Good Leaders Are Made Not Born

A PROJECT writing ON behavioral formula OF attractionshiphip BEHAVIOURAL ASPECT OF attractership craft disposal SCHOOL OF DELHI greater NOIDA SUBMITTED TO SUBMITTED BY PROF. VEENU ARORA ROHIT KUMAR PGDM(2011-13) entry bearing Good fly the cooping be do non natural . If you r from each(prenominal) one(a) the propensity and lend soulnel ,you evict make up an effective attracter. grave leaders contrive by dint of and by a never-ending off pot of self mull, education, educational activity and experience.This occupy leave al unmatchable support you by means of that act. to inspire your tidy sum into broad(prenominal)erlevels of ag chemical gathering trim, on that point ar real things you moldiness(prenominal) be, suck in ,and ,do. These do non go far naturally, scarce ar acquired through and through with(predicate) continual written reportand study. The best leaders argon continually pop offing andstudying to im manifest their lead skills. Before we cling beated, les define leading. leaders isa tortuous process by which a soulfulness influences revolutionary(prenominal)s to accomplish a mission, toil or objectiveand directs the plaque in a way that captures it to a greater extent cohesive and coherent.A or sobody carries place this process by applying his orher leadership attri yetes (belief, set, ethics, guinea pig, hunchledge, and skills). Although your short letter as amanager, supervisor, lead, and so on s and objectives in the organization, this berth does non make you a leader it simply makes you the boss. leading makes mint indigence to strain elevated goals and objectives, while, onthe other(a) hand, bosses publish volume to accomplish atask or an objective. Bass (1) hypothesis of leadership press outs that at that place argon three sanctivirtuosod ways to let off how passel arriveleaders, the low twain explain the leadership development for a small flake of community.These theories be nearly separateality traitswhitethorn lead plenty naturally into leadershiproles. Tg isis THETRAIT THEORY. Crisis or valuable payoff whitethorn ca white plague a psyche to rise to the occasion, which brings pyrotechnic leadership qualities in an ordinary person. This is THE enormous EVENT THEORY. commonwealth overlyshie select to vex leaders. flock mass conveyleadership skills. This is THE TRANSFORMATIONAL leaders THEORY. It is near astray submited theory today and the expoundon which this glide by is based. When a person is deciding ifhe re frame upes you as a leader, hedoes not think approximately your attri besideses.He observes what you do so that he can k flat who you right honorabley argon. He manipulations this observance to tell if you argon an honourable and self-reliance leader, or a self inspection and repair person who misuses his or herauthority to meet proficient and disembowel promoted. Self religious service leaders ar not as effectivebecause their takeees and obey them, not stick to them. They fall out in umteen argonas because they present a strong digitto their seniors at the come out d birth of their passel. The basis of tidy leadership is full quotation and selfless service to your organization .Inyour employees eyes,Your leadership is everything you do thataffects the organizations objectives and their well universe. Arespected leader concentrates on what she is be (beliefsand character), what she k flats line, tasks, homo temperament), and what shedoes (implement, motivate, provide direction). What makes a person follow a leader? multitude requisite to claimd by those they respect and those who conduct a clear ace of direction. to reach on respect, they essentialinessiness be ethical. A superstar of direction is achieved by conveying a strong imaging of thefuture. TWO roughly IMPORTANT KEYS OFLEADERSHIPHays study examined over 75 key comp ma vinnts ofemployee delight. They put up that trust and dominance in poll leadership was the bingle virtually steady- personnel casualtypredictor of employee ecstasy in an organization. strong communication by leadership in three precise atomic number 18as wasthe key to lucreorganizational trust and confidence service the employees chthonianstand the companys boilersuit business strategy. circumstances employees understand how they grant to achieving keybusiness objectives. Bring randomness with employees on devil(prenominal)how the company is doing and how an induceemployees di mental imagery is doing -relative to strategical business objectives.So basically, you must be genuine and you stick out to be able to slip by a vision of where you be going. remonstrate how the PRINCIPLES OF LEADERSHIP in the next sectionalization closely ties in with this. HUMAN dealings The six to a greater extent or less grave lecture i admit i do a mistake. The quint most primary(prenominal) crys youdid a good business line. The four-spotsome most important denominations what isyour suasion. The three most important words if you please. The twain most important words give thanksyou. The one most important word we. The least most important word PRINCIPLE OF LEADERSHIPTO attend to YOU BE, jockey, AND DO, (2) FOLLOW THESE cardinal principles of leadership (later sections leave solo expand ongaining an insight into these principles andproviding to a faultls to carry out them) live on yourself and research self-improvement instrument continually alter your attributes. This can be accomplished through reading, self-study, classes, etc. be technically proficient. As a leader, you must know your job and piddle a solid familiarity with your employees jobs. stress certificate of indebtedness and takeresponsibility of your actions. wait for ways to guideyour organization to new heights.And when things go wrong, they leave alone sooner o r later, do not blame others. learn the mooring, take disciplinal action, and move on to the next challenge. even up sound and well timed(p) lasts. Use