Leadership How Can Leadership Programs Be Measured

Leadership How Can Leadership Programs Be Measured



Perk up your presentation with these facts of​ leadership.

This article on leadership aims at​ providing you with all the​ necessary matter you will need to​ understand more about leadership. So read it​ well.

Leadership matters. Any one person may have an​ effect on the​ behavior of​ others at​ any time. the​ nature and​ intent of​ that effect determines the​ influence, direction and​ outcome of​ leadership. Organizations depend on leadership for​ direction, momentum and​ a​ plan for​ sustainable success. How do we recognize leadership exists? How do we develop leadership? How can leadership be measured? These are questions this article seeks to​ explore.

How do we recognize leadership or​ know that it​ exists? Generally, leadership is​ defined by characteristics and​ results. Yet formal leadership development nearly always focuses exclusively on characteristics, relying on hope that results will ensue. Unfortunately, leadership is​ seldom really measured beyond an​ intuitive or​ anecdotal approach.

Never be reluctant to​ admit that you don’t know. There is​ no one who knows everything. So if​ you don’t know much about leadership, all that has to​ be done is​ to​ read up on it!

For example, a​ person in​ a​ leadership role is​ deemed "successful." We want to​ replicate the​ leader's success, so we try to​ replicate the​ characteristics, skills, values, competencies, actions and​ behaviors of​ the​ leader. We edify and​ attempt to​ emulate these qualities in​ others, but we seldom get the​ same results. Corporate America is​ full of​ "competency-based" leadership development programs, what one might call the​ "injection-mold" approach. Competency-based leadership development has an​ effect on organizational culture, no doubt, but not always the​ desired effect. Leaders who somehow "measure up" to​ the​ desired competencies do not always produce desired results.

Ultimately, producing results is​ the​ reason we study leadership, the​ reason we seek to​ develop leaders, the​ very reason we need leaders. So it​ stands to​ reason that leadership also has been measured based on the​ results produced, regardless of​ how those results were achieved. We need look no further than Richard Nixon or​ Kenneth Lay to​ recognize the​ down side of​ such one-dimensional measures.

Getting information on specific topics can be quite irritating for​ some. This is​ the​ reason this article was written with as​ much matter pertaining to​ leadership as​ possible. This is​ the​ way we aim to​ help others in​ learning about leadership.

The leader's role is​ to​ establish the​ conditions (the culture, the​ environment) under which others can take right action to​ achieve desired results. "Desired results" are best defined by the​ vision, mission, values and​ goals of​ the​ team or​ organization. Therefore, leadership is​ best measured by the​ how well followers execute the​ vision, mission and​ goals while "living out" the​ desired values. This leads us to​ a​ new premise: that leadership should be measured by the​ results produced and​ how they are produced, as​ so often stated. However, there is​ a​ critical third element, that is, by whom are the​ results produced. if​ it​ is​ the​ leader that produces the​ desired results, then this should rightfully be attributed to​ individual action without any contributing effect from the​ behavior of​ others.

There is​ an​ obvious link between communication and​ leadership -- the​ basic reason for​ communication and​ for​ leadership is​ to​ prompt some form of​ behavioral response or​ action. Leaders must communicate by speaking, listening, reading, writing and​ action. Leaders produce results and​ as​ other authors have stated, "Leaders get results through people." Follower behavior, not leader behavior, defines leadership. This might lead one to​ argue, wrongly, that there is​ little difference between leadership and​ coercion. Coercion, or​ creating an​ environment using fear or​ incentives as​ motivational tools, may work temporarily yet is​ seldom sustainable. Performance declines, conflict ensues or​ people leave.

Using the​ intuition I had on leadership, I thought that writing this article would indeed be worth the​ trouble. Most of​ the​ relevant information on leadership has been included here.

Ultimately, the​ brand of​ leadership we seek in​ contemporary life is​ best defined, developed and​ measured based on whether intended results are achieved, how they are achieved, the​ value of​ these results to​ others, and​ whether followers take discretionary action to​ achieve the​ leader's vision, mission and​ goals. Leadership depends on the​ achievements of​ followers. Leadership development must be tied to​ intended results of​ those who are lead more than competency sets of​ those who lead. Evidence of​ effective leadership can be found in​ the​ daily attitudes and​ habits of​ followers. Ultimately, leadership can be measured by the​ achievement of​ discretionary goals by followers

All this matter was written with passion, which led to​ the​ speedy completion of​ this writing on leadership. Let this passion burn for​ some time.




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