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The Disadvantages of Emotional Leaderships 

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The Disadvantages of Emotional Leaderships 

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The Disadvantages of Emotional Leadership

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There are several emotional leadership styles, all with their advantages and disadvantages. Leadership styles such as autocratic, democratic, coaching and laissez-faire leadership can be used by managers and team leaders. The key to effective leadership is to use the appropriate emotional leadership style in the right ...

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12 Different Types of Leadership StylesBusiness By Ahmed Raza November 3, 2015 95 Comments According to Research by asaecenter, leadership style is the way a person uses power to lead other people. Research has identified a variety of leadership styles based on the number of followers. The most appropriate leadership style depends on the function of the leader, the followers and the situation.Some leaders cannot work comfortably with a high degree of followers’ participation in decision making. Some employers lack the ability or the desire to assume responsibility. Furthermore, the specific situation helps determine the most effective style of interactions. Sometimes leaders must handle problems that require immediate solutions without consulting followers.What are Different Leadership Styles?We have covered 12 different types of ways people tend to lead organizations or other people. Not all of these styles would deem fit for all kind of situations, you can read them through to see which one fits right to your company or situation.1. Autocratic LeadershipAutocratic leadership style is centered on the boss. In this leadership the leader holds all authority and responsibility. In this leadership, leaders make decisions on their own without consulting subordinates. They reach decisions, communicate them to subordinates and expect prompt implementation. Autocratic work environment does normally have little or no flexibility.In this kind of leadership, guidelines, procedures and policies are all natural additions of an autocratic leader. Statistically, there are very few situations that can actually support autocratic leadership.Some of the leaders that support this kind of leadership include: Albert J Dunlap (Sunbeam Corporation) and Donald Trump (Trump Organization) among others.2. Democratic LeadershipIn this leadership style, subordinates are involved in making decisions. Unlike autocratic, this headship is centered on subordinates’ contributions. The democratic leader holds final responsibility, but he or she is known to delegate authority to other people, who determine work projects.READ  Top 15 Small Medium Business Ideas That You Can Start This YearThe most unique feature of this leadership is that communication is active upward and downward. With respect to statistics, democratic leadership is one of the most preferred leadership, and it entails the following: fairness, competence, creativity, courage, intelligence and honesty.3. Strategic Leadership StyleStrategic leadership is one that involves a leader who is essentially the head of an organization. The strategic leader is not limited to those at the top of the organization. It is geared to a wider audience at all levels who want to create a high performance life, team or organization.The strategic leader fills the gap between the need for new possibility and the need for practicality by providing a prescriptive set of habits.  An effective strategic leadership delivers the goods in terms of what an organization naturally expects from its leadership in times of change. 55% of this leadership normally involves strategic thinking.4. Transformational LeadershipUnlike other leadership styles, transformational leadership is all about initiating change in organizations, groups, oneself and others.Transformational leaders motivate others to do more than they originally intended and often even more than they thought possible. They set more challenging expectations and typically achieve higher performance.Statistically, transformational leadership tends to have more committed and satisfied followers. This is mainly so because transformational leaders empower followers.5. Team LeadershipTeam leadership involves the creation of a vivid picture of its future, where it is heading and what it will stand for. The vision inspires and provides a strong sense of purpose and direction.Team leadership is about working with the hearts and minds of all those involved. It also recognizes that teamwork may not always involve trusting cooperative relationships. The most challenging aspect of this leadership is whether or not it will succeed. According to Harvard Business Review, team leadership may fail because of poor leadership qualities.READ  50 Quotes of Barack Obama6. Cross-Cultural LeadershipThis form of leadership normally exists where there are various cultures in the society. This leadership has also industrialized as a way to recognize front runners who work in the contemporary globalized market.Organizations, particularly international ones require leaders who can effectively adjust their leadership to work in different environs. Most of the leaderships observed in the United States are cross-cultural because of the different cultures that live and work there.7. Facilitative LeadershipFacilitative leadership is too dependent on measurements and outcomes – not a skill, although it takes much skill to master. The effectiveness of a group is directly related to the efficacy of its process. If the group is high functioning, the facilitative leader uses a light hand on the process.On the other hand, if the group is low functioning, the facilitative leader will be more directives in helping the group run its process. An effective facilitative leadership involves monitoring of group dynamics, offering process suggestions and interventions to help the group stay on track.8. Laissez-faire LeadershipLaissez-faire leadership gives authority to employees. According to azcentral, departments or subordinates are allowed to work as they choose with minimal or no interference. According to research, this kind of leadership has been consistently found to be the least satisfying and least effective management style.9. Transactional LeadershipThis is a leadership that maintains or continues the status quo. It is also the leadership that involves an exchange process, whereby followers get immediate, tangible rewards for carrying out the leader’s orders. Transactional leadership can sound rather basic, with its focus on exchange.READ  Sample Thank You Email after Job InterviewBeing clear, focusing on expectations, giving feedback are all important leadership skills. According to Boundless.com, transactional leadership behaviors can include: clarifying what is expected of followers’ performance; explaining how to meet such expectations; and allocating rewards that are contingent on meeting objectives.10. Coaching LeadershipCoaching leadership involves teaching and supervising followers. A coaching leader is highly operational in setting where results/ performance require improvement. Basically, in this kind of leadership, followers are helped to improve their skills. Coaching leadership does the following: motivates followers, inspires followers and encourages followers.11. Charismatic LeadershipIn this leadership, the charismatic leader manifests his or her revolutionary power. Charisma does not mean sheer behavioral change. It actually involves a transformation of followers’ values and beliefs.Therefore, this distinguishes a charismatic leader from a simply populist leader who may affect attitudes towards specific objects, but who is not prepared as the charismatic leader is, to transform the underlying normative orientation that structures specific attitudes.12. Visionary LeadershipThis form of leadership involves leaders who recognize that the methods, steps and processes of leadership are all obtained with and through people. Most great and successful leaders have the aspects of vision in them.However, those who are highly visionary are the ones considered to be exhibiting visionary leadership. Outstanding leaders will always transform their visions into realities.WiseToast Copyright © 2018.Theme by MyThemeShop