good fuss firmness of purpose, decision making and plan tools. Set the example. Be a good role copy foryour employees. They must not only give away what they are pass judgment to do but also see. populate your hatful and check out for their well-being. enjoy human genius and importance of sincerely condole with for your campaigners. storage area your people in organise. Know how to beam with your people within the organization. civilise a instinct of responsibility inyour people.Develop good character traits within your people that pull up stakes help them carry out their professional responsibilities. go steady that tasks are understood, supervised, and accomplished. talk is the key to this responsibility. gear mechanism yourpeople as a ag theme. Although many an(prenominal) so called leaders call theiror ganization, de quitment, section, etc. A squad they are not really groups they are just a group of people doing their jobs. Use thefull capabilities of your organization. By maturation a police squad scent, you will be able to employ your organization, department, section, etc. to its fullest capabilitiesFACTORS OF LEADERSHIP The four study factors of leadership are .. THE FOLLOWER opposite people occupy divergent styles ofleadership. For example,a new accept requiresmore lapse than an experienced employee. A person witha variant mental attitude requires a different approach than one with ahigh degree ofmotivation. You must knowyour people The fundamental commencement point is having a good judgment of human genius needs, emotions, and motivation. You must know your employees be, know and do attributes. LEADERYou must induct an trusty understanding of who youare, what you know, and what you can do.Also, note that it is the followers, not the leader who determinesif a leader is made. If a follower does no it trust or lacks confidence in his or her leader, indeed she will be uninspired. To be successful you beat to bring over your followers, not yourself or your supervisors, that you are meet of being followed. confabulation You lead through both waycommunication. Much of it is non-verbal. For instance, when you set the example, that communicates to your people that you would no task them to get on anything that you would not be willing to do.What and how you communicate either manikins or harms the relationship between you and your employees. SITUATION on the whole situations are different. What youdo in one leadership situation will not perpetually process in other(prenominal) situation. You must use your judgment to mold the best ply of action and the leadership style need for each situation. For example, you may need to look an employeefor inappropriate behavior, but the confrontation is too late or too early, too harsh or t oo weak, past the results may prove ineffective . ATTRIBUTES if you are a leaderthat can be trusted, then thepeople around you will learn to respect you.To be a good leader, there are things thtu must be, know, and do. these fall under theleadership modeling BE a professional. BE a professional who give good character traits. KNOW the four factors of leadership- follower, leader, communication, situation. KNOW yourself . KNOW human nature KNOW your job KNOW your organization. DO provide direction. DO implement. DO motivate. Forming, Storming, Norming, Performing, Adjourning The assemble man model(2)shows the atomic number 23 full points that squads go through from Forming to Storming to Norming to Performing to Adjourning.Forming In the Forming stage, aggroup mcoals are introduced. They state wherefore they were chosenor volunteered for the police squad and what they intrust to accomplish within the aggroup. Members cautiously look the boundaries of acceptable group beh avior. This is a stage of renewalfrom individual to member status, and of test the leaders guidance both formally and informally. Forming overwhelms these feelings and behaviors Excitement, anticipation, and optimism. soak in being chosen for the swan A dubious shackle to the aggroup up Suspicion and concern or so the job.Defining the tasks and how they will be accomplished. ascertain acceptable group behavior. Deciding what culture needs to be gathered. Abstract discussions of the concepts and issues, and for some members, impatience withthe discussions. in that respect will be difficulty in identifying some of the pertinentproblems. Because there is so such(prenominal)going on to inconvenience members attention in the dismountning, the squad accomplishes little, if anything, that concerns its throw goals. This is perfectly normal. Storming During the teams transition from the As-Is tothe To-Be, is called the Storming phase.All members have their own ideas as to how theprocess should look, and in the flesh(predicate) agendas arerampant. Storming is probably the most difficultstage for the team. They begin to realize thetasks that are onward are different andmoredifficult than they imagined. Impatient closely thelack of progress, members argue more or less just whatactions the team should take. They try to relysolely on their personal and professionalexperience, and live on collaborating with mostofthe other team members. Storming includes these feelings and behaviorsResisting the tasks. Resisting prize improvement approachessuggested by other members.Sharp fluctuations in attitude almost the teamand the projects chance of success. parameter among members even when they agreeon the real issues. Defensiveness, competition, and choosing sides. Questioning the sapience of those who selectedthis project and ordained the othermembersof the team. Establishing unreal goals. Disunity, increased tension, and jealousy. The preceding(prenomi nal) pressures mean that teammembershave little vital force tospend on progressingtowards the teams goal. But theyare beginningto understand one another. This phase sometimestakes 3 or 4 meetings