“all-important excellent leadership skills”

This is far more complex than it actually sounds. Good communication skills are essential for a great leader. You may very well understand the cave of crazy that is your brain, but that doesn’t mean that you can adequately take the ideas out of it and explain them to someone else.
Sharp perception: Do you know how people really perceive you? Effective leaders do. They have an easy level of honest communication with their teams and their peers, and a thorough understanding of how they are perceived. Testing others’ perception of you can be as simple as observing their behavior. Are your co-workers and team members relaxed around you? Does all conversation stop when you enter the room? 
Patricia Gray, principal at Balboa High School, says that she spent two to three hours a day observing in classrooms and talking with teachers during her first several years as principal. Principal Weiner notes that many teachers initially objected to the hours he spent observing in classrooms at Alvarado, but he quickly found that the best teachers were eager to work with him to improve their teaching.
Exude Confidence – Many great leaders have an air of confidence, make decisions quickly and are unafraid of risk. These things can’t happen if you’re hindered by doubt or feelings of inadequacy. Take the steps to build your confidence, which can give you greater control over your career.
That’s what a leader needs – constant feedback. You need feedback to be a leader at work, otherwise you are “feed-own” (I just created that word to mean feeding yourself) and you will go hungry soon. With no new ideas, a leader dries up.
None of the above assets will work for a leader if she can’t speak or write in a way to convince others that they should along, join the team, get on board. All the above gets to the old adage that a leader knows how to do the right thing and a manager knows how to do things right. But a leader has to be a manager, too. I don’t think these skills and abilities can be separated out very easily. Both need to be in the mix.
Occasionally, the leader is the person who is in charge, the founder of the business, the CEO, the president or department head. Leadership qualities combined with positional power magnify the ability of an individual to attract and retain the all-important followers.
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Ford’s (F) miracle worker saved the company without resorting to bankruptcy or bailouts by doing what previous leaders had tried and failed to do: change Ford’s risk-averse, reality-denying, CYA-based culture. After earning $7.2 billion of profit last year — far more than General Motors (GM) or Chrysler — the company paid its 47,000 UAW workers a record $8,800 each in profit sharing.
A variety of leadership behaviors are expected to facilitate these functions. In initial work identifying leader behavior, Fleishman (1953) observed that subordinates perceived their supervisors’ behavior in terms of two broad categories referred to as consideration and initiating structure. Consideration includes behavior involved in fostering effective relationships. Examples of such behavior would include showing concern for a subordinate or acting in a supportive manner towards others. Initiating structure involves the actions of the leader focused specifically on task accomplishment. This could include role clarification, setting performance standards, and holding subordinates accountable to those standards.
Ask for feedback. It’s important to ask for feedback after you’ve wrapped up a project, set up guidelines during a meeting, or you have thrown a charity event. You can do this without scaring your employees. Simply ask through email, or send an anonymous survey to them.
Ability to Motivate. Leaders don’t lead by telling people what they have to do. Instead, leaders cause people to want to help them. A key part of this is cultivating your own desire to help others. When others sense that you want to help them, they in turn want to help you.
Don’t change your instructions in the middle of a project. Though some adjustments in the workplace are necessary, it’s important to not only be clear about your expectations, but to also be consistent. If you change your mind about what you want halfway through a meeting, your employees may not take you seriously, or they might be frustrated.
Identify a problem. Look around and find ways to make the world a better place. Observe your surroundings and listen to people. How can you help? What challenged has yet to be answered? What could use organization?
John Gardner is quoted to have said, “Most importantly, leaders can conceive and articulate goals that lift people out of their petty preoccupations and unite them in pursuit of objectives worthy of their best efforts.” Let that be you.
Be fun at team social events. Make sure to show up to team dinners and other social events first and to leave last. Show that you love being a leader of your team from start to finish. This will help you get to know your fellow players and to deepen your bond.
Create a team of leaders. Developing leaders across the team is developing a better team. The strongest teams are those in which more members inspire, support, challenge and hold each other accountable. Yet even in teams full of capable leaders you remain ultimately accountable. A leader’s work is never done.
My friend would do far better for himself if he simply published his book, accepted some criticisms and the fact that he didn’t immediately make the New York Times Best Seller list…and start on his second book.
So what are the qualities of a good leader? On the most basic level, leadership styles can be categorized as being manipulative, authoritative, or attractive. While all of these styles might get the job done, can you guess which one is the most effective in the long-run?
There is little point having a leader incapable of making a decision, even if it turns out to be the wrong one. Being indecisive can undermine confidence and trust. Leaders must lead, take a chance and make a decision based on the facts to hand. This is the core skill of any successful leader. Gordon Brown as prime minister lost much of the confidence of his close allies when he failed to decide to call a general election in 2007 that he could have won with ease. A lack of decision making and clarity of purpose will lead to a rapid loss of support and credibility.
This is not necessarily a bad thing but leadership involves more. To be effective, a leader certainly has to manage the resources at her disposal. But leadership also involves communicating, inspiring and supervising – just to name three more of the primary skills a leader has to have to be successful.
Sharon Harleigh has been writing for various online publications since 2008. She specializes in business, law, management and career advice. Harleigh is a proud graduate of UCLA and Loyola Law School.
Leadership also includes looking for leadership potential  in others. By developing leadership skills within your team, you create an environment where you can continue success in the long term. And that’s a true measure of great leadership.
Those born first in their families and only children are hypothesized to be more driven to seek leadership and control in social settings. Middle-born children tend to accept follower roles in groups, and later-borns are thought to be rebellious and creative [68]
The opposite of success is failure as it means to fail while trying to achieve aims or objectives. Besides this regular definition of failure it also can be said that even wealthy and successful persons fail in their lives. Just think about the rich and famous and all their scandals, addictions and suicides. All of them were extraordinary persons but a lot of them were also extremely unhappy with their lives and were not able to see the meaning of success. Wealth cannot be defined with money, but instead with values in your life that make you a happy person, such as friendship, relationships and your family.
People with vested interests (academics and those offering leadership training or literature of some sort) are convinced that it can. Many successful leaders, however, have never had any formal training. For them leadership is a state of mind, and it is their personalities and traits that make them successful leaders.
Have fair assessments. Whether you’re giving a quiz or a final exam, it’s important to make sure the assignment is fair and useful for your students. They will be better students after all of your hard work, and will thank you for being an understanding teacher and classroom leader.
If you shift your mindset into being an open, thirsty mind that is hungry for knowledge (and humble enough to accept correction), you’ll become more capable than 90% of the population to achieve massive success.
Be consistent. Though certain rules may change as your children reach a specific age, be clear about general household expectations. Make sure your expectations are the same for every sibling, so you don’t look like you’re playing favorites.
A number of works in the 19th century – when the traditional authority of monarchs, lords and bishops had begun to wane – explored the trait theory at length: note especially the writings of Thomas Carlyle and of Francis Galton, whose works have prompted decades of research. In Heroes and Hero Worship (1841), Carlyle identified the talents, skills, and physical characteristics of men who rose to power. Galton’s Hereditary Genius (1869) examined leadership qualities in the families of powerful men. After showing that the numbers of eminent relatives dropped off when his focus moved from first-degree to second-degree relatives, Galton concluded that leadership was inherited. In other words, leaders were born, not developed. Both of these notable works lent great initial support for the notion that leadership is rooted in characteristics of a leader.

One Reply to ““all-important excellent leadership skills””

  1. One of the more recent definitions of leadership comes from Werner Erhard, Michael C. Jensen, Steve Zaffron, and Kari Granger who describe leadership as “an exercise in language that results in the realization of a future that wasn’t going to happen anyway, which future fulfills (or contributes to fulfilling) the concerns of the relevant parties…”. This definition ensures that leadership is talking about the future and includes the fundamental concerns of the relevant parties. This differs from relating to the relevant parties as “followers” and calling up an image of a single leader with others following. Rather, a future that fulfills on the fundamental concerns of the relevant parties indicates the future that wasn’t going to happen is not the “idea of the leader”, but rather is what emerges from digging deep to find the underlying concerns of those who are impacted by the leadership.[92]
    Effectiveness in leadership has been attributed to (1) persuasion skills, (2) leadership styles and (3) personal attributes of the leader. We will explore these further in another article or two. Now, we will consider one critical element of leadership (influence) – love for people.
    The Law of Respect states that people naturally respect and follow leaders who rank higher than them on the leadership scale. So, if you’re a 7, you’ll be the leader in a room of 6s and below but as soon as an 8 walks in, you’ll look to them.

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