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12 Different Types of Leadership StylesBusiness By Ahmed Raza November 3, 2015 95 Comments According to Research by asaecenter, leadership style is the way a person uses power to lead other people. Research has identified a variety of leadership styles based on the number of followers. The most appropriate leadership style depends on the function of the leader, the followers and the situation.Some leaders cannot work comfortably with a high degree of followers’ participation in decision making. Some employers lack the ability or the desire to assume responsibility. Furthermore, the specific situation helps determine the most effective style of interactions. Sometimes leaders must handle problems that require immediate solutions without consulting followers.What are Different Leadership Styles?We have covered 12 different types of ways people tend to lead organizations or other people. Not all of these styles would deem fit for all kind of situations, you can read them through to see which one fits right to your company or situation.1. Autocratic LeadershipAutocratic leadership style is centered on the boss. In this leadership the leader holds all authority and responsibility. In this leadership, leaders make decisions on their own without consulting subordinates. They reach decisions, communicate them to subordinates and expect prompt implementation. Autocratic work environment does normally have little or no flexibility.In this kind of leadership, guidelines, procedures and policies are all natural additions of an autocratic leader. Statistically, there are very few situations that can actually support autocratic leadership.Some of the leaders that support this kind of leadership include: Albert J Dunlap (Sunbeam Corporation) and Donald Trump (Trump Organization) among others.2. Democratic LeadershipIn this leadership style, subordinates are involved in making decisions. Unlike autocratic, this headship is centered on subordinates’ contributions. The democratic leader holds final responsibility, but he or she is known to delegate authority to other people, who determine work projects.READ  Top 15 Small Medium Business Ideas That You Can Start This YearThe most unique feature of this leadership is that communication is active upward and downward. With respect to statistics, democratic leadership is one of the most preferred leadership, and it entails the following: fairness, competence, creativity, courage, intelligence and honesty.3. Strategic Leadership StyleStrategic leadership is one that involves a leader who is essentially the head of an organization. The strategic leader is not limited to those at the top of the organization. It is geared to a wider audience at all levels who want to create a high performance life, team or organization.The strategic leader fills the gap between the need for new possibility and the need for practicality by providing a prescriptive set of habits.  An effective strategic leadership delivers the goods in terms of what an organization naturally expects from its leadership in times of change. 55% of this leadership normally involves strategic thinking.4. Transformational LeadershipUnlike other leadership styles, transformational leadership is all about initiating change in organizations, groups, oneself and others.Transformational leaders motivate others to do more than they originally intended and often even more than they thought possible. They set more challenging expectations and typically achieve higher performance.Statistically, transformational leadership tends to have more committed and satisfied followers. This is mainly so because transformational leaders empower followers.5. Team LeadershipTeam leadership involves the creation of a vivid picture of its future, where it is heading and what it will stand for. The vision inspires and provides a strong sense of purpose and direction.Team leadership is about working with the hearts and minds of all those involved. It also recognizes that teamwork may not always involve trusting cooperative relationships. The most challenging aspect of this leadership is whether or not it will succeed. According to Harvard Business Review, team leadership may fail because of poor leadership qualities.READ  50 Quotes of Barack Obama6. Cross-Cultural LeadershipThis form of leadership normally exists where there are various cultures in the society. This leadership has also industrialized as a way to recognize front runners who work in the contemporary globalized market.Organizations, particularly international ones require leaders who can effectively adjust their leadership to work in different environs. Most of the leaderships observed in the United States are cross-cultural because of the different cultures that live and work there.7. Facilitative LeadershipFacilitative leadership is too dependent on measurements and outcomes – not a skill, although it takes much skill to master. The effectiveness of a group is directly related to the efficacy of its process. If the group is high functioning, the facilitative leader uses a light hand on the process.On the other hand, if the group is low functioning, the facilitative leader will be more directives in helping the group run its process. An effective facilitative leadership involves monitoring of group dynamics, offering process suggestions and interventions to help the group stay on track.8. Laissez-faire LeadershipLaissez-faire leadership gives authority to employees. According to azcentral, departments or subordinates are allowed to work as they choose with minimal or no interference. According to research, this kind of leadership has been consistently found to be the least satisfying and least effective management style.9. Transactional LeadershipThis is a leadership that maintains or continues the status quo. It is also the leadership that involves an exchange process, whereby followers get immediate, tangible rewards for carrying out the leader’s orders. Transactional leadership can sound rather basic, with its focus on exchange.READ  Sample Thank You Email after Job InterviewBeing clear, focusing on expectations, giving feedback are all important leadership skills. According to Boundless.com, transactional leadership behaviors can include: clarifying what is expected of followers’ performance; explaining how to meet such expectations; and allocating rewards that are contingent on meeting objectives.10. Coaching LeadershipCoaching leadership involves teaching and supervising followers. A coaching leader is highly operational in setting where results/ performance require improvement. Basically, in this kind of leadership, followers are helped to improve their skills. Coaching leadership does the following: motivates followers, inspires followers and encourages followers.11. Charismatic LeadershipIn this leadership, the charismatic leader manifests his or her revolutionary power. Charisma does not mean sheer behavioral change. It actually involves a transformation of followers’ values and beliefs.Therefore, this distinguishes a charismatic leader from a simply populist leader who may affect attitudes towards specific objects, but who is not prepared as the charismatic leader is, to transform the underlying normative orientation that structures specific attitudes.12. Visionary LeadershipThis form of leadership involves leaders who recognize that the methods, steps and processes of leadership are all obtained with and through people. Most great and successful leaders have the aspects of vision in them.However, those who are highly visionary are the ones considered to be exhibiting visionary leadership. Outstanding leaders will always transform their visions into realities.WiseToast Copyright © 2018.Theme by MyThemeShop

