Leadership is defined as the of social influence on other people or employees in an organisation so that they can maximize their efforts towards achieving the greater good for the firm. Leadership is mainly made up of several elements which includes the social influence and power or authority and for the greater good and not the control with no intended outcome. On the other hand, a leader is an individual who can influence the people working with him to perform at their best for the organization to achieve its objective or goals. Leadership is one of the main aspects that determine the success of an organization and good leaders are defined by their attributes, traits, and commitment to achieving the organization's goals.
What being a leader
Being a leader is having the ability to motivate employees and other staff members within the organization to work at their level best or to maximize their efforts for the greater good of the organization. Additionally, being a leader means making sure that the company meets its objectives and goals that are established by ensuring that the employees are well motivated and coordinated and the team focuses on the destination ( DuBois, Koch, Hanlon, Nyatuga, & Kerr, 2015 ). Additionally, a leader is a someone who leads the organizations to a new frontier because neither the employees of him or herself has been there and mistakes, inexperience, and challenges add to the problem, but he or she is willing to face the obstacle.
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Traits of an effective leader
Effective leaders must pose certain traits, and they include:
Emotional stability: effective leaders must be able to tolerate stress and emotions. Primarily, they must be well-adjusted and also have the maturity to be able to deal with anything that comes their way.
Dominance: effective leaders should be decisive and competitive and enjoy overcoming challenges ( DuBois, Koch, Hanlon, Nyatuga, & Kerr, 2015 ). This means that they must be assertive in their attitude when dealing with other and in their thinking style.
Enthusiasm: effective leaders should be energetic, active, and expressive. Primarily, the open to change and very optimistic ( Sethuraman, & Suresh, 2014 ).
Conscientiousness: effective leaders they tend to exact character and dominated by the sense of duty. This means they have a high standard of excellence and the desire for the best.
Social boldness: effective leaders are risk takers. They should be socially aggressive and thick-skinned ( Sethuraman, & Suresh, 2014 ). Additionally, they respond to others and are high in emotional stamina.
Tough-mindedness: effective leaders should be to the point, logical, and practical.
Self-assurance: good leaders have the trait of resiliency and self-confidence ( DuBois, Koch, Hanlon, Nyatuga, & Kerr, 2015 ). Primarily, the need little approval and are free of guilt.
Compulsiveness: they are exact in their social interactions and control.
They also pose some traits that help the motivate other employees in the firm, and they include high energy, maturity, team orientation, empathy, charisma, and intuitiveness.
Leadership style for the position
The best leadership style for the position is participative or democratic leadership style. The style is a mix of both people-oriented and task-oriented leadership styles. Primarily, the leader using this style provided direction and guidance to the employees and also encourages feedback and takes opinions of the staff members into account. The leadership style is perfect for helping loyalty, improving work, boosting employee morale, creativity, and product quality ( DuBois, Koch, Hanlon, Nyatuga, & Kerr, 2015 ). However, the style has some setbacks when it comes to urgent situations that need a fast or immediate response. For instance, Bill Gates is mainly regarded as one of the individuals who enjoy using democratic leadership styles. Primarily, he gave most of his people autonomy primarily the management and listened to their insights. Resultantly, his organization has been able to operate successfully although he does not get involved in day-to-day activities.
Moreover, the democratic leadership style fits the position as it will bring positive energy and qualities such as leader who will empower the employees, be actively involved in the business, and encourages team spirits ( Sethuraman, & Suresh, 2014 ). Additionally, the qualities of participative leadership style are in line with the requirement of the job. The leader will need to be able to work with other employees in making sure that the organization moves forward and all the global branches and suppliers are well taken care of.
Skills needed for the position
The position is a well demanding and need the person will the right skills and attributes to ensure that the objectives and goals of the firm are met. The skill required for the position include:
Communication: the president will need to communicate with other employees with clarity to make sure the message is passed ( Sethuraman, & Suresh, 2014 ).
Motivation: this includes the power to convince, asking for input, mentoring, and allowing employees autonomy.
