Leadership management really plays a fundamental role in determining whether or not organisations will be successful. It actually combines the art of guiding people and the science of planning and controlling resources effectively to realise the goal. In fostering motivation in the workforce, visioning to achieve success, and leadership management ensures results achieved short term as well as sustainability. This will open all doors to your capabilities through our Developing Leadership Programmes course. You will then be able to lead your team.
Leadership management is such an integrated confluence of two important functions-leadership and management. A management leader inspires people and guides them towards a goal while also planning for, organising, and executing tasks to achieve objectives in terms of this function. Therefore, these functions together cause successful balance in the organisations.
Key Features of Leadership Management:
Visionary Thinking: Developing and aligning a robust vision to see the team into fruition.
Decision-Making: Balancing the act of seeing the evidence, weighing alternatives with risk and opportunity costing.
People-Centric Approach: Motivate, coach, and support employees.
Strategic Planning: Setting priorities and managing resources effectively.
Efficient management refers to planning, organising, leading, and controlling resources in pursuit of organisational goals effectively and efficiently. The successful modern organisation depends on effective management. It ensures that efforts are aligned with objectives and that most of the resources are appropriately utilised.
Key Elements of Effective Management:
Effective managers specify goals that are specific, measurable, achievable, relevant, and time-bound . These objectives provide direction and priority for teamwork.
Planning is the process of setting out what must be done, the resources necessary for it, and the steps that should be taken to attain a goal. Good managers predict challenges and plan contingencies to take care of them.
With much of the above principles in place, a strong emotional aspect of management kicks in. It is mostly effortless to use management skills when teamwork is highest, division is least, and morale is good. Effective leaders create cultures of trust and collaboration within their groups.
Communicating clearly and openly is indispensable. It's the clear job description, responsibility, and expectation that a manager should make sure that any team member understands. Approachability is necessary for bringing feedback and questions.
If applicable to the task, delegating it to a suitable person enables managers to concentrate more on higher responsibilities. This empowers employees with the feeling of ownership and responsibility.
In today's highly competitive environment, effective leadership management is quite inevitable to organisations. This is how it happens:
Encourages innovation: Strong leadership creates an open environment where creativity and innovation can emerge, which makes it easy for organisations to adapt and grow.
Enhances employee engagement: Inspirational leaders build a culture of trust and motivation that translates to improved productivity and job satisfaction.
Ensures Goal Alignment: Confined to fulfilling the objectives of the organisation, individual effort as well as collective effort has to project into the same direction.
Improves decision-making: Clear direction is provided by leadership with management ensuring the execution of decisions.
Builds organisational resilience: Great leadership management empowers organisations to face challenges or uncertainties with confidence.
Leadership management styles a key aspect of leading as management functions that are fundamentally leading such as guiding, motivating and managing teams or individuals under an organisation by the representative of a certain approach to leadership. Different styles have different effects depending on how they fit into or relate to the goals of the organisation, culture, and characteristics of specific members. Here are some significant types of leadership in management:
Here, the order is given or understood without any voice cons feedback . Such strict, dogmatic orders are required in situations requiring immediate attention and very strict discipline, while they tend to drive employees down to the bottom in morale and skills due to an absence of any say in decision-making.
Democracy implies that final authority rests within the democratic leadership but that the democratic leader also involves the team members in the entire process of decision-making. All efforts made by a team would therefore mean an active participation in innovations and an improvement of higher engagement. Indeed, while they make creations possible, they would slow down decisions, definitely making them less suitable during emergencies.
Transformational leaders will, thus, tend to aim at inspiring or motivating their team to reach their full potential and be open to change. This encourages innovation and is highly vision-centered, however, some of the long-term goals may take away priority at the cost of a short-term present need.
Transactional leadership is task-centered and organises activities strictly between commands of reward and punishment that make the performance dependent on these. It clearly distinguishes what is expected and suffixes concerning routine affairs. The limitation of creativity and the hindrance for long-term developability stems from the inflexible manner which only focuses on compliance.
Situational leaders alter their leadership style according to the needs of their teams and the circumstances. Thus, this type of leadership is ideal for versatile and quick-changing environments. It also requires a contestant understanding of team dynamics, which proves to be even more challenging for a leader.
The visionary leader channels energy into creating an inspiring long-term vision and alignment within the team to achieve that vision. Innovative and transformative, they excel in these two areas while sometimes neglecting operational details and immediate concerns since they are focused on large goals.
The leader in this type will support the conduct of his subordinates making him friendlier to solve their issues. He will build solid relationships and will raise their morale.
It is such a leader who engages the participation of the subordinates and consults them before making a specific decision. He asks them to contribute their suggestions and opinions regarding possible problems and solutions, as they are the ones closest to the workplace who would know the best about its problems, before making a decision.
Leaders who serve have a leadership philosophy that prioritises the development of their employees and the well-being of their people. This includes building trust and a supportive working environment in which such values flourish. Besides having high morale and loyalty, this model may slow down decision making and may, at times, undermine an authority's clout.
Leaders take influences from a mixture of personal characteristics, the authority of position, and the connection made by them with people in their teams. These sources recognise levels of motivating, directing, and inspiring others. The premier sources of a leader's influence are:
Leaders often have formal powers of positions within that organisation, manager, director, or CEO. This gives them the authority to make decisions, allocate resources, and promulgate rules in the organisation. Certainly a strong source of influence, positional authority is unable, however, to function optimally without being combined with other sources such as respect and expertise.
A leader's knowledge, skills, and experience in the field will help sway the rest of the team. If the leader shows a high level of competence, the team is apt to trust and be agreeable to follow the decisions made by the leader. As in other areas of expertise, credibility, a key aspect, builds respect and confidence.
Good bonding with members of a team translates to power. Leaders manifest empathy, listen and have the interests of their teammates in mind and create trust and loyalty. This kind of nexus between workers will place them in a positive environment where they can feel supported or engaged.
To give rewards, for example, promotions or bonuses or just recognition, is another way by which a leader can exercise his authority. But this has to be well coined because using reward alone sometimes demotivates a person in terms of intrinsic work, in the long run, the outcome will vary, and hence the motivation would be depriving.
Formal authority does not usually determine who gets to be a leader, as most leadership occurrences outside formal authority come from informal and non-obviously stated ones. The ability to network and use the lessons learned in organisational dealings to get people behind or support an idea makes the use of informal authority very effective. This kind of authority relies on respect, reputation, and interpersonal skills.
Leadership management plays important parts in successful organisation, vision, strategy, and people-centric approaches for guiding teams effectively. Right leadership style is the basis of innovation, employee engagement, and alignment of efforts to organisational goals. All these influence sources can be used together by leaders in inspiring you to bring trust, motivate your teams, and thrive sustainable growth. Whether it is visionary thinking, strong relationship, or strategic decision-making, it is leadership management that shapes the future of organisations.
The British Academy for Training and Development has a wide array of Developing Leadership Programmes that teach you everything to master these skills and turn you into an impactful leader.