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by Derrick Meador

Updated January 30, 2018

Educational leadership includes any individual in the school that has a decision-making role. These typically include the superintendent, assistant superintendent(s), building principals, assistant principals, curriculum directors, etc. These roles typically require an advanced degree. These positions are typically the top paid positions in a school district, but they also come with the most responsibility.

These people are ultimately responsible for the successes and failures of their district.

Good educational leadership defers credit and accepts blame. They are constantly visible, approachable, and genuinely listen to what other people have to say. If it can be proven to benefit students, they will generally find a way to make it happen if at all possible. Students must always be the focus of educational leaders.  In addition to those qualities, these five specific strategies help effective educational leadership shape school success.

Surround Themselves With Good People

Good educational leaders surround themselves with good people. Surrounding yourself with good, trustworthy teachers and support personnel naturally makes your job easier. Good people typically do a good job which improves the quality of education the students in your school are receiving. Hiring effective teachers and support personnel is one of the most important duties of educational leadership.

Failing to make quality hires, will create a stressful environment and ultimately has a negative impact on student learning.

Provide Support to Their Faculty/Staff

The job does not end at a good hire. Effective educational leadership provides continuous support to their faculty and staff.  They give them authentic, meaningful professional development.

They conduct regular, in-depth evaluations, filled with guiding advice, meant to help them grow and improve.  They are always willing to answer questions and offer advice and suggestions as needed.

Provide Tools Necessary for Success

Every professional has to have the proper tools to do their jobs effectively. You cannot ask a contractor to build a house without giving them nails and a hammer.  Likewise, you cannot ask a teacher to teach effectively without up-to-date technology, a quality research-based curriculum, and the essential classroom supplies relevant to the subject area.  Effective educational leadership gives their faculty and staff with the tools needed to provide their students with a quality education.

