What is Leadership

Leadership in Common According to Wikipedia, Leadership is a process of social influence in which one person can enlist the aid and support of others in the can enlist the aid and support of others in the accomplishment of a common task. And generally it is about how the leader organizing a group of people and its resource from an organization to achieve common goal. In a organization or company, a good leadership is an essential key to success. Because a good leader are able to create and organizing all the resource in a company, what the resource needed, operating procedure that maximize the output with minimal resource involved and used, consider a strategies that catalyzing all the processes in order to reach the company goal. The Characteristics of a Good Leaders There are a lot characteristics of being a good leader, but we only focuses on some important character that a leader must have. 1. Self Awareness Knowing the self emotional state, strenghts and weaknesses. Also a leader must know its capabilities and limitations which allow a leader to push its maximum potential. 2. Self Direction A leaders must able to direct itself effectively and powerfully. Know how to get things done, how to organize task and avoid procrastination. A leader also know how to control its emotion. 3. Vision A leader must have a clear view towards company or organization goals. So the leader can choose the proper action or strategy to comply with the vision. 4. Ability to Motivate Leaders dont lead by telling people what they have to do. Instead, leaders cause people to want to help them. A key part of this cultivating its own desire to help others, so if the other sense that the leader want to help them, they turn want to help the leader. 5. Social Awareness Understanding social networks and key influencers in that social network is another key part of leadership. Who in the organization has the most clout, both officially and unofficially? Who moves the hearts of the group? Leadership is accomplishing tasks through others

In the global business world, there are a lot of leaders that hace been able to lead their groups towards great accomplishments. Yet these accomplishment wouldnt achieved without a great team work. Fromt the past experiences that use hierarchy and issuance of order to finish a certain task Leadership is now trust to the team, having skilled employees coordinate with each other and work together in order to accomplish targets. In most organizations, management styles are usually talked about rather than leadership stylea. Beside that, associating leadership to this kind of style involves ruling out position-less leadership and welcomes the presence of an informal one. The only differences is that in informal leadership, we dont have claiming a certain power over your people.

Leadership vs Strategic Planning

In accordance when we are a leader 1. Create a Vision This is the most important step in leadership. Having a vision means knowing what you want to achieve and what steps should be taken for it to happen. It takes some planning and brainstorming with others so the leader can carefully assess and consider what is best for the employee and the company. 2. Make a Good Decision and Innovation Being a leader has to do with making decisions even when it seems difficult to come up with one. Hard and tough decisions will be left up to you and it is important to be decisive. This is a skill that will be developed through time because there will be moments where deciding between alternatives can change the name of the game and can even affect the lives of people under you (e.g. layoffs, promotions). Its also important when facing a new circumstances include threat and opportunities, a leader is responsible to make a new innovation to meet these threat or opportunities. Innovation can shaped for example a new program, new procedure, or modification of existing procedure to meet the requirements. 3. Value the People One of the best ways to keep people happy in their work environtment is to make them feel like they matter and are well taken care of. They should feel that their needs are addressed and their concern can be voiced out freely. Having healthy communication among peers and superiors is recommended and will greatly improve office relations. This doesnt only applied to the employees but also the customers and client as well. 4. Communicate Clear communication is the most important key to a business leaders success. So to grow as a leader and manager, you must learn how to be an effective, compelling communicator. And if you want your company to succeed, you and your team have to master the art of clear communication together, as well. By using these and other strategies, you and your employees can reach new levels of leadership excellence.

5. Create More Leaders The measure of a good leader is seen on how many leader he can not just followers. It is good to lead a good example and if the team is quite large, assigning a team member to head a job or duties are aid them to develop leadership skills. http://leadershipdefinition.net/leadership-strategies/ Leader as The Starting Point of Strategic Planning The best-planned strategy is no more than wishful thinking if it can't be translated from concept to realitywhy do so many companies discover their leadership shortfall only when executing their strategies? This question raises another, more fundamental one regarding strategy and leadership: which is the chicken and which is the egg? Companies have taken a number of useful approaches to this puzzle. Regarding the journal ive read before, many cases of success in a new strategic implementation because the successor success integrating both strategy and leadership. It all about who exactly get things done, if company doesnt have a sufficient number of the right leaders, the plan doesnt proceed. When launch new businesses, new approaches, and other forms of breakthrough performance also need a good leadership. Its required for a company to have a good leader at sufficient quantities, from identifying the leadership required to drive breakhthrough performance over five years in areas such as running and expanding existing businesse, developing new ones, renovating corporate processes such as risk management, and providing new ones, renovatin corporate provesses such as risk management, and providing overall change leadership. The company then gauged its leadership gap by comparing these requirements with the qualities of its current leadership bench. It made a number of strategic decisions to determinte, among other things, which path was best for realizing the strategy, whether to revis its aspirations and whether to develop leader internally or hire them from outside. Strategic planning in a company usually categorized into three time horizons Long term, Medium Term, and Short Term. To help leaders develop throughout any of these three time horizon, a company must first accurately identifu who its leaders are and then convince them of an opportunitys potential. Companies maybe often underestimate this challenge. Top managers typically assume they know which of their best people are willing and able to take on new challenges, but the reality is often very different. From the search in google site theres an interesting article that telling about one multinational corporation with an ambitious growth agenda, the CEO asked the 20 members of his management committee for written nominations to fill leadership positions for 30 initiatives. Most committee members couldn't confidently name more than five to ten candidates, and large overlaps existed among the members' lists. Each had nominated the "usual suspects"managers who were well known in the executive suites. If the company pursued all 30

initiatives simultaneously, it would overload these candidates while denying other potential leaders the chance to develop and shine. Corporations must instead look out along the three time horizons we have described to build a more systematic leadership engine. Strategy will not succeed in a void, and leadership often makes the difference between merely reaching for great opportunities and actually realizing their potential. Top managers must assess their company's leadership gap and find ways to close it over the short, medium, and long term. Better still, they should integrate leadership with strategy development and thoughtfully match their portfolio of leaders with opportunities.