Delegating: the president will need to be able to trust his subordinates so that he can pass some task which he deems workable for them.
Open to concerns of employees
Trustworthiness
Creativity
Responsibility
Positivity
Feedback
Importance of attending to tasks and relationships
Attending the tasks and relationships with the firm it is beneficial to the organization and the leader. This is because the functions and relationships help the leader to become more productive and create efficient teams ( DuBois, Koch, Hanlon, Nyatuga, & Kerr, 2015 ). Primarily, for the leader creating a task for the employees and him or herself makes sure the project at hand will be able to be completed to schedule and that every person in the firm understands their roles. Additionally, through relationships with the employees, the leader will be able to motivate the employees and create a work environment that makes the staff members feel encouraged and can ask questions.
Importance of a leader following and communicating a vision and setting the tone
The vision of the organization is one of the main components of the firm that the employees need to be reminded every time. Following the communicating the tone to the employees ensures that there is continued focus within the firm and there is improved excellence ( DuBois, Koch, Hanlon, Nyatuga, & Kerr, 2015 ). Additionally, it makes sure that the team is well focused on the vision communicated and also is better equipped to deal with the losses and wins that a team that is headed to some ideal place. The tone keeps the employees at their toes in making sure that they achieve the set objectives and goal.
The necessity for a leader to have good out-group member skills, as well as the ability to handle conflict and overcome obstacles
It is essential for leaders to have out-group members skills this is because the relationship between the follower and the elders is not smooth and mutually beneficial. Moreover, people in out-group are thought to be people who show up to do what they are required to do and nothing else ( Sethuraman, & Suresh, 2014 ). Such individuals are likely to leave the organization, not be promoted, have less participation, less desirable work assignments, and less support and attention from the leaders. A leader needs to have skills on how to deal with such persons in the organization.
Further, a leader needs to have the skills to handle conflict and overcome obstacles. Organisations are bound to have disagreements and obstacles are bound to arise within when projects are underway ( DuBois, Koch, Hanlon, Nyatuga, & Kerr, 2015 ). Having the skill to handle such cases of conflicts and obstacles will make sure that the employees will live in harmony and projects will be completed in time.
The needed ethical leadership traits for this position
It is essential for manager and leaders within the organization to strong ethical values and culture than the employees in the non-managerial positions. It is the responsibility of the leader to ensure that he or she manages and incorporate a strong ethical culture within the firm. The workplace ethics is essential for the business to have numerous benefits ( Sethuraman, & Suresh, 2014 ). Moral leadership traits are crucial in the organization as they will ensure asset protection. A leader with strong ethical cultures safeguards the assets of the business and makes sure that the employees abide by the business ethics.
Additionally, ethical leadership traits are integral in fostering increased teamwork and productivity among the employees ( DuBois, Koch, Hanlon, Nyatuga, & Kerr, 2015 ). Moreover, it aligns the values of the organization to the staff members. Similarly, ethical leadership traits increase public image. Leaders practicing moral characteristics earn respects and also cultivate a sharp representation in the public domain. Decision making is another important aspect of ethical conduct. Ethical conduct encourages a culture of making decisions using ethics. Such practice promotes transparency and accountability when making business decisions.
To sum up, leadership traits and style are essential in determining the success of an organization. A good leader needs to practice healthy ethical behavior and culture which is crucial in asset protection, decision making, increased public image, and increased productivity and teamwork. Democratic leadership is excellent as it encourages loyalty, improving work, boosting employee morale, creativity, and product quality. Some of the essential skills for the president position include communication, creativity, feedback, an open to employee issues. Some of the traits of effective leadership include emotional stability, dominance, and social boldness.
References
DuBois, M., Koch, J., Hanlon, J., Nyatuga, B., & Kerr, N. (2015). Leadership Styles of Effective Project Managers: Techniques and Traits to Lead High-Performance Teams. Journal of Economic Development, Management, IT, Finance & Marketing , 7 (1).
Sethuraman, K., & Suresh, J. (2014). Effective leadership styles. International Business Research , 7 (9), 165.