Promote Excellence Throughout the Building

Effective educational leadership recognizes and promotes excellence throughout the building. They celebrate individual and team successes. They have high expectations for every aspect of their school. They lead the charge in expecting excellence in every avenue of the school. They publicly praise great contributions from students, teachers, and support personnel.  They recognize the above and beyond and continuously let those around them know they are appreciated.

Become a Spark Plug for Improvement

Great educational leadership is never stale. They are always searching for ways to improve every aspect of their school including themselves. They never ask those around them to do anything they would not do themselves.  They get their hands dirty when necessary doing the groundwork necessary for continuous growth and improvement.  They are ever passionate, always searching, and indefinitely striving for excellence.

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•••

By Alison Doyle

Updated April 19, 2018

When companies hire for leadership roles they look for people with qualities that will allow them to successfully interact with colleagues, clients, and others in the workplace and beyond. People in leadership roles are required to put people first. Employers also look for candidates who have a high degree of emotional intelligence, patience, and a working knowledge of human resources, in order to keep both the employee and the company taken care of.

Here's a list of leadership skills and qualities for resumes, cover letters, job applications, and interviews. Skills will vary based on the job for which you're applying, so also  review our lists of skills listed by job and type of skill.

The Most Important Skills Employers Look for in Leadership Roles

Communication
Communication is about more than the basics of sharing ideas, or conveying information. For leaders, communication is the most fundamental skill he or she can possess when it comes to leading an individual, or a team. Leaders should be able to effectively communicate with individuals, and with groups. Communicating well is more than the sum of its parts.

It’s one thing to say or write something, and another to have people know exactly what you mean. A good communicator will be able to express themselves clearly, without engendering confusion or murkiness. A good communicator also understands that communication goes both ways: being a good listener is as important (or possibly more important!).

Nonverbal Communication
Being a good communicator means transcending written and verbal communication. An excellent communicator will convey a sense of openness and non-judgment, even when they’re not saying anything. Body language and general countenance can sometimes convey even more than words. Employers will often seek candidates who are intrinsically calm, open, optimistic, and positive.

These traits usually come through nonverbally.

Coaching
Managing people means supporting subordinates. The means not only enabling them to do their jobs well, but also helping them to move forward in their careers. Sometimes this means helping them improve their skillsets to become better at the nitty gritty of their work. Sometimes it means assisting them in developing their own communication styles. Whatever the work is, adopting a coaching mindset is an integral part of being a good leader. A coach encourages and supports. A coach is part cheerleader, part trainer, and a leader in a business environment should be comfortable in this role.

Directing Others
Giving direction doesn’t come naturally to every leader, but it’s an integral aspect of a leadership job. Leaders should be able to clearly and effectively formulate directions for others, and then articulate them in such a way as to convey them effectively. Subordinates should be clear on what’s expected of them. Direction often involves more than a simple, “do X by X date.” Direction can involve guidance, instruction, mentorship, planning, and keeping a positive attitude even if someone is struggling.

Relationship Building
Along with communicating and coaching, relationship building can make or break a leader.

A good leader will value relationships, and will actively work to build one-on-one associations as well as fostering healthy relationships among the community. Relationship building could be as simple as remembering certain personal details about people, and inquiring about those things every now and again. Or, it could be more purposeful, and involve out-of-work activities and team-building efforts like retreats and events. Most of all, building relationships is about authenticity, and genuinely connecting with people in a way that creates a familiar feeling, and a sense of community.

There are leadership opportunities across the board in almost every industry imaginable. If you possess some of these traits, along with good judgment, honesty, and a sense of humor, pursuing a career in leadership could be right for you.

Leadership Skills List

A - G

Achievement

Analytical

Business Development

Business Intelligence

Business Storytelling

Change Leadership

Coaching

Commitment

Confidence

Collaborating

Communication

Compassion

Competitive

Confidence

Conflict Management

Conflict Resolution

Coordination

Courage

Creativity

Creative Thinking

Critical Thinking

Decision Making

Decisiveness

Delegation

Directing Others

Emotional Intelligence

Engagement

Enthusiastic

Entrepreneurial

Evaluative

Finance

Financial Management

Flexibility

Goal Setting

Good Judgment

H - M

Honesty

Humor

Influencing Others

Initiative

Inspirational

Interpersonal

Integrity

Listening

Logical Thinking

Management

Mediating Problems

Meeting Management

Motivation

Multitasking

N - S

Negotiating

Networking

Nonverbal Communication

Open Minded

Optimism

Organization Strategies

Passion

People Development

Persuasive

Planning

Positive Attitude

Problem Solving

Producing

Relationship Building

Reporting

Recruiting

Resourceful

Respectful

Results Oriented

Scheduling

Self-confidence

Self-direction

Self-motivation

Supportive

Strategic Change

Strategic Planning

Strategy

T - Z

Taking Risks

Team Building

Teamwork

Technology

Transformation

Verbal Communication

Vision

What Can You Do with This List?

