1. Understanding management and leadership

2. What is Management Planning Organizing Directing /Coaching Controlling
Management is the name of a process which involves following steps
Planning
Organizing
Directing /Coaching
Controlling
In order to get the task completed from people

3. What is leadership? Leading people 2. Influencing people
3. Commanding people
4. Guiding people
Leadership is influencing people to get the job done

4. Who is a leader A leader is someone who has the vision
A leader is some one who is capable of inspiring
others So that his visions becomes common goal
A leader is some one who is able to form team out
Of a group to achieve task which would be out of reach
If they worked individually
A leader is one who takes his people from where they
are to where they have never been

5. Examples of good Leadership
Mother Teresa-she had many followers
Gandhi Ji-
People had full trust in him, they followed him blindly
Russi Modi, CMD Tata steel ,in his tenure there was no labor problem excellent leader &excellent manager
Nelson Mandela-excellent leadership

6. Leaders are made rather than born
The most dangerous leadership myth is that
leaders are born…there is genetic factor to
leadership.
The reality is that leaders are made rather
than born.
Leadership is a pure management skill which
can be learned and perfected by practice

7. How important is a leader?
In most cases, people will perform at about 60% of their potential with no leadership at all
Thus, an additional 40% can be realized if effective leadership is available
Leadership can change shape of an organization
or area or region

8. Manager vs. Leader
A leader may not be a manager—example Gandhiji was a good leader but he was not a manager
A good manager has to be a manager and a leader both in order to perform his duty….example Russi Modi (M.D of Tata Steel) is an example of excellent manager and excellent leader, during his tenure Tata Steel never faced labour problem

9. Managers vs. Leaders Managers Leaders Follows the rules
Manager administrates
Focus on things
Do things right
Plan
Organize
Direct
Control
Follows the rules
Leaders
Leader innovates
Focus on people
Do the right things
Inspire
Influence
Motivate
Build Team
Shape people

10. Difference between manager and leader
Managers use authority to manage results from employees
Manager says-you have to do this
A manager has to be a manager and leader both in order to perform
his duty
Leaders use their influence to create followers to get the job done
Leader says-we have to do this
A leader may not be a manager (example Gandhi Ji)

11. Basic process of management
Understanding how it is done by manager and how by leader
Planning
Organizing
Directing
Controlling

12. Planning Leader Creates vision Manager Planning Devises strategy
in consultation
With people
Sets direction
Manager
Planning
Budgeting
Sets targets
Establishes detailed steps
Allocates resources

13. Organizing Leader Manager Gets people on board for strategy
Creates structure
Job descriptions
Staffing
Hierarchy
Delegates
Training
Leader
Gets people on board for strategy
Communicates with
people to make
decision
Networks

14. Controlling Leader Manager Motivate Implements control systems Inspire
Performance measures
Identifies variances
Fixes variances
Leader
Motivate
Inspire
Creates sense of accomplishment

15. Directing Work Leader Manager Empowers people to take decision
Cheerleader, puts fire in people
Manager
Solves problems
Negotiates
Brings to consensus

16. Qualities Of A Leader Humanity Vision Charisma Expertise Integrity
Focus
Empathy
High Expectations
Persistence

17. Types Of Manager & their impact
The ‘ Autocratic leader ’

18. Types Of Manager & their impact
The ‘ Pace setting leader ’

19. Types Of Manager & their impact
The ‘ Authoritative leader ’

20. Types Of Manager & their impact
The ‘ Affiliative Leader’

21. Types Of Manager & their impact
The ‘Coaching Leader’

22. The ‘ Autocratic Leader ’
Demand
Immediate Compliance
Axiom
‘ Do What I Tell You? ’
Style
Confrontational
Climate
Negative Impact
Usefulness
Useful Only In Crisis, Useful in Dealing With Difficult Employees

23. The ‘ Pace - Setting Leader ’
Demand
High Standards For Performance
Axiom
‘ Do As I Do, Now ? ’
Style
Energetic Behavior
May Lapse Into Micromanaging
Climate
Negative Impact
Usefulness
Gets Quick Results From A Highly Motivated & Competent Team

24. The ‘ Authoritative Leader ’
Demand
Focus On The Mission
Far Reaching Vision
Axiom
‘ Come With Me ’
Style
Build Confidence in people,
Mobilize People
Climate
Positive Impact
Usefulness
Very Effective Style,
Excellent Results

25. The ‘ Affliative Leader ’
Demand
Focus On People
Axiom
‘ People First ’
Style
Evolve Emotional Bonds
Create Harmony, Builds excellent team, develops people
Climate
Positive Impact
Usefulness
Very Effective Style
Excellent Results

26. The ‘ Coaching Leader ’ Demand Focus On Future Axiom ‘ Try This ? ’
Style
Development people Through Training
Climate
Positive Impact
Usefulness
Very Effective Style
Excellent Results

27. Situational leadership
Manager has to apply
different style of leadership in
different situation
In order to manage people
manager have to learn all styles
of leadership
No style of leadership is good or bad, all
styles are good proved they are applied
in right situation, a manger has to really learn
which style of leadership should be applied in
which situation

