leadership mastery series – leadership vs. management

Leadership Mastery Series –Leadership Vs. Management

Course Objectives

Identify the concept of leadership style

Identify individual leadership styles

Learn to adapt leadership style to different situations

Leadership DefinitionsRefer to Page 3 of Your Workbook

Leadership Vs. Management

• Motivate people who work or follow them

• Set tone for most other aspects of what they do

• Have management jobs but realize they cannot buy hearts to follow them down a difficult path

Managers Have Subordinates

• Unless their title is honorary and given as a mark of seniority

• The title is a misnomer and their power over others is other than formal authority

Authoritarian, TransactionalS t y l e

Tell subordinates what to do

& they do it as they have been

promised a reward

A position of authority vested

in them by the company

Work Focus

Managers are paid to get things done, often within tight time &

money constraints

This work focus is passed onto subordinates

Seek Comfort

Stable home backgrounds

Lead relatively normal, comfortable lives

Relatively risk-averse & avoid conflict

Run a “happy ship”

Leaders Have Followers

do not have subordinates

give up formal authoritarian control, as following is always a voluntary activity

Charismatic, TransformationalS t y l e

• stronger charisma• find it easier to attract people to their promise• transformational benefits—their followers wil l somehow become better people

People Focus

Good with people Quiet style Give credit to others

Effective atcreating loyalty

Veryachievement focused

Seek Risk

encounter problems and hurdles that must be overcome

see routes as potential opportunities for advantage

happily break rules in order to get things done

Seek Risk

A surprising number had some form of handicap

This taught them the independence of mind needed to go out on a limb, not worry about

what others think

H A N D O U T:BEHAVIOURAL VALUES

The Essence of Leadership

STRONG VISIONARYBUT WEAK MANAGER

Visions detached from realityAlignment without organisationStrategies lack foundational support of formal planning

THE LEADERSHIP QUADRANT

Strong Visionary &Strong Manager

Inspirational visions and aspirationsIntegrated planningFull employee empowerment and commitment

The Essence of Leadership

WEAK VISIONARY& WEAK MANAGER

No vision or strategiesOut-of-control processesEmployee dissatisfaction and frustration

Processes grow more bureaucraticOver specialisationMore policies & procedures evolveControls stifle innovation

STRONG MANAGERBUT WEAK VISIONARY

5 Levels of LeadershipEveryone Influences Someone

RESULTS: Production – People will follow because of what you have done

for the organisation

RELATIONSHIP: Permission will followbecause they want to

REPRODUCTION: Position – People followbecause they have to

Respect

Reproduction

ResultsRelationship

Rights

Barriers to Leadership

Self-Imposed Barriers

1. Lack of formal, articulated personal goal & a road map of how to meet them

2. No clear understanding of one’s own strengths & weaknesses

3. Believing in “business ethics”

4. Lack of generosity

Barriers to Leadership

Self-Imposed Barriers

5. Leading from the rear

6. Always stressing what otherscannot do well

7. Lack of positive approachto serious issues

8. Not taking charge of one’sown learning & development

5 Personal BarriersAround Leadership

IGNORANCE

LIMITINGBELIEFS

FEARLOWSELF-ESTEEM

PRIDE

Institutional Barriers

1. Restrict, constrict, box in people2. Encourage mediocrity & reward

playing it safe3. Cultures/practices that kil l

the messenger4. Racism and sexism5. Fuzzy l ines of accountabil ity6. Lack of differentiation between

governance & management

7. No mentoring plan8. Bottom-line mentality9. Fail ing to build diversity10. Not walking the talk11. Static staffing structures12. Lack of a formal, articulated

plan for succession

S U M M A R Y

It takes real leadership to bulldoze the barriers -- time-honoured, tradition-bound, deeply ingrained practices

When the barriers come down, the result is a competitive, productive, & motivated workforce focused on the future

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