Consider strong managers that you've worked with in your field — which of the skills on this list do they have? Take a look at the job advertisements within your field as well to see which leadership skills are mentioned again and again. This type of thinking will help you know the skills you should emphasize in your cover letters, resume, and during interviews.

Reviewing this list can also give you a sense of gaps in your skills. If you don't possess one of them, ask yourself if you can or should develop it. Be realistic: No one person can have every single skill on the list. And furthermore, not all skills are meaningful in every field.

How Can You Build Leadership Skills?

You do not need to be manager-level or supervise projects or people to cultivate and demonstrate leadership skills. You can develop these skills on the job, by following these strategies:

Take initiative: Look beyond the tasks on your job description. Think long term about what would be beneficial for your department and the company. Try to brainstorm ideas and commit to doing work that goes beyond the daily routine.

Request more responsibility: While you wouldn't want to ask for additional responsibility your second week on the job, once you've been in a position for awhile, you can share with your manager that you're eager to grow your leadership abilities. Ask how you can help out - are there upcoming projects that require a point person? Is there any work that you can take off your manager's to-do list?

Target specific skills: If you have a specific skill you want to develop - whether it's creative thinking or communication - create a plan to improve your abilities in this area. This could mean taking a class, finding a mentor to help, reading books, or setting a small goal that forces you to engage with this skill. Talk to managers and co-workers, as well as friends outside of the office, to help develop your plan to increase a particular skill.

Watch Now: 8 Qualities That Make an Exceptional Leader

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Teamwork Skills for Resumes, Cover Letters and Interviews

Top 5 Employability Skills

Top 5 Life Skills for Resumes, Cover Letters, and Interviews

Why Employers Value Delegation Skills

List of Organizational Skills With Examples

Presentation Skills for Resumes, Cover Letters, and Interviews

Helpful Conceptual Skills List and Keywords for Resumes

Learn About Cognitive Skills With Examples

List of Personal Skills

Team Building Skills for Resumes, Cover Letters and Interviews

Top 10 Leadership Skills Employers Look For

Public Speaking Skills List and Examples

What Are the Most Important Skills to Learn to Become a Top Engineer?

Examples of Motivational Skills Employers Seek

Skills Needed for HR Jobs

Time Management Skills List and Examples

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Generous Leaders

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I have been extraordinarily lucky in both my professional and personal lives to have met and worked closely with some remarkably generous leaders who have served as models of great inspiration for me. And, although I would never have thought so at the time, I have been equally fortunate to have learned almost as much from the very ungenerous. I'm sure we all have known such leaders -- immersed in the study of management; familiar with every new book and case study from The Harvard Business School; able to establish model strategies and processes. The "bottom lines" of their institutions might even be enviable. But as true leaders? I wouldn't follow them anywhere. The institutional cultures they create as well as their relationships with co-workers and colleagues are nearly devoid of generosity of spirit. So, in a very non-traditional way, they too can be superb teachers!

Five years ago, after a career devoted to nonprofit management, fundraising and philanthropy I began to immerse myself in the study of generosity -- what it is, what it isn't, how it manifests and how it changes lives. The result of those years is my book Inspiring Generosity (Wisdom Publications) that was published in February. While the research and writing of the book was a great learning experience, going around the country meeting and speaking with people who want to come together for conversations about generosity has certainly been at least as important to me.

I had three goals when I embarked upon the book. First, I believe in the power of inspiration and I believe that true generosity is powerfully inspiring. Second, I wanted to expand our understanding of generosity beyond the simple giving of money and material goods to something much more meaningful. What I am most interested in is what makes a generous life. And finally, I was interested in what generosity looks like on the ground in our day-to-day lives, not simply in the press's fascination with the activities of our philanthropic billionaires.

All three motives are equally alive for me today as I consider the nature of the generous leader. We all have many ways in which generosity shows up in our lives. I have found that people are often quite surprised and fascinated by exploring the ways in which generosity manifests that are above and beyond our usual understanding of the word. For example, I believe that expressing gratitude is an act of generosity. Likewise, expressing appreciation. Patience often requires generosity to ourselves and others. Deep listening is an act of generosity. And the list goes on.

