Leadership and Change

CHAPTER NINE

Outline
Leadership Defined Leadership for Quality Leadership Skills: Inherited or learned? Leadership, Motivation, and Inspiration Leadership Styles Leadership Style in Total Quality Setting Building and Maintaining a Following Leadership Versus Management Leadership and Ethics Leadership and Change
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Outline
Employees and Managers on Change Restructuring and Change How to Lead Change Lessons form Distinguished Leaders Servant Leadership and Stewardship Negative Influences on Leaders: How to Counter Them

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Leadership Defined
Leadership is both an art and a science Well-led organizations share several identifiable characteristics: High level of productivity Positive, can-do attitudes Commitment to accomplishing organizational goals Effective, efficient use of resources High level of quality Mutually supportive teamwork approach to getting work done

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Leadership Defined
Leadership is the ability to inspire people to make a total, willing, and voluntary commitment to accomplishing or exceeding the organizational goals. What Is a Good Leader?
Are committed to both the job to be done and the people who must do it Balance Project a positive example at all times Good role models He is willing, patient, skilled listeners Good communications Use his authority to positively influence on employees. Good leaders are persuasive

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Leadership Defined
Myths About Leadership Leadership is a rare skill Leaders are born, not made Leaders are charismatic Leadership exists only at the top Leaders control, direct, prod, and manipulate Leaders dont need to be learners

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Leadership for Quality

Leadership for quality is based on the philosophy that continually improving work methods and processes will, in turn, improve quality, cost, productivity, and return on investment. Principles of Leadership for Quality
1. 2. 3. 4. 5. 6. 7. 8.

Customer Focus Obsession with Quality Recognizing the Structure of Work Freedom Through Control Standardizing methods to reduce variations Unity of Purpose Looking for Faults in Systems Teamwork Continuing Education and Training

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Leadership Skills: Inherited or learned?

Are leaders born or made? Managers have more natural leadership ability than others. Managers can become good leaders through education, training, practice, determination, and effort.

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Leadership, Motivation, and Inspiration

Leaders must have the ability to inspire and motivate others to make a commitment The key to motivating people lies in the ability to relate their personal needs to the organizations goals. The key to inspiring people lies in the ability to relate what they believe to the organizational goals Leaders need to know and understand workers, including both their individual needs and their personal beliefs

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Leadership Styles

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Leadership Styles
Autocratic Leadership Make decisions without consulting the employees They tell people what to do and expect them to comply obediently Critics: it is not effective in the long run

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Leadership Styles
Democratic Leadership They involve the employees in decision making They make the final decision after receiving input and recommendations from team members Critics: the most popular decision is not always the best decision; also, it may lead to compromises that ultimately fail to produce the desired result.

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Leadership Styles
Participative Leadership They exert little control over the decision making process. They provide information about the problem and allow team members to develop strategies and solutions. Critics: this approach works only if all people involved are committed to the best interests of the organization.

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Leadership Styles
Goal-Oriented Leadership They ask team members to focus solely on the goals at hand Critics: the team members focus so intently on specific goals that they overlook opportunities or potential problems that fall outside of their narrow focus.

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Leadership Styles
Situational Leadership They select the style that seems to be appropriate based on the circumstances that exist at a given time. Critics: it focuses on the short term concerns instead of focusing on the solution of long-term problems.

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Leadership Style in Total Quality Setting

The appropriate leadership style in TQ is the Participative leadership taken to a higher level. It involves soliciting input from empowered employees, listening to the input, and acting on it. The key difference between the traditional participative style and the style from a TQ perspective is that employees providing input are empowered.

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Building and Maintaining a Following

Managers can be good leaders only if the people they hope to lead will follow them willingly and steadfastly. Popularity and the Leader Long-term followership grows out of respect, not popularity. Good leaders may be popular, but they must be respected.

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Leadership Characteristics That Build and Maintain Followership

Sense of purpose they have a strong sense of purpose. Self-discipline they set an example of handling problems and pressures with equilibrium and a positive attitude. Honesty they are trusted by their followers. Credibility by being knowledgeable, consistent, fair, and impartial in all human interaction. Common sense they know what is important in a given situation and what is not. Stamina they need to be the first to arrive and the last to leave. Commitment to the goals of the organization, the people they work with, and their own ongoing personal and professional development. Steadfastness they must have the steadfastness to stay the course even when it becomes difficult.
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Building and Maintaining a Following

Leadership Versus Management

They are two distinctive and complementary systems of action. There are several differences between management and leadership:
Management is about coping with complexity; leadership is about coping with change. Management ensures that accomplishment of plans through controlling and problem solving; leadership motivates and inspires people to want to accomplish the plan.

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Leadership Versus Management

Trust Building and Leadership Trust-building strategies include the following:
Taking the blame but sharing the credit Pitching in and helping Being consistent Being equitable

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Leadership and Ethics

Leaders have no more important responsibility than to set a positive example of maintaining high ethical standards. Ethical leaders have to take the long view.

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Leadership and Change

Executives, managers, supervisors, and employees in todays workplace must be able to not just adapt to change but also to be open to it. Leaders in an organization can apply several strategies in order to mitigate the natural human resistance to change, i.e. developing a change picture and communicate it with stakeholders.

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Employees and Managers on Change

One of the difficulties organizations face when attempting to facilitate change is the differing perceptions of employees and managers concerning change. To respond effectively to change, organizations must continually apply at least the following strategies:
Promote a we are in this together attitude toward change. Make sure all employees understand that change is driven by market force, not management. Involve everyone who will be affected by change in planning and implementing the response to it.

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Restructuring and Change

Strategies for effectively handling the changes inherent in restructuring:
Understand the employees Point of View Develop a Change Picture Use incentives to promote the change Train, Train, Train

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How to Lead Change

To survive and thrive in a competitive environment, organizations must be able to anticipates and respond to change effectively. The steps below formulate the Change Facilitation Model:
1. 2. 3. 4. 5. 6. 7.

Establish an understanding of the reality of continual change Establish and charter the steering committee Establish antenna mechanisms for anticipating change Develop a vision of the organization after the change Communicate the change vision to all stakeholders Implement the change Incorporate the change process in the organizational culture

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Lessons From Distinguished Leaders

Must be reviewed

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Servant Leadership and Stewardship

Servant leadership and stewardship must pass the tests of competitiveness in the global marketplace. Servant leadership and stewardship seek to do a better job of serving both external and internal customers than do traditional approaches. Servant Leadership and Stewardship Defined Servant leaders set an example of putting their employees, customers, organization, and community ahead of their own personal needs. Being a servant leader is being a good steward in terms of the organization and its various stakeholders.
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Servant Leadership and Stewardship

The servant leadership and stewardship philosophy is an approach to organization and management that seeks to go beyond employees empowerment to employee autonomy, while still meeting all the demands of a competitive marketplace. Proponents of servant leadership and stewardship claim that this level of commitment cannot be achieved in traditionally led organizations. Criticism of Traditional Leadership Approaches (Must be reviewed)

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Servant Leadership and Stewardship

Potential Benefits of Servant Leadership and Stewardship:
Doing more with less Learning to adapt to customers and the marketplace Creating passion and commitment in employees

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Negative Influences on Leaders: How to Counter Them

(Must be reviewed)

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