers, offers incentives for the followers that follow orders. Therefore, the notion that if a subordinate does what he or she has been told, there will be a reward; and if the subordinate does not do as has been told, there will be punishment. Transactional leadership style is one that is based on the concept that organizations perform best when there is a very clear chain of command. The transactional leadership model is built on the principle that individuals are motivated, most successfully, with reward and punishment. The model is considered as a style which is authoritarian because it assumes that the moment employees agree to a job, they have given a tacit agreement to concede all authority to a leader in management. Transactional leadership is dependent on a communication style that is one-way. The leaders tell subordinates what to do and oftentimes leave them to do it. Such leaders are generally fair but firm, and they leave followers with no doubt as to who is in charge and what is expected. Transactional Leadership – Strengths * It is low cost and simple. As the style depends on motivations in the form of external punishments and rewards, the style can be used by a majority of leaders without the any extensive training. There is also no requirement for possessing traits like inspiration,......

Words: 527 - Pages: 3