The subject of generosity in business is often dismissed as impractical, pie in the sky, impossibly idealistic. I argue quite the opposite. Generosity is most certainly a virtue. But it also makes life better, makes people happier, enhances outcomes and inspires. It is not just for after hours. As Adam Grant has shown in his wonderful book Give and Take, generous people become successful and not, as we are accustomed to thinking, the other way around. He argues that success is not just about talent and hard work "... but about how we interact. It is in helping that givers succeed."

So now let's try out a few specific qualities of the generous leader. Actually more than a few. I'd like to propose 20, but there are at least another 20 for future consideration. These are not in any hierarchical order of importance.

1. The generous leader is open to all ideas of her colleagues, even those she does not particularly take to right off the bat. Of course there are bushels of bad ideas in each of our organizations. You would probably agree that some of our organizations even seem to specialize in bad ideas. But the generous leader opens herself to hearing and acknowledging before dismissing and diminishing. And the mere act of being open in turns helps foster institutional cultures of daring and boldness, unhampered by fears of put downs.

2. The generous leader gives the credit away because she understands the value of creating a sense of shared success and community. She sees utterly no advantage in grabbing the credit and embodies giving away the credit as a hallmark of her leadership.

3. The generous leader does not tolerate an organizational culture of blaming. In these highly insidious cultures it is so easy for blaming to become contagious and utterly decimate morale. The generous leader doesn't let it happen.

4. The flip side to not tolerating blame is fostering cultures of gratitude and appreciation. Studies show that gratitude is less likely to be expressed in the workplace than anywhere else. Grateful and appreciative leaders are always on the lookout for occasions to praise, to note the smallest accomplishment, and to encourage. As you might well imagine, quality and excellence are often the result.

5. Hand in hand with appreciation are kindness and care. Again, two "soft" qualities -- that is, until you see them in action in highly effective cultures. As it is nearly impossible to effectively introduce a culture of kindness at the bottom rungs of an unkind culture it is the generous leader who needs to model this form of generosity to employees and colleagues from the top.

6. Generous leaders celebrate small successes knowing that a generous culture of celebration renews mission and fosters community. It's also just a lot more fun to work with the celebrators.

7. While we might think that humility is an anomaly in successful business cultures, let's remember that Good to Great author Jim Collins calls it the #1 trait of a great leader. But it's not enough to just sound and look humble. This one has to come from deep inside and be what sets the compass. I contend that generosity of spirit is the driving engine of humility.

8. I believe that trusting one's colleagues is an act of generosity. But we can't summon up trust out of the blue. Organizational leadership needs to strongly signal that trust is the order of the day. Warren Buffet has said that trust is one of the most powerful forces in an organization; "Find trustworthy managers and give them enormous amounts of leeway". I should add that ungenerous leaders I have known have been almost invariably unable to trust, even when they are at the helm of organizations in which trust is wholly warranted. Ironically, their inability to trust made them perceived as untrustworthy.

9. Leaders are not generally known, as a group, for their patience. We tend to equate patience with a tolerance for slowness. Instead, I see patience as correlating highly with trust. The patient leader has carefully assessed a situation and entrusted colleagues to work diligently to a successful outcome. The generous gift in that moment of trust is the patience to let the work unfold as it needs to in trusted hands. Usually the combination of trust and patience are rewarded with high levels of motivation, energy and determination.

10. The generous leader understands and cares deeply about creating and fostering a work environment conducive to energy, inspiration, vitality, collegiality and excellence. You can recognize these environments the moment you step in the door. Aesthetics matter. Individual workspaces are comfortable and pleasing to the eye. There is often art. Something is green, alive and growing. There is a sense of coherence. The atmosphere is not fraught and frenzied, though the work itself might be intense and fast paced. There might even be a dog. I am not arguing that everyone needs to be in yoga clothes with a cot for power napping, but environment matters and generous leaders know that and care.

11. Similarly, these cultures do not promote exhaustion. Why has it become such a badge of honor in our work life to say how busy we are? How often do we greet a colleague and just very informally say "Hi, how are you?" and the answer is one word: "Busy." Really? Busy is how we are? We are all in fact busy but is that what leads the list? And far too often the answer is "exhausted". Too many answers of "exhausted" creates a very slippery slope. I believe that some very well meaning leaders who are devoted to their work can inadvertently create whole organizational cultures of exhaustion where there is an undeclared prize for staying late, coming in before anyone else, answering emails in the middle of the night, and working through weekends. Where do batteries get recharged? How can innovation take place here? The generous leader gets it.

12. The ability to hold sacrifice as a key value is integral to generous leadership. Here I'm not talking about martyrdom or victimhood. But a generous leader puts the welfare of her employees and constituents first. I highly recommend to you the wonderful book Leaders Eat Last by Simon Sinek. He sums up his thesis as follows: Leaders "...are often willing to sacrifice their own comforts for ours, even when they disagree with us... Trust is a biological reaction to the belief that someone has our well being at heart. Leaders are the ones who are willing to give up something of their own for us... to put themselves at personal risk to open a path for others to follow."

