"Great Man"

"Great Man" 

Theories Have you ever heard any person described as "born to lead?" According to this point of view, super leaders are truly born with the fundamental internal traits such as charisma, confidence, intelligence, and social competencies that make them natural-born leaders. Great man theories anticipate that the capacity for management is inherent – that incredible leader is born, no longer made. 

These theories often portray high-quality leaders as heroic, mythic and destined to greatness The term "Great Man" was once used because, at the time, management was once thought of chiefly as a male quality, especially in phrases of military leadership. 

Such theories advocate that humans can't clearly examine how to become sturdy leaders. It's either something you are born with or born without. #leadership #leadershipdevelopment #leader #emotionalintelligence #empathy #employeeengagement #humanbeings#greatmantheory

Effective leadership

 Luciano Santini PH.D.        

         Public Speaker Expertise in Leadership/Corporate Training, Motivational    & CEO            @ Santini Common Sense Consulting

Effective leadership might be a matter of assessing the event level of a person’s character. The correlating between leadership and people is to elicit the foremost effective response from followers. In the time since it was introduced, situational leadership has become an everyday model to be utilized in coaching job managers and leaders. 

The situational approach is effective and provides a prescription for leadership success rather than merely describing why positive leaders add positive things. throughout this way, situational leadership theory any eroded the notion of, “one best way” of leadership. Despite a broad base of support from trainers and consultants, situational leadership theory lacks a giant body of research-based support. whereas situational leadership considers the followers to decide leadership style. 

What happens when you place people in power or a leadership position over alternative people generally, 3 things happen pretty reliably: one, they focus additional on their own desires and concerns; 2, they focus less on the requirements and considerations of others; and 3, they act just like the rules do not apply to them.

I have been told by higher up people in so-called leadership positions to be a good boy and follow orders and do not raise queries or question the status quo! I recognized the individuals in leadership roles were nothing quite ethical men and women and never ever challenge the establishment “What is the chance that the leadership in the current position would fail once they begin to hire the new generations of individuals would fail?”

Leave your comments or what you think will happen soon?

What is Servant Leadership

Luciano Santini PH.D.

Public Speaker Expertise in Leadership/Corporate Training, Motivational & CEO @ Santini Common Sense Consulting

Servant leaders are a modern bunch—they take the normal power management model and turn it totally upside down. This new hierarchy places the people—or employees, in a business context—at the very pinnacle and the leader at the bottom, charged with serving the person above them. And that is simply the way servant leaders model to others.

That's due to  the fact these leaders possess a serve-first mindset, and they are targeted on empowering and uplifting those who work for them. They are serving instead of commanding, showing humility as an alternative of brandishing authority, and usually searching to beautify the improvement of their staff and bring about potential, creativity, and experience of purpose.

The end result? "Performance goes thru the roof," says Art Barter, founder, and CEO of the Servant Leadership Institute and CEO of Datron World Communications, Inc.
"Magic happens," has the same opinion Pat Falotico, a former government leader at IBM who is now CEO of the Robert K. Greenleaf Center for Servant Leadership.

Experts regularly describe the majority of usual business leaders as managers who commonly function as overseers of transactions: employees keep desired overall performance levels, and in trade, they get hold of salary and benefits. Generally, these managers are positional leaders—they derive authority truly from the fact that they are the boss because everyone knows and understands who is in charge without the need of making an issue.

The servant leader moves beyond the traditional elements of management, and as an alternative actively seeks to develop and align an employee's feel of reason with the company's mission.

LEADERSHIP Theories Series

I have done some research on theories on leadership scarcity of executives due to the number of retirements happening among present-day leaders are predicted.  

An exam of three leadership theories—servant-management, commercial enterprise management, and transformational management—suggests strategies for potential. leaders. 

Servant leaders consciousness on the desires in their employees,  and business leaders recognition on results and great methodologies. 

 Eventually, transformational leaders structure all employees’ work toward the undertaking, establishes open verbal exchange structures within the organization, which, focus on strengthening and sustaining their institutions for the future.

 An evaluation of each of the three management theories will be addressed in three separate posts so be ready to read and share with as many as possible. #leadership #leadershipdevelopment #emotionalintelligence #empathy #employeeengagement #leaders #humanbeing #culture #businessleaders #transformational

Defining Leadership Theories

What is leadership?

Distinctive Definitions Books and portions of education regarding leadership often start defining leadership. Its content is primarily based on the premise that if you can have your very own definition, then you may be clear about whether you are effectively leading or not, and you'll be able to explain to your followers how you're leading them and why.

 When coming to your own definition, it facilitates to bear in mind other's perceptions and definitions. Leadership defined (consists of several theories) There are loads of definitions of management and this is not trying to come to a consensus on a definition. 

The hope is to get readers to mirror what they accept as true leadership. It is also to try and provide blog members a popular feel of how“experts” are describing leadership, in the hope that you may come to your very own definition, which can then be used to lead others. A few views of leadership as a chain of precise trends or characteristics.

 Others see it as constituted of sure abilities and know-how. And some, I included, think about leadership as a procedure. This view of leadership, as a procedure, places an emphasis on social interaction and relationships. The idea that leadership is a learning process, one that includes influencing. #leadership

https://www.youtube.com/watch?v=53j4JEgTcpQ 

Coercive Abuse And The Breakdown

I believe leadership should be something advertised for what it really is which is someone who treats people with respect, dignity, and values another human being and not just word is spoken which means nothing at the end of the day. Here’s a sad but plain fact: abuse, in all its glory, styles and sizes, it is everywhere. In fact, it has even emerged as part of our way of existence that many have accepted it for what it is: a gross disrespect for one's character. 
This is real! Do something bout it!

 https://lnkd.in/gFfA3yZ 

 #humanbeings #leadership #humanbeing #spoken #ibelieve #existence #disrespect #empathy

The effects of Coercion

The effects of Coercion limits worker choices and may be both effective and ineffective. While using coercion to direct and motivate employees, managers might also use threats of termination, poor performance critiques, and low salary. 

These threats may address issues and could inspire personnel in a positive way to perform consistent with agency requirements. However, the most common complaint in large organizations is that coercive processes usually backfire.

 Coercion involves telling employees what to do and promises punishment if employees no longer follow directives. It does not allow employees to share in making choices.

 Personnel working beneath coercive management styles may choose different employment. Coerced personnel additionally might also comply with directives even when they realize the directives will not accomplish the goal. 

Thus the old saying "Good people do not leave organizations they leave bad leaders #leadership #leadershipdevelopment #emotionalintelligence #empathy #humanbeings !"