leadership that gets results
TRANSCRIPT
Leadership That Gets
ResultsAN ASSIGNMENT ON UB
BYGroup -
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PREPARED BY :
•AKSHAY M.R•GAWLI SOPAN BALIRAM•KEERTHANA B.S•SAMBIT
MISHRA•SHARAN G•SOWMYA C.L•VARUN.B
THE WORD LEADERSHIP CAN REFER TO:• THE PROCESS OF LEADING. • THOSE ENTITIES THAT
PERFORM ONE OR MORE ACTS OF LEADING. • THE ABILITY TO AFFECT
HUMAN BEHAVIOR SO AS TO ACCOMPLISH A MISSION DESIGNATED BY THE LEADER
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WHAT DOEFFECTIVE LEADERS
DO?
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“MOTIVATE PEOPLE”“SET STRATEGY”
“CREATE A MISSION”“BUILD CULTURE”
AND MANY OTHERS....
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A LEADER JOBIS TO GETRESULTS
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BREAKINGNEWS
ORGANIZATIONAL CLIMATECAN ACCOUNT FOR NEARLY
A THIRD OF FINANCIALPERFORMANCE
PRIMAL TASK—EMOTIONAL LEADERSHIP
• OPTIMISTIC
• AUTHENTIC
• HIGH-ENERGY
• SINCERE
• RESONANT
EFFECTIVE LEADERS ARE ALIKE IN ONE CRUCIAL WAY: THEY ALL HAVE A HIGH DEGREE OF EMOTIONAL INTELLIGENCE
•EMOTIONAL INTELLIGENCE (EI):• IS THE SIN QUA NON OF LEADERSHIP•WITHOUT EI, A PERSON CAN HAVE THE BEST
TRAINING IN THE WORLD AN ANALYTICAL MIND, AND AN ENDLESS SUPPLY OF SMART IDEAS BUT HE/SHE WON’T MAKE A GREAT LEADER.
COMPONENTS OF EMOTIONAL INTELLIGENCE
•SELF-AWARENESS•SELF-REGULATION•MOTIVATION• EMPATHY•SOCIAL SKILL
SELF-AWARENESS
• THE ABILITY TO RECOGNIZE AND UNDERSTAND YOUR MOODS, EMOTIONS, AND DRIVES AS WELL AS THEIR EFFECT ON OTHERS
•HALLMARKS:• KNOW THY-SELF• SELF-CONFIDENCE• REALISTIC SELF-ASSESSMENT• SELF-DEPRECATING SENSE OF
HUMOR
SELF-REGULATION
• THE ABILITY TO CONTROL OR REDIRECT DISRUPTIVE IMPULSES AND MOODS
•HALLMARKS:• TRUSTWORTHINESS AND INTEGRITY• COMFORT WITH AMBIGUITY• OPENNESS TO CHANGE
MOTIVATION
•A PASSION TO WORK FOR REASONS THAT GO BEYOND MONEY OR STATUS •A PROPENSITY TO PURSUE GOALS WITH
ENERGY• INTRINSIC VS. EXTRINSIC
•HALLMARKS:• STRONG DRIVE TO ACHIEVE• OPTIMISM, EVEN IN THE FACE
OF FAILURE• ORGANIZATIONAL COMMITMENT
EMPATHY
• THE ABILITY TO UNDERSTAND THE EMOTIONAL MAKEUP OF OTHER PEOPLE• A SKILL IN TREATING PEOPLE
ACCORDING TO THEIR EMOTIONAL REACTIONS
• HALLMARKS:• EXPERTISE IN BUILDING
AND RETAINING TALENT• CROSS-CULTURAL SENSITIVITY• SERVICE TO CLIENTS AND CUSTOMERS
SOCIAL SKILL
• PROFICIENCY IN MANAGING RELATIONSHIPS AND BUILDING NETWORKS• AN ABILITY TO FIND COMMON
GROUND AND BUILD RAPPORT
• HALLMARKS:• EFFECTIVENESS IN LEADING CHANGE• PERSUASIVENESS• EXPERTISE IN BUILDING AND
LEADING TEAMS
LEADERSHIP QUALITIES1. HUMILITY
2. INTEGRITY
3. TAKE RISK
4. DECISIVENESS
5. EMOTIONAL RESONANCE
6. BUILD TEAMS
7. PASSION
8. SELF-KNOWLEDGE
9. CONVICTION
10. DEDICATION
11. MAGNANIMITY
12. OPENNESS
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6 KEY FACTORS THAT INFLUENCE WORKING ENVIRONMENT#1 FLEXIBILITYHOW FREE EMPLOYEES FEEL TO INNOVATEWITHOUT UNENCUMBERED BY RED TAPE
#2 RESPONSIBILITYSENSE OF RESPONSIBILITY TO ORGANIZATION