28. Balancing Leadership & Management
(weak)
(strong)
strong
SURVIVE
strong
THRIVE
Right focus
Too little control
Poor discipline
good performance
Good motivation
Balance control
Both processes and people
Supported
Excellent performance and excellent discipline
LEADERSHIP
DIE SLOWLY
DIE QUICKLY
weak
No focus
No big picture
Out of control
No processes or systems
Poor performance
Poor motivation
Aiming for perfection
Little delegation or
empowerment
Good discipline/ control
Average performance
Poor motivation
(weak)
MANAGEMENT
(strong)
(weak)

29. Balancing management &leadership
Managers should use right balance
of management and leadership
depending upon the situation, in
order to ensure performance
Only management-no leadership
Only leadership-no management
Management
Leadership
De Motivation
Poor Control

30. Learning which leadership style should be adopted in which situation

31. Autocratic Leadership Style
The classical approach
Manager retains as much power and decisionmaking
authority as possible, there is little or no delegation
Does not consult staff, nor allow to give any input
Staff is expected to obey orders without receiving any explanations
Leader follows structured set of rewards and punishments

32. Autocratic Leadership Style
Greatly criticized during the past 30 years
Gen X staff highly resistant
Autocratic leaders:
Rely on threats and punishment to influence staff
Do not trust staff
Do not allow for employee input
Allows little or no delegation
Focus is results not people
Go for micro managing

33. Autocratic Leadership Style
Sometimes the most effective style to use
When:
New, untrained staff do not know which tasks to
perform or which procedures to follow
Effective supervision provided only through
detailed orders and instructions
Staff do not respond to any other leadership style
Limited time in which to make a decision (crisis management)
A manager’s power challenged by staff
Work needs to be coordinated with another
department or organization
Discipline is the issue

34. Should not be used When: Staff become tense, fearful, or resentful
Staff expect their opinions heard
Staff depend on their manager to make all their
decisions
Low staff morale, high turnover and high
absenteeism.

35. Bureaucratic Leadership Style
Manages “by the book¨
Everything done according to procedure or policy
If not covered by the book, referred to the next level
above
A police officer not a leader
Enforces the rules

36. Most effective When: Staff performing routine tasks over and over
Staff need to understand certain standards or procedures.
Safety or security training conducted
Staff performing risky tasks that can not be left to staff alone.
When 100% implementation of strategy is desirable

37. In-effective When: Work habits form that are hard to break,
especially if they are no longer useful
Staff lose their interest in their jobs and in
their co-workers
Staff do only what is expected of them and
no more (staff is demotivated and needs motivation)

38. Democratic Leadership Style
Also known as participative style where leader
encourages staff to be a part of the decision making, and the leader consults employees for making a decision
Keeps staff informed about everything that affects their work and shares decision making and problem solving responsibilities.
Allows delegation to the staff

39. The democratic leader
Develops plans to help staff evaluate their own performance
Allows staff to establish goals
Encourages staff to grow on the job and
be promoted
Recognizes and encourages achievement
For democratic leaders focus is people

40. The democratic leader Not always appropriate
Most successful when used with highly skilled or experienced staff or when implementing operational changes or resolving individual or group problems

41. The democratic leader Most effective When: Manager
Wants to keep staff informed about matters that
affect them.
Wants staff to share in decision-making and problem-solving
duties.
Wants to provide opportunities for staff to develop a
high sense of personal growth and job satisfaction.
Wants a large or complex problem that requires lots of
input to solve
Wants that changes must be made or problems solved that
affect staff
Want to encourage team building and participation

42. Democratic leadership
should not be used when
Not enough time to get everyone’s input
Easier and more cost-effective for the manager to make the decision
We Can’t afford mistakes
Manager feels threatened by this type of leadership
Staff safety is a critical concern
Staff is indiscipline
When we have to manage crisis
When we need quick results

43. Laissez-Faire Leadership Style
Also known as the “hands-off¨ style
The manager provides little or no direction
and gives staff as much freedom as possible
All authority or power given to the staff and
they determine goals, make decisions, and resolve problems on their own
There is no guidance provided by the leader

44. Laissez-Faire Leadership Style
An effective style to use …
Staff highly skilled, experienced, educated and self motivated
Staff have pride in their work and the drive to do it successfully on their own
Outside experts, such as staff specialists or consultants used
Staff is old employee, trustworthy and experienced

45. Laissez-Faire Leadership Style
Should not be used …
When Staff is new, in experienced and feels insecure at the unavailability of a manager
The manager cannot provide regular feedback to
staff on how well they are doing
Managers unable to thank staff for their good work
The manager doesn’t understand his or her
responsibilities and hoping the staff cover for him or
her

46. Determining the Best Leadership Style
Should leaders be more task or relationship (people) oriented ?
Every leader has a dominant style, one he uses in a wide variety of situations
No one best style - leaders must adjust their leadership style to the situation as well as to the people being led
Many different aspects to being a great leader, is a role requiring one to play ,many different leadership styles, to be successful

47. What Sort Of A Leader Are You ?
Now discover the leader
Inside
you

48. Wishing You
The Very Best
Of leadership