Encouraging Leadership over Management

Encouraging leadinghip over ManagementAs specify by Stephen Covey, Effective loss leading is putting basic things first age effective management is discipline, carrying it aside. This offers a brief glimpse on how leaders is different from management. We try to define a leader on the bum of a plethora of qualities such as a leader should squander the charisma, is a motivator, a good listener, a romanceary and should be responsible. Leaders lavatory motivate as healthy as direct contend towards the goals and withal find out shipway for achieving them. Leaders besides open the leadingness to accept accountability non all for their own closings, but also for the decisions of their subordinates. Thus, an effective leader would refrain from passing the buck when it get laids to taking the hindrance for the punishd work.Management or directors, on the a nonher(prenominal) pot, amaze their centre set on the present and the immediate goals. While the jitneys have the easy print of to each one t subscribe to in hand and do non get ahead deviations from it, the leaders have a keen eye towards realistic innovations or better ways of doing things which whitethorn be divergent from the norms already set. This is the reason why a leader discharge start something smart while a manager may be roped in to execute the task in a particular way. To put it into a nutshell, although the purpose of leaders might be confused with that of managers, and vice versa, in practice, leaders argon the real game agitaters, whilst managers be ones who have the responsibility of put to death the tasks as envisioned by a leader.The serviceman is changing speedily and with it the ways and means of executing work is going with irreversible change. Earlier, the tasks would be well within the scope of each role, but now, each task is multiple layered and further embedded with many a(prenominal) other tasks, demanding more from each role. At this junctur e, a manager is bogged down by the how and when. The pressure is deafening, and following a set procedure, while sticking to guidelines, may non forever and a day be the solution. It becomes imperative to innovate and find simpler and easier ways of doing things and excelling at them. The reason is preferably simple. Competition is stiff, and unless you are doing outdoing your competitor, you may as well quit.Thus, its time that we emphasise on the emergence of leaders from amongst us, who would not and have the required knowledge base, but also have the courage to envision a new path.There are many theories that try to capture the essence of a leader. Some retrieve that a leader is born and that the leadership qualities fuckingnot be acquired, while some believe that a leader acquires the qualities over the years with experience. There are hardly a(prenominal) who believe that the birth of a leader is situational and they will arise when the intimacy demands. The inspiring role of Sir Winston Churchill, Prime Minister of Britain in World state of war II, is an excellent example of a leader rising up to the occasion. He led Britain to victory and believed in the philosophy that success consists of going from affliction to failure without loss of enthusiasm. His words in his speeches motivated the British tidy sum and encouraged them during the troubled times and paved the way to victory.A leader would always try and bring about a new path where no(prenominal) existed before. To accomplish that, sometimes, the leaders have to fight resistance and indifference. It is the common positioning to feel secure in mediocrity and predictability, not wanting to change or challenge the present. The thought behind that is the level of comfort that predictability bets. A leader will twist the shackles to break that state of affairs and bring in new light, foc development on things hitherto untouched. Sir Richard Branson, an English noteman, investor and alt ruist is another example of a good business leader. He is the fall through and owner of the Virgin group which consists of around 400 companies. He started quite young and showed signs of becoming an entrepreneur at the age of sixteen. With his distinctive leadership, using himself as the personification of the Virgin brand, he created the entire group from stigma and has reached great heights today. A leader uniform him can always see the bigger picture hiding in the clutter.As per Kurt Lewin, leadership is of three types. This definition is based on the behaviour of the leaders absolute leaders Mussolini and Hitler are pretty good examples of autocratic leaders. For them, their own decisions were the to the highest degree master(prenominal) and they definitely did not encourage the concept of discussion with the subordinates. arbitrary leaders assume that they are superior to others in every contentedness and hence the decisions in day to day affairs as well as long term strategic decisions should be taken by them.Democratic leaders -These leaders involve their subordinates in decision fashioning. The team up up has to agree on a decision and unless that happens, the final decision is not taken. This dish outs to bring new perspectives and insight into the matter as a lot of people are involved in the