Skills and Concepts in Leadership
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Leadership Skills and Concepts
According to Curtis & Manning (2015), physical and emotional needs are important aspect of human behavior helping identify how people do things and act in certain manner (Banks, 2012). It is vital for a leader to master the art of persuasion in relating with people within the organization, understanding them, using words efficiently and managing conflict appropriately. People use different techniques to persuade others and seeing them change their way of doing things. In the most ways possible, activities like nagging, coercion have been used to persuade other people. In the most efficient way, leaders will gain influence in convincing others and being able to make them change their way of thinking and doing things.
A leader chooses words carefully and uses the right context and vocabulary in addressing followers (Kachelski, 2011). Most people react to what is spoken to them and tend to form their behavior from interactions they have with the other people. A leader must learn people’s reactions and learn to tame them and resolve issues that may arise from the situation. Clash is a major part of a firm and leaders spend most of the time resolving conflict and bringing things to normal. According to Curtis & Manning (2015), differing personalities, goals and interests are a standard part of healthy functioning group and are inevitable when dealing with people.
The conflicting of personalities and interests is because of the differences and diversity of people within typical organization. It is not possible that the people within an organization would behave or do things the same way. Therefore, it is important to understand the differences as a regular part of a healthy body. Diversity comes in the aspect of differences in culture, beliefs and practices that influence the way of doing things and is common in every part of the world. Most corporations have international dealings and engage people from across the globe that come from different regions with varied backgrounds.
Managing diversity should form part of leadership competency as even the leadership itself varies across people depending on their areas. Even as people tend to adopt measures to practice leadership with uniform characteristics, their intrinsic characteristics still differ among people (Woodward, 2010). Diversity surpasses the common view of cultural or regional differences, and takes into consideration other personal differences as a physical being and views of different people. Within organizations, some level of professionalism should be maintained and people must be treated in the right manner for the best to be achieved out of them, even though leaders are often not prepared to respond to diversity at workplace.
Leaders should identify the work processes and relate them to the people’s ability and the way they do things to benefit the organization. It is important for a leader to enlist energies, assign work for effectiveness of the team, and make the best for the company (Kalargyrou, Kalargiros, & Pescosolido, 2012). Assigning work to different people based on their capabilities and competencies ensures best performance and success of the enterprise. This helps the leader undertake most important responsibilities for the organization and prepare employees for better tasks ahead thus maintaining skills within organizations. This is the key to multiplying the efficacy of the leader and group and helps the manager identify the ideal persons to do a task.
My most effective quality of the three is managing diversity because I tend to appreciate the differences among people. I enjoy the view of it if properly maintained as it helps people to learn a lot from others. I like learning the different ways of doing things by people as it aids in the ability to identify various capabilities of the people. My least effective quality is the delegation of tasks since I get often disappointed finding that things are not done the way I anticipated (Azmi & Ebrahimi, 2015). The exercise helped me understand the different qualities and manner in which to make improvements and benefit an organization.