Leading as a management function

The main theme that affects the organization’s culture is the aspect of its leadership styles. There is definitely a straight connection between the leadership style and the organization’s culture.

Some of the leadership styles that show an interrelationship with the organization’s culture include directing, supporting, coaching and delegating. Directing involves definition of employees’ roles and telling them what, how and when they should do various tasks. Supporting leaders recognize and listen facilitate problem-solving situations.

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A leader who has coaching skills provides the direction while at the same time hears the person’s feelings, ideas and suggestions. A leader who delegates duties allows people to be more autonomous given that the leader has seen an aspect of competence, commitment and confidence in the people that they lead (Ken 2008).

A leader who exercises any of the above styles allows innovations to take root. A good example of this situation is one that involved John Delorean when he was ones a division head of General Motors. He led by using all the above styles thereby enhancing innovations in the company (National Defense University, Not Dated).

Qualities of leadership do not change. Instead, various aspects aimed at improving the qualities are added to the existing qualities in order to improve the standards of effective leadership. The static characteristic of quality leadership is contrasted with the ever changing management structure in any organization.

This is because throughout time, there has been loss of middle management because the structures of contemporary organizations keep flattening off. These reasons prompt the current organization leadership to possess greater project management skills (Snell, a. 2009).

The leadership of the company must therefore be composed of visionary and inspirational people. Such kinds of leaders are able to know what needs to be achieved and they can also create an image of how things ought to be (Snell 2009).

An effective leader must also be aware and be influential. The awareness of a leader will make them understand the abilities of each individual. A good leader must also understand their role in influencing the group that they lead. Hence an influential leader will use vision and employ the services of stakeholders in order to sway an opinion.

In addition, effective leadership skills must have the aspects of trustworthiness so as to be honest and open to the team under the leader. They should also keep track of progress as a way of monitoring the targets. Taking all these factors into consideration, it can be deciphered that the role of a leader is pretty challenging (Buble & Ivana 2007).

Managers can develop good leadership skills through many ways. Leaders need to observe methods and skills of their bosses that they respected.

They need to take risks and try to learn from mistakes. Managers also need to read autobiographies of leaders they admired to try to understand how such leaders think. A lot of practice is also required in development of leadership skills. Leaders should not be afraid of making mistakes.

They should rather try different approaches whenever they fail in one approach. They should also purposely engage others throughout their operations in order to get things done. Managers should also seek development experiences such as building something from nothing. They should be exposed to positive role models and overcome all kinds of hardships (Snell, a. 2009).

Reference list

Buble, M & Ivana, P. (2007). Interdependence between Organizational Culture and Leadership Styles: The Croatian Case. The Business Review, Cambridge: Summer 2007: 7, 1: ProQuest.

National Defense University, (Not Dated). Strategic Leadership and Decision Making.

Retrieved 5 May, 2011, from,

Snell, B. (2009). Management: Leading and Collaborating in a Competitive World. Ed. 8. The Mc-Graw-Hill Companies.

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