Innovation Leadership
Innovative leaders are those who are either able to better understand customer requirements and exploit new market opportunities, or access new technologies to deliver successful new products and services. They are seen as the corporate heroes of today. Innovation Leaders are delivering innovation and gaining direct impact to the top and bottom line. Innovation Leadership have two component, that can we described below: 1. An innovative approach to leadership This means to bring new thinking and different actions to how you lead, manage and go about your work. How can you think differently about your role and the challenges you and your organization face? What can you do to break open entrenched, intractable problems? How can you be agile and quick in the absence of information or predictability? 2. Leadership for Innovation Leaders must learn how to create an organizational climate where others apply innovative thinking to solve problems and develop new products and services. It is about growing a culture of innovation, not just hiring a few creative outliers. How can you help others to think differently and work in new ways to face challenges? What can be done to innovate when all resources are stressed and constrained? How can you stay alive and stay ahead of the competition?

A Good Leader Came From a Good Human Resource Competency Development

Recruitment As mentioned above, having a good leader in a company is very important. In this part we will talk about how we get a potential leader. The first key which is the fundamental of how a company get the potential leader is recruitment. This paper wont talking about what or how recruiting procedure choosen by a company, but the key for recruiting diamond in the rough. 1. Know what type of leader a company want to hire There are thought, servant, transactional, intentional, transformational, tribal, situational, and collaborative leadersto name a few. Its enough to make your

head hurt (you may in fact need a leader just to keep all the other leaders in check). Entering a conversation with this in mind can help you detect the traits and characteristics of the leader you want from the hire who just happens to be overly charismatic. 2. When asking for references, request people who are colleagues or direct reports The common practice is to ask for a supervisor as a reference. However, a colleague or a direct report can provide just as valuable a recommendation for as well as vital information ona candidate, and often presents such information in a non-political nature. To get a perspective from all levels showcases how people lead. Its almost the same in Indonesian Ministry of Finance, its called 360 degree assessment. 3. Notice the level of involvement If the candidate is participating in professional associations, how are they contributing? How would we even know? Well, if sourcing is part of our job, we can often determine how much they provide advice and contribute to discussion boards. Are their contributions merely reactionary or are they adding thought and value to the conversations? Also, how many connections/Twitter followers/Facebook friends, etc. do they have? Do these acquaintances come from multiple disciplines? This is often an indication of their ability to speak different languages and connect with others. 4. Consider more pointed leadership interview question Instead of asking for one example when someone was a leader of a group, ask for three. Inquire about the candidates leadership philosophy and how they incorporate it into the workplace. Ask them what three characteristics they look for in a leader, and then, once they give their answer, tell them to expand on how they use all three qualities in their surroundings. From the literature and journal ive read there are many strategies we can use to determine if the candidate is the right leader for the company. http://www.monsterthinking.com/2011/08/15/leadership-is-not-a-bulletpoint-hiring-leaders/ Developing The Leadership Capabilities Beside the recruitment process, the development process of leadership capabilities and skiil is also important. There are so many consultant which we can hire to help us develop the leader candidate or existing leader to meet the environment changes. But i thought, the most effective of leadership development is beyond on ourselves, which we can develop our leadership anytime and anywhere as we meet or learn. For a company, its better to get a core value or a culture that force all of the companies element especially the leader to develop their leadership. Leadership capabilites can self developed with these 3 way: 1. Experimental Learning Positioning the individual in the focus of learning process, going through the four stage of experimental learning as formulated by David A. Kolb : concrete experience, observation and reflection, forming abstract concept, testing in new situations. 2. Self efficacy

The right training and coaching shoul bring about sel efficacy in the trainee. A persons must have a belief about his capabilities to produce effects. 3. Visioning Developing ability to formulate a clear image of the aspired future of an organization unit. A good personal leadership development program should enable a leader to develop a plan that help a leader to gain essential leadership skill required for roles across a wide spectrum from a micro environtment to the corporate world. Although self leadership development is very important, but it is also important to develop interpersoal linkages between the individuals in the team, with collective leadership development a company can gain the interpersonal linkages and at the same times develop the personal leadership skills.

Leadership in State Owned Enterprise

We believe, with good reasons, that there is a huge difference in leadership capabilities in SOE leaders. For one thing, during the process of the reform of separation of SOEs from direct governmental control, many SOE leaders come from various government departments. Some of them may not have the necessary business management qualifications or skills. For another, when selecting SOE leaders, political background has been overemphasized. In addition, reserve talents market for SOE is relatively independent and limited. Since there are different administrative ranks for Chinas SOEs (such as central enterprises, province -owned enterprises, city-owned enterprise, or county-owned enterprise), managerial talents from other types of enterprises can hardly have any access to managerial positions in SOEs, resulting in a contingency of SOE leader managerial capabilities.