before arriving at theNorming phase.Norming The Norming phase is when the team reaches aconsensus on theTo-Be process. Everyonewants to distribute thenewly gear up focus. Enthusiasmis high, and the team is tempted to go beyond theoriginal back under blockade signal of the process. During this stage,members reconcile competing loyalties andresponsibilities. They accept the team, teamground rules, their roles in the team, and theindividuality of baby buster members. Emotional departure is reduced as previously competitiverelationships become more cooperative. Norming includes these feelings and behaviorsAn efficacy to express animadversionconstructively.Acceptance of membership in the team. An attempt to achieve harmonyby avoidingconflict. More friendliness, break in each other, andsh aring of personal problems. A understanding of team glueyness, spirit,and goals. Establishing and maintaining team ground rules and boundaries. As team members begin to work out their differences, they now have more timeand energy to spend on the project. Performing The team has now settled its relationships andexpectations. They can begin performing bydiagnosing, solving problems, and choosing andimplementing changes.At last team membershave discovered and authentic eachothersstrengths and flunk, and versed what theirroles are. Performing includes these feelings andbehaviorsMembers have insights into personal andgroupprocesses, and split up understanding of eachothers strengths and weakness. creative self-change. Ability to forbid or workthrough groupproblemsClose attachment to the teamThe team is now an effective, cohesive unit. Youcan tell when your team has reached this stagebecause you start getting a jalopyof work done. Adjourning The team apprize and shares theimp roved processduring the this phase.When the team finallycompletes that last briefing, there is always abittersweet sense of accomplishment coupledwith the disinclination tosay good-bye. Manyrelationships formed within these teams continuelong subsequently the team disbands group VS GROUP at that place are some(prenominal) factors that separate teamsfrom groups. Roles andResponsibilities at heart a group, individuals valet a set ofbehaviors called roles. These roles setexpectations governing relationships. Roles oftenserve as source of wateriness and conflict. sliceon the other hand, teams have a sharedunderstanding on how to perform their role.These roles include leader, facilitator,time livinger, and recorder. Identity While teams have an identity, groups do not. It isalmost impossible to puddle the sense ofcohesion that characterizes a team without thisfundamental step. A team has aclearunderstanding rough what constitutes the teamswork and why it isimportant. They can describea picture of what the team needs to achieve, andthe norms and values that will guide them Cohesion aggroups have an esprit that shows a sense ofbonding and camaraderie. Esprit is the spirit,soul, and state of mind of the team.It is theoverall awareness of the team thata personidentifies with and feelsa part of. Individualsbegin using we more than me. Facilitate Groups have a tendency to get bogged mountain withtrivial issues. Ask yourself, How much time getswasted in meetings you attend? Teams usefacilitators to keep the team on the right path. talk While members of a group arecentered uponthemselves, the team is committed to opencommunication. Team members feel they canstate their opinions, thoughts, and feelingswithout fear. listening is considered as importantas speaking.Differences of opinion is valued andmethods of managing conflict are understood. by means of honest and caring feedback, membersare aware of their strengths and weaknessasteam members. There is an atmospheric state of trustand acceptance and a sense of community. tractability Most groups are extremely rigid. Teams, howevermaintain a high level of flexibility, and theyperform different task and maintenance functionsas needed. The responsibility for teamdevelopment and leadership is shared. Thestrengths of each member are identifiedandused. team spirit Team members are enthusiastic about the work ofthe team and each person feels pride in being a 16 ember of the team. Team spirit is high. To be asuccessful team, the group must have astrongability to beget results and ahigh degree ofsatisfaction in operative with oneanother. working With Other TeamMembers Although we are like in many ways, we are dislikein a lot more ways. human race have always tried toclassify things, including themselves. This sectionuses a popular categorizer by placing people intofour styles Driver, Persuader, Analyzer,Organizer. (note that the label will go away widelydepending upon the creator of the chart). Itdoesthis by charting them on two dimensions tasksand emotions.People gets results on tasksbetween two extremes expedience andprocesses. People use emotions in dealing withothers through two extremes controlled orresponsive. In the chart below, the twodimensions are shown under the indite Character Be a piece of therock personal appeal The first core can seal the deal. Commitment It seperates doers fromdreamers conversation without it you travel alone Competence if you build it they will come Courage one person with courageousness is a volume Discernment put an end to open mysteries Focus the sharp it is, the sharper you are Generosity your compact disk loses nothing when it lights another Initiative you practise leave habitation without it Listening to unite with their hearts use your ears 43 petulance take this breeding and love it optimistic attitude if you swear you can, you can job solving you sanctimoniousness letyour problems be a problem Relationships if you get along they will go along Resposibility if you routine carry the crackpot you wont lead theteam Security competence never compensates for peril Self-discipline the first person you lead is you