1. 2. 3. 4. 5. 6.

LEADERSHIP : IN ITS TRUEST SENSE Agree OR Disagree

Good leaders are born ,not made. I tend to treat my subordinate well as long as they do what I say. Good leaders depend on their followers as much as they depend on themselves. As a leader, I would always include the reasons why when asking a subordinate to perform a task. A good leader will achieve his or her objectives at any cost. As a a group manager ,I would never entrust an important project to any one but myself, even if it means working overtime. 7. A key to good leadership is being consistent in how one leads. 8. If justified , I would recommend a subordinate for a promotion to a position equal to or even higher than my own position. 9. Some sub ordinates can participate in the decision making process without threatening a leaders position. 10. if my group fail to achieve an objective because of a group members failure ,I would explain it as such to my superiors. 11. I consider myself indispensable to the organization in my present position. MYTHS ABOUT LEADERS THE BIRTH RIGHT MYTH : Leaders are born, not made. THE INTENSITY MYTH: Leaders are emotionally more intense , then the rest of us. LEADERSHIP Is a rare skill. Leaders are charismatic. Leadership exists only at the top of an organization. The leaders control ,directs, manipulates others. Leadership is about articulating vision, embodying values, and creating the environment within which things can be accomplished. "leadership is influence - nothing more, nothing less." "Leadership is a function of knowing yourself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize your own leadership potential." WHAT DO WE MEAN BY A GOOD LEADERSHIP ?

Motivate their followers Exploit opportunities Anticipate change Correct poor performance and Lead the organization towards its objectives ESSENTIAL LEADERSHIP QUALITIES PERSONAL INTEGRITY 1

HONEST RATHER THAN DECEPTIVE PROMISE KEEPER CONSISTENT BEHAVIOUR WITH VALUES TAKES RESPOSIBILITY OF HIS ACTIONS AND DECISIONS FULFILL THE RESPONSIBILITY OF SERVICE KEEP SECRETS EMOTIONAL STABILITY AND MATURITY WELL ADJUSTED LESS SELF CENTERED HAVE MORE STABLE EMOTIONS AWARE OF STRENGTHS AND WEAKNESSES LESS DEFENSIVE DEDICATON GIVES THEIR WHOLE SELF TO THE TASK SPENDS WHATEVER TIME AND ENERGY IS REQUIRED MAGNANIMITY GIVES CREDIT WHERE IT IS DUE ARE GRACIOUS IN DEFEAT ALLOWS OTHERS WHO ARE DEFEATED TO RETAIN THEIR DIGNITY CREDIT PEOPLE WITH SUCCESS AND ACCEPT PERSONAL RESPONSIBILITY FOR FAILURES HUMILITY DONT THINK THEY ARE INHERENTLY SUPERIOR ARE NOT NARCISSTIC OR ARROGANT DONOT DEBASE THEMSELVES RECOGNIZE ALL PEOPLE AS EQUAL IN VALUE KNOW THAT THEIR POSITION IS NOT EVERYHING OPENNESS ABLE TO LISTEN TO IDEAS OUTSIDE THEIR MENTAL MODEL ABLE TO SUSPEND JUDGEMENT LISTEN TO THEIR PEOPLE WITHOUT TRYING TO SHUT THEM DOWN CONSIDERS ALTERNATIVES CREATIVITY ABLE TO THINK DIFFERENTLY SEE THINGS THAT OTHERS HAVENT SEEN INTERNAL LOCUS OF CONTROL BELIEVES THAT EVENTS ARE DETERMINED BY OUR OWN ACTIONS THAN BY CHANCE OR BY UNCONTROLLABLE FORCES. LEARN FROM FAILURES TