Leadership is a wide field of discussion which is associated with both flops and also good outcomes. In this paper, different theories and leadership styles are looked into. The shortcomings of leadership are also clearly outlined with well definitive traits, theories, and styles. The strategies that could be applied to overcome the shortcomings are also well articulated in this paper.
Personally, leadership is a wide field which needs a lot more of study and research to understand fully. Interests in the understanding of the psychology behind the leadership skills and traits have gone up over the past millennium. Some of the basic theories may include great man’s theory, transformational leadership, behavioral leadership and other more theories. Each and every leader has in one way or another his strengths and weaknesses. Leadership is usually inborn as according to the trait leadership theory also supported by the great man theory. (Cherry, 2016, p. 23)
Leaders have to be exemplary and have visions for the teams or organizations they lead. When the leader becomes a problem rather than strength to the team he is leading, then it is very obvious that the leadership will eventually cost the organization negatively. For instance, the Dr. Death Mr. Patel causes a lot of deaths, but it takes a long time for him to be dealt with. This could have caused a big problem if it was no intervened by the administration of the hospital.
Leadership is a very hard field to thrive in and needs a lot of personal sacrifices and more commitment than those in the team. A good leader has to have good personal attributes such as kindness, humility, garrulity and many other positive personal attributes. Integrity is one of the most key personal attributes each, and every leader should possess. The consistency of the actions of the leader, His values, leadership methods and the outcomes from the leadership should be very outstanding. (Michael, 2016, p. 12)
It only takes a good leader to do a good to do the right thing and in the right way without regarding of the people surrounding the leader or the situation the leader is in. People who have integrity are incorruptible, and once a leader is incorruptible, it is very hard for failure to be expensed. Each and every human being has a conscience and thus can make a difference and choose between good and bad. Establishing a code of ethics in an organization is essential for any leadership. (Hopkin, 2012, p. 45)
It’s also good to understand that leadership and management is one thing in some contexts but also have some distinctive variations. Leaders have people following them and looking unto them as role models and therefore need to be it at personal best always. On the other hand, a manager can be a leader, yes, but it is not that much mandatory. This is simply because managers have a series of employees who are answerable to them and do not necessarily look for guidance from them.
The behavior of a leader also is a key and essential part of a good leader. The behavioral psychology of a leader matters and is what creates the leader. However, there are some conditions through which a leader can be molded through learning and associating with his or her environment. (MindTools, 2016. p. 34)
Mostly, many people do associate the observable behavior of people as their leadership capabilities. It is, however, clear to me now that not only the observable behavior is to be based on but if so then it should be done within the limits of the leader’s physical capabilities. Leaders also need to learn both from their minors and from their fellow leaders, and this can be well achieved through associations and engagements with the team or organization.
Reflecting and looking deep into the issue of Dr. Death, it is evident that the leadership of the hospital failed. Why make the allegations? Dr. Death bonded with the leadership of the hospitals. The fact that he performed surgeries that were beyond the capability of the hospital’s resources means that the hospital was only interested in the money that the doctor was making for it. A good leader puts the interests of the people he serves first; in this case, such failed to happen. There were complaints about the behaviors of the doctor. But how did the leadership of the hospital handle it? It took the back seat and did nothing.
The position of Dr. Patel in the hospital also qualified him to be a leader. But, he used his leadership position in a bad way. For example, the “don’t care” attitude and the sexual harassment acts show what kind of a leader Dr. Patel was. An effective and disciplined leader does not take advantage of the people below him or her. Instead, he tries to help them and make their working condition conducive (Boss, 2016, p. 56). From my perspective, the issue of Dr. Death touches on two leadership flaws. The first flaw is about the leadership of the management and the second flaw is the leadership of the doctor.
Challenges of Leadership
Inspiring others: it’s always the work of every leader to make sure his or her team or the people he is leading are under great inspiration coming from him or her. However, it should be noted that it is a very hard task to motivate others and make them comfortable. Satisfying the normal human being sometimes can become hectic sometimes since not most people are positively responsive towards leadership motivational stances. Sometimes leaders do faulty things which make them go slow on motivating their motivational purpose. (William Gentry, 2015, p. 23)
Leading a team: the actual leadership skills execution is one hell of a nutcracker to many leaders. The building of a team, ensuring that its development is consistent and the management of the whole team is also a big problem since all of this only happens when there is harmony. If there lacks harmony in the team, then execution of such leadership duties becomes a problem.
Guiding change: it is always a challenge for one to understand, manage and mobilize change. Sometimes such milestones to be achieved need a lot of consultation among members of the team and the leader. For a leader to come up with a streamlined criterion through which he or she can create a conducive environment that will provide for sufficient change to occur then a lot is to be put at stake. It is not just as easy as presumed by some. (Boss, 2016, p. 12)
Managerial effectiveness: Leaders in one way or the other are managers of their respective teams they lead or the people they practice jurisdiction on. It is always coming up with effective and efficient relevant managerial skills. Another problem is coming up with strategic thinking that could foster great management and be time conscious in the management of the team. Being effective also in the management of the team is also a big challenge especially among the new and young leaders.
Development of the employees or team members: mentoring of team members and at the same time monitoring them is a big challenge. Being focused on the people under you listening to them, looking after them, looking after their needs and at the same time involving them in the day to day leadership of the group is a challenge. Not all of the team members will be pleased by the actions of the leader, and hence it’s not easy to satisfy the whole lot. In addition to that coaching of the team members as a leader too is another big challenge to keep up with. (Fallon, 2015, p. 43)
Some strategies can be laid in place by various team leaders to ensure effective and efficient leadership is achieved. Some of them are outlined below.
Set goals: being proactive in the setting of the goals of the group or the team is ideal for dealing with the leadership weaknesses demonstrated above. The goals should be reasonable and should have timelines and deadlines.
More: delegating of some of the less important work by a leader can be very productive at times. It allows the team members to take ownership of their duties and hence to make them more responsible. This usually fosters additional energy in the team leading it to prosperity.
Ability to challenge: one should not shy off from challenging the status quo and doing things differently. Having the courage of thinking outside the box adds more leadership qualities into the leader and thus makes his or her leadership exemplary.(Robertson, 2016)
Inspiration: be an inspiration to the people you lead. Make everyone feel loved and lively in the team and also make sure that each of them understands their role in the team. Make sure that each and every time you engage them you are in one way or another inspiring them. Know where you want your team to be in the future and enroll every member in creating the path for the future. (Posner, 2017, p. 17)
Specific value: work and put more emphasis on the tasks that maximize that unique value in you. Do not take the whole load of the group and put it on your shoulder. Do the most specific duties, the ones that deserve your attention. The little rest errands delegate them to the other team members.
Gain more clarity: be precise in your information laying to the group members. Keep the team informed of what is being done, how it is being done and why it is being done. Give them a share of the blueprint of the team and always share the stepping stones you encounter in the way. (Phang, 2014, p. 21)
Integrity and honesty are one of the key essential attributes of a good leader. These are the two most powerful attributes a leader can ever possess. They are the attributes of a leader that make the people below you to have faith and believe in you. It makes them go easy on buying the ideas and the journey you are taking them on. It is very easy to blame a leader for some faults that do happen in the organization or team, but it is a very difficult task taking on the leadership mantle. It is, therefore, good to conclude that leadership is an inborn trait because making a leader out of anyone is not a simple task. Though leadership can be taught the inborn leadership trait is better off.
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William Gentry, S. Z. (2015, April 2). The Challenges Leaders Face Around The World. Retrieved from CCL website: www.ccl.org/wp-content/uploads/2015/04/challengesleadersface.pdf