ideation.Laissez-faire leaders These leaders have a completely non-interfering style of leadership and allow the subordinates to come up with solutions as well as take final decisions. though on the surface it seems pretty righteous, in reality it sometimes makes the team seem rudderless as the leader leaves everything on the subordinates.A manager is responsible for the proper and timely execution of a task in hand. For achieving this, they sets rules and norms that they themselves have been following and implementing. The focus of a manger is always on the procedure, or in other words, a manager is always transit oriented. They are responsible for getting things done in a conceptualize way. For a manager it is very important that all the organisational level activities are carried out in a smooth way and they do not encourage waywardness. For this reason, it is important for a manager to implement control and ascendence over the affairs through which they get the job done.A manager would always look up to a leader for solutions and answers. This is because the world of business is highly dynamic and the problems keep getting tougher, demanding innovative solutions. As the sure-enough(a) methods become redundant, newer technologies and techniques take over. The situation demands immediate countermeasures that can sometimes save survival. A leader is a visionary who focuses on matters that may encourage or hinder the growth of his business. A leader will ask questions and look for answers. They will be a risk taker. Such risks can sometimes be based on calculations and sometimes on uncontaminated intuition. But the suc cess that may follow the risk would not only increase the stature of the leader it would also make the organisation depose him more.A managers scope is limited to executing the task at hand through various subordinates, that too within a stipulated time period. major(ip) decisions which can affect the very survival of the organisation with respect to constitution formulation, strategy designing, etc., is most definitely taken by the leadership of the company. Thus, it is important that the managers try to look above the scope of the fixed norms and broaden their prospect for organisational level decision making.A manager may have a limited scope or a myopic vision towards the emerging future but a real leader will not be swayed by immediate tasks. They will put organisational perspective first and think way ahead of their subordinates. Visionary business leaders like Lakshmi Niwas Mittal of Arcelor Mittal and Martin Sorrell of WPP have achieved great success owing to their belie f in their vision and their hard work towards it.For a technology-driven, fast-paced world, the scope for ambiguous decision making is nil. Its important that the organisation not only survives this race, but also gives strong competition to its peers. For this, it is important that managers are encouraged to become leaders and the paradigm of responsibility shifts on the shoulders of the managers as well. A managers role should not be limited to executing the tasks but they should also think as a leader and get involved in the bigger picture. This will help in streamlining the process as well as create future leaders who can step in, if and when the organisation requires them. Thus, the organisation has the responsibility to create leaders instead of just managers who will not only envision the future run away of the organisation but also help in achieving it.Encouraging the emergence of leadership over management is the indispensableness of the hour if the organisation wants to achieve fairly impossible targets and goals that todays business world puts forth. Just managing the day to day affairs and carrying on the usual course of business is definitely not enough. Innovation and experimentation is important. Carving out a niche out of a crowd of hundreds is important and making a mark is important. A leaders role encompasses all these and more. Although on that point is an ongoing debate over the differentiation between a leader and a manager, what we need perhaps is an amalgamation of both where the leadership qualities are given their due importance over managerial qualities.Leaders can create a difference with their charisma and inspiring words. The motivation which is piqued through effective leadership is the one through which even impossible targets can be easily achieved by the employees. An effective leader is thus individual who can definitely make a difference in the lives of his employees as well as the organisation as a whole.ReferencesBass, B.M. Stogdill, R.M., 1990. Bass Stogdills vade mecum of leaders-Theory, Research and Managerial Applications. Simon and Schuster.Covey, S.R., 1992. Principle Centered Leadership. Simon and Schuster.Kotter, J.P., 2008. Force For Change How Leadership Differs from Management. Simon and Schuster.Lewin, K., LIippit, R. White, R.K., 1939. Patterns of aggressive behavior in experimentally created social climates. Journal of mixer Psychology, 10, pp.271-301.Srivastava, A., Bartol, M.K. Locke, E.A., 2006. Empowering Leadership in Management Teams Effects on Knowledge Sharing, Efficacy, and Performance. honorary society of Management Journal, 49(6), pp.1239-51.