AIIM
In Search of Leadership
Studies say integrity is the most important leadership characteristic Also called authentic leadership
Individual acts with sincerity Has a higher moral capacity to judge dilemmas
Sir Richard Branson is often cited as a role model for the new leadership. I've got people all over the world and it's up to me to let them test and prove themselves, says Branson.
MANAGEMENT
Initiates Focuses on things Operational plans Improve the present Tight control Subordinates Efficiency Asks how and when Process and system Servers top managers
LEADERSHIP
Originates Focuses on people Vision Create the future Empower Associates Effectiveness Asks what and why Ideas and people Serves customers
Source: Adapted from Bolton, B. More than ever, IS needs leaders. Computerworld: Leadership Series, May 19, 1997,1-11; Robinson, G. Leadership versus management. British Journal of Administrative Management, January/February 1999, 20-21; Parachin, V.M. Ten essential leadership skills. Supervision, February 1999, 13-15; Bennis, W.,. and Goldsmith, J. Learning to Lead: A Workbook on Becoming a Leader. Reading, Mass.: Perseus, 1997.
Perspectives of Leadership
Competency Perspective
Implicit Leadership Perspective Behavior Perspective
Leadership Perspectives
Transformational Perspective
Contingency Perspective
Integrity
Drive
Leadership Motivation
Self-Confidence
Intelligence
Transactional leaders
Ubuntu Leadership
Ubuntu is that profound African sense that each of us is human through the humanity of other human beings, explains former South African president Nelson Mandela (shown here). The ubuntu value system provides a framework for leading others in Africa.
Trust is even more relevant for leaders now, and personal integrity is the bedrock Leader and followers unite around a shared vision Humility that conveys absolute assurance but acknowledges a leaders equality can be inspiring
External causes:
* Improper equipment * Inadequate resources * Poor workflow
5,5
Road
Facilitate Style
Leader presents problem to team, acts as discussion facilitator, and seeks concurrence.
Delegate Style
Leader permits the team to make decision.
CONTINGENCY VARIABLES
Group atmosphere Task structure Leader position power
CONTINGENCY VARIABLES
Readiness level of team members
CONTINGENCY VARIABLES
Seven situational variables
Do Leaders Matter?
Leadership Irrelevance
Leadership may be irrelevant for many organizational outcomes.
Leadership Substitutes
Leader success depends on the characteristics of the
Right
Situation:
Situational Favorableness
Group Performance
=
Leadership Style
Situation:
Strong Weak
Strong Weak
Strong Weak
Strong Weak
Relationship-Oriented Leader
1, 2, 3, and 8.
Relationship-motivated leaders have the strongest positive effect in situations 4 through 7.
situational factors.
Team Competence Team Expertise TeamSupport Likelihood of Commitment Leader Expertise Importance of Commitment Decision Significance
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H H Problem Statement
Source: Vroom, V. New developments in leadership and decision making. OB News, Briarcliff Manor, N.Y.: Organizational Behavior Division of the Academy of Management, headquartered at Pace University, spring 1999, 5. Copyright Victor Vroom, 1998.Used with permission.
Decide
Decide
Decide
Decide
Facilitate
Facilitate
Delegate
Delegate
Leader Expertise
Likelihood of Commitment Team Support Team Expertise Team Competence
Implications of the Vroom-Jago Leadership Model Model is consistent with knowledge about group and team behaviors. With correct diagnosis, leaders can more easily
Leadership Styles
Directive Supportive Participative Achievement-Oriented
Outcomes
Subordinate satisfaction Subordinate performance
Environmental Contingencies
Task Structure Formal Authority System Primary Work Group
Supportive
Participative
Achievement-oriented
Path-Goal Contingencies
Employee Contingencies Skill/Experience Locus of Control
Directive Supportive Participative Achievement low external low external high internal high internal
Environmental Contingencies
Task Structure Team Dynamics
Directive
Leadership Styles
Supportive
being friendly and approachable
Participative
allowing input on decisions
Achievement-Oriented
setting challenging goals
RELATIONSHIP ORIENTED
Very high
High
Low
Very low
Leadership Styles
Telling (R1) Selling (R2) Participating (R3) Delegating (R4) high task behavior low relationship behavior high task behavior high relationship behavior low task behavior high relationship behavior low task behavior low relationship behavior
Decision Styles
AI AII CI
CII
GII
Share problem Share problem, with group, get ideas from get ideas. individuals. Make decision, Select a which may or solution may not reflect yourself. input.
Share problem with group. Together tries to reach a solution. Leader acts as facilitator.
Aristotles Leadership
ETHOS (Appeal to their character) PATHOS (Appeal to their emotions) LOGOS (Appeal to their reason)
Intellectual Stimulation
Encouragement given to followers to be innovative and creative.
Idealized Influence
Behaviors of transformational leaders that followers strive to emulate or mirror.
Individualized Consideration
Special attention paid by a transformational leader to each followers needs for achievement and growth.
Trustworthy
Transformational Leaders
Thoughtful Considerate
Confident