13. Generous leaders do not hold grudges. It is the very opposite of generosity. Grudges hurt the team and the culture. They can decimate morale. Grudges emit destructive energy. Generous leaders choose to move on.

14. Related to but distinct from not holding a grudge is the ability to forgive. I'm not advocating amnesia, but the leader who can call a valued employee's honest mistake for what it is, understand it, work with it and move on has done herself and her organization a generous favor. Of course it isn't always either wise or possible but when it is, everybody wins.

15. Here is where I may lose you. I believe that we can help create generous organizational cultures, and I've seen leaders take the lead in this, by making them Gossip Free Zones. I know that here I risk sounding like a total Polyanna who has never set foot in a high-powered organization but I believe this one wholeheartedly. If nothing else, do you know how much time gossip about who is doing what to whom takes up in our days? I never really realized this until I became a consultant. Working for myself and largely divorced from talk around the water cooler, I can now see how many working hours can be gobbled up by negative energy. This is a tough one but there are rewards in just beginning and the best teacher is mindfulness practice.

16. While leadership does not bring with it excessive amounts of free time, I am always heartened to see that the generous leader has found time to mentor, and not just within her own organization but for others. Perhaps it is my age speaking here but giving to the next professional generation is one of the great joys of this stage of my career. All of us who have been successful owe it to our younger colleagues to share what we know. Mentoring in our professional lives is a gift to the younger person, the profession and to ourselves.

17. Generous cultures value honest, respectful feedback. This is not just good business advice. It is actually generous to learn how to respond honestly, openly, kindly and at the right time. Even when the news is not what they would want to hear it is generous to make it helpful. I have been amazed at the number of times over the years that employees that I have actually had to fire have come back to me, often many years later, to thank me for what they learned in that otherwise very uncomfortable conversation.

18. This one is from my own highly unscientific and totally personal sampling. I have found that when I hear the generous leader speak about her organization or company, she almost never uses the possessive adjective "my". She does not speak of "my" board, "my" vice president, "my" curator, or "my" successful outcome. She genuinely feels part of the whole, feels that despite her lofty position, none of it is "hers". This one, by the way, only works when it is genuine. It can't be forced.

19. I can't believe that I'm making this #19 as I really believe that this one is paramount. But I told you no hierarchical order. #19 is LISTEN. And not just listen, but stop and listen. I have felt for a long time that real listening, total attention, what Adam Grant calls "powerless communication" is a powerful force. I believe that the best, most generous leaders are great listeners. Why is it then that much of what we teach in leadership is how to talk, how to take hold of the microphone, make our point, be forceful, and dominate? I believe there is untapped power in real listening that is really nothing more than generous communication between individuals and groups.

20. The generous leader works hard to keep her batteries continually charged. She avoids burnout for her own sake and the sake of others. She gives herself the gift of inspiration. I don't care if it is CrossFit or poetry; yoga or opera, meditation or mountain climbing. It is a generous gift to herself that makes her better at what she does. Daily seeds of inspiration are a gift to any leader and everyone she leads.

I'm sure many of you know the famous quote from Antoine de St. Exupery that can keep us all inspired and generous leaders: "If you want to build a ship, don't herd people together to collect wood and don't assign them tasks and work, but rather teach them to long for the endless immensity of the sea."

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I have been extraordinarily lucky in both my professional and personal lives to have met and worked closely with some remarkably generous leaders who have served as models of great inspiration for me. And, although I would never have thought so at the time, I have been equally fortunate to have learned almost as much from the very ungenerous.

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5 Levels of Leadership

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New York Times Best-Selling Author, Dr. John C. Maxwell teaches the high points of The 5 Levels of Leadership at The Chick-Fil-A Leadercast. For info on attending The 5 Levels of Leadership One-Day Workshop in a city near you, please visit http://www.johnmaxwell.com/events/workshops/the-5-levels-of-leadership

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The difference between a bad leader and a good leader.

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Qualities That Make Great Leaders

By Kendra Cherry

Updated July 10, 2017

How would you describe a strong leader? In one study, leadership qualities such as assertiveness, adaptability, intelligence, and conscientiousness were cited as the most important.

"Research clearly shows that transformational leaders—leaders who are positive, inspiring, and who empower and develop followers—are better leaders," explains psychologist and leadership expert Ronald E. Riggio. "They are more valued by followers and have higher performing teams."