#3 STANDARDSLEVEL OF STANDARDS THAT PEOPLE SET
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CONTD…#4 REWARDSSENSE OF ACCURACY ABOUT PERFORMANCEFEEDBACK AND APTNESS OF REWARDS
#5 CLARITYCLARITY ABOUT MISSION AND VALUES
#6 COMMITMENTLEVEL OF COMMITMENT TO COMMON PURPOSE
THEY INFLUENCE CLIMATE
FLEXIBILITY—HOW FREE EMPLOYEES FEEL TO INNOVATE
SENSE OF ACCURACY ABOUT REWARDS & FEEDBACK
CLARITY ABOUT MISSION & VALUES
COMMITMENT TO A COMMON PURPOSE
SENSE OF RESPONSIBILITY
STANDARDS PEOPLE SET
SIX KEY STYLES—LIKE CLUBS IN A GOLF PRO’S BAG COERCIVE
AUTHORITATIVE
AFFILIATIVE
DEMOCRATIC
PACESETTING
COACHING
COERCIVE
MODUS OPERANDI - DEMANDS IMMEDIATE COMPLIANCE STYLE IN A PHRASE - ’DO WHAT I TELL YOU’ EQ COMPETENCIES - DRIVE TO ACHIEVE, INITIATIVE, SELF-
CONTROL WHEN IT WORKS BEST - IN A CRISIS, TO KICK-START A
TURNAROUND, OR WITH PROBLEM EE’S IMPACT ON CLIMATE - NEGATIVE
AUTHORITATIVE
MODUS OPERANDI - MOBILIZES PEOPLE TOWARD A VISION STYLE IN A PHRASE - ’COME WITH ME’ EQ COMPETENCIES - SELF-CONFIDENCE, EMPATHY, CHANGE
CATALYST WHEN IT WORKS BEST - WHEN CHANGE REQUIRES A NEW
VISION, OR WHEN A CLEAR DIRECTION IS NEEDED
IMPACT ON CLIMATE –MOST STRONGLY POSITIVE
AFFILIATIVE
MODUS OPERANDI - CREATES HARMONY AND BUILDS BONDS STYLE IN A PHRASE - ’PEOPLE COME FIRST’ WHEN IT WORKS BEST - TO HEAL RIFTS IN A TEAM OR TO
MOTIVATE PEOPLE DURING STRESSFUL CIRCUMSTANCES EQ COMPETENCIES - EMPATHY, BUILDING RELATIONSHIPS,
COMMUNICATION IMPACT ON CLIMATE - POSITIVE
DEMOCRATIC
MODUS OPERANDI—FORGES CONSENSUS THROUGH PARTICIPATION
STYLE IN A PHRASE—’WHAT DO YOU THINK?’ WHEN IT WORKS BEST—TO BUILD BUY-IN OR CONSENSUS,
OR TO GET INPUT FROM VALUABLE EE’S IMPACT ON CLIMATE—POSITIVE EQ COMPETENCIES—COLLABORATION, TEAM LEADERSHIP,
COMMUNICATION
PACESETTING
MODUS OPERANDI—SETS HIGH STANDARDS FOR PERFORMANCE
STYLE IN A PHRASE—’DO AS I DO, NOW’ EQ COMPETENCIES—CONSCIENTIOUSNESS, DRIVE TO
ACHIEVE, INITIATIVE WHEN IT WORKS BEST—TO GET QUICK RESULTS FROM A
HIGHLY MOTIVATED AND COMPETENT TEAM IMPACT ON CLIMATE—NEGATIVE
COACHING
MODUS OPERANDI—DEVELOPS PEOPLE FOR THE FUTURE STYLE IN A PHRASE—’TRY THIS’ EQ COMPETENCIES—DEVELOPING OTHERS, EMPATHY, SELF-
AWARENESS WHEN IT WORKS BEST—TO HELP AN EE IMPROVE
PERFORMANCE OR DEVELOP LONG-TERM STRENGTHS
IMPACT ON CLIMATE—POSITIVE
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THE CHALLENGES
• ABILITY TO USE EACH OF THE LEADERSHIP STYLE IN THE RIGHT MEASURE, AT JUST THE RIGHT TIME. • TO GET THE BEST ORGANIZATIONAL CLIMATE AND
OPTIMIZES BUSINESS PERFORMANCE.
CONCLUSION
• TO BE A GREAT LEADER YOU NEED TO HAVE A HIGH EMOTIONAL INTELLIGENCE!• LEADERS WHO HAVE MASTERED FOUR OR MORE—
ESPECIALLY THE AUTHORITATIVE, DEMOCRATIC, AFFILIATIVE, AND COACHING STYLES—HAVE THE VERY BEST CLIMATE AND BUSINESS PERFORMANCE
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ALL CREDIT FOR CONTENT GOES TOLEADERSHIP THAT GETS RESULT
BY DANIEL GOLEMAN AND HAYGROUP
HARVARD BUSINESS REVIEW MARCH-APRIL 2000