practices of effective leaders

 practices of effective leaders

Effective leadership entails a number of subjective principles that try as much as possible to help the entire process of leading. Effective leadership inspires a shared vision among its participants. It makes sure that the right approaches have been completed to outline the right aspects in leading. Secondly, effective leaders would allow others to act. A suitable leader is not self-centered and will, in one way or the other accept others to act in line with what is acceptable. Third, an effective leader will model the way and come up with the most suitable approaches to enhance the right issues of leadership. Another important practice of effective leaders is the ability to encourage the heart (Adams, & Keim, 2000). Whenever there are different issues that bring the leaders down, they will be in a good position to influence others and make the most appropriate issues that are helpful. Finally, a good leader should be in a position to challenge the process. The process of leadership should be very practical with leaders who are able to challenge the entire process effectively. This challenge offers will be mandatory to make amends that will give proper direction for various reasons. The practices described making sure that leadership is successful based on the ways in which diverse alternatives are made and completed.

1. Describe four leadership styles within the situational leadership model. Provide an example of each.
2. Telling and directing

This type of leadership style involves a leader coming up with decisions and telling others about it. It is a closely supervised leadership style that offers the best alternatives to employees and other people working in different sections. It gives appropriate directions to the people it serves.

1. Selling and coaching

This leadership style involves day to day activities that opt to create awareness to the people and design the most effective ways that can be relied on (Posner, & Kouzes, 2007). The decisions made are ultimate and depend on the leaders who input the requested aspects from the employees before a particular form of decision is effectively implemented.

iii. Participating and supporting

This leadership style of situational leadership is responsible for both employees and followers. The leader will give specific directions and discuss ultimate lies with other followers that will engage the leaders into certain aspects that will turn out positively. The leader will engage in support programs that will guarantee the most efficient approaches to create sustained feedback and ultimate decision appraisal for the entire group.

1. Delegating to employees

The delegation to employees is a situational leadership style where the leader would be involved in the least amount with various employees. The employees would be made responsible for undertaking delegated tasks and making sure that the best approaches have been fulfilled in the most appropriate alternatives.

3. How do most effective leaders establish credibility?

Effective leadership is a process where the leaders will have to dedicate most of their time factoring out the best in the way they lead. For a leader to be effective, they always look at the various options that will guarantee the best outcome. However, it will require them to be committed, hardworking, and ready to limit themselves for the best results. It all depends on the readiness of the employees at any given time and their willingness to become effective in undertaking various processes. Since the leader would want success to form the most important pillars in their lives, they will seek credibility in all means possible (Kouzes, & Posner, 2011). Credibility will enable the leaders to make sure that they have the best approaches to change the ways in which certain issues have been done. The need to change certain aspects have been completed and effectively done to align with certain appointments for the betterment of the entire process. The ways in which diverse alternatives and options have been done will change certain processes because of a lack of credibility. Credibility is, therefore, an important leadership aspect that should not be neglected. Leaders should understand their position and know the need to be credible. When such issues have been enhanced, it would be easy to come up with a designed approach.

4. What are the four components of effective persuasion? Create a hypothetical case study, or possibly a situation you have actually experienced, where a team leader was trying to get members more committed to a team. Discuss the effectiveness of their techniques.

The basic components of effective persuasion are the source, message, medium, and the public. The effective persuasion components lead through the establishment of the best leader to guide through a reliable process. Working as a sales supervisor gave me the best team-leading skills of all time. Even though at the initial stage, it was very sophisticated, I went about building trust and getting people together. The medium of leadership was designed in a way that could fit every employee and provided the best approach for the job. With the use of persuasive leadership skills, it became an easy process. There were a lot of factors that were considered and designed in a way that measured the right approaches with the ways that could change how things were being done, and the effectiveness of the entire process had been guaranteed. The techniques of leadership that were employed through the process factored out a number of important elements and changed the ways in which certain aspects had been completed. It was through the completed issues that the right approaches had been made. The ways through which certain aspects had been completed made sure that certain faces had been completed effectively.

5. Discuss the differences between transactional leadership and transformational leadership. What are the outcomes of each?

Transactional leaders focus on supervisory roles, organizing the groups, and engages in active group performances. They are more specific to the things that matter to them and make sure that they have attained a substantial face that would help them become more effective in the ways they operate. They transact with positive activities that are responsible for changing the ways in which they have considered their operations. However, transformational leaders work basically to enhance and promote motivation and the engagement of their followers, making sure that the right behavioral directions have been established. They make sure that the right vision has been attained with the use of a shared vision that enables them to become more realistic in the ways in which they consider some important things (Yang, 2007). It is through the leadership style that a number of aspects have been completed and ensured to make sure that the right issues have been completed. Both of the leaders consider their members to be of great significance and engage in changing the ways in which a number of issues have been made. Also, both leaders are vision bearers and make sure that the right vision has been considered.

References

Yang, Y. N. (2007). Transactional Leadership and Transformational Leadership (4), 127-136.

Kouzes, J. M., & Posner, B. Z. (2011). Credibility: How leaders gain and lose it, why people demand it (Vol. 203). John Wiley & Sons.

Posner, B. Z., & Kouzes, J. M. (2007). Relating leadership and credibility. Psychological reports journal, 63(2), 527-530.

Adams, T. C., & Keim, M. C. (2000). Leadership practices and effectiveness among Greek student leaders. College Student Journal, 34(2), 259-271.