So what can you do embrace these valued leadership qualities and become a stronger and more effective leader? Transformational leaders are usually described as enthusiastic, passionate, genuine and energetic. These leaders are not just concerned about helping the group achieve its goals; they also care about helping each member of the group reach his or her full potential.

Consider some of the following tips for how to become a better leader and think about ways that you can implement these strategies in your daily life.

1

Start By Understanding Your Leadership Style

Portra Images/Digital Vision/Getty Images Understanding your current leadership style is essential. What are your strengths? Which areas need some improvement? One way to start assessing your skills is to take this leadership style quiz to get a general idea of how you lead.Once you have completed the quiz, read about the major characteristics of your dominant style. Are these qualities helping or hindering your leadership? Once you've determined which areas need some work, you can begin looking for ways to improve your leadership abilities.2Encourage Creativity Thomas Barwick/Getty Images Intellectual stimulation is one of the leadership qualities that defines transformational leadership. Followers need to be encouraged to express their creativity. Effective leaders should offer new challenges with ample support to achieve these goals.One way to foster creativity is to offer challenges to group members, making sure that the goals are within the grasp of their abilities. The purpose of this type of exercise is to get people to stretch their limits but to not become discouraged by barriers to success.3Serve as a Role Model Thomas Barwick/Getty Images Idealized influence is another of the four key components of transformational leadership. Transformational leaders exemplify the behaviors and characteristics that they encourage in their followers. They walk the walk and talk the talk. As a result, group members admire these leaders and work to emulate these behaviors.If you want to become a better leader, work on modeling the qualities that you would like to see in your team members.4Be Passionate Thomas Barwick/Stone/Getty Images Would you look to someone for guidance and leadership if they did not truly care about the goals of the group? Of course not! Great leaders are not just focused on getting group members to finish tasks; they have a genuine passion and enthusiasm for the projects they work on.You can develop this leadership quality by thinking of different ways that you can express your zeal. Let people know that you care about their progress. When one person shares something with the rest of the group, be sure to tell them how much you appreciate such contributions.5Listen and Communicate Effectively Thomas Barwick/Stone/Getty Images Another important quality of transformational leadership involves a focus on providing one-on-one communication with group members. Good leaders should express sincere care and concern for the members of their group both verbally and nonverbally.By keeping the lines of communication open, these leaders can ensure that group members feel able to make contributions and receive recognition for their achievements.6Have a Positive Attitude Tom Merton/Getty Images Transformational leaders have an upbeat, optimistic attitude that serves as a source of inspiration for followers. If leaders seem discouraged or apathetic, members of the group are likely to also become uninspired.Even when things look bleak and your followers start to feel disheartened, try to stay positive. This does not mean viewing things through rose-colored glasses. It simply means maintaining a sense of optimism and hope in the face of challenges.7Encourage People to Make Contributions Portra Images/DigitalVision/Getty Images Let the members of your team know that you welcome their ideas. Leaders who encourage involvement from group members are often referred to as democratic or participative leaders. While they retain the final say over all decisions, they encourage team members to take an active role in coming up with ideas and plans.Research has shown that using a democratic leadership style leads to greater commitment, more creative problem-solving and improved productivity.8Motivate Your Followers Hero Images/Getty Images Transformational leaders also provide inspirational motivation to encourage their followers to get into action. Of course, being inspirational isn't always easy. Fortunately, you don't need motivational speeches to rouse your group members.Some ideas for leadership​ inspiration include being genuinely passionate about ideas or goals, helping followers feel included in the process and offering recognition, praise, and rewards for people's accomplishments.9Offer Rewards and Recognition Cultura/Lilly Bloom/Cultura Exclusive/Getty Images Another important quality of a good leader involves knowing that offering effective recognition and rewards is one of the best ways to help followers feel appreciated and happy. It may also come as no surprise that happy people tend to perform better at work. According to researchers Teresa Amabile and Steven Kramer, leaders can help group members feel happier by offering help, removing barriers to success and rewarding strong efforts.10Keep Trying New Things Hero Images/Getty Images ​Who says leadership is a one-way relationship? As you work toward developing some of these leadership qualities, don't forget to look to your followers for feedback and inspiration. Pay attention to the things that have been effective in the past and always be on the lookout for new ways to inspire, motivate and reward group members.Sources:Amabile, T. & Kramer, S. (2011). Do Happier People Work Harder? The New York Times.Riggio, R.E. (2009, March 24). Are You a Transformational Leader? Psychology Today.Riggio, R. E. (2009, Oct. 29). Four Things You Can Do to Become a Better Leader. Psychology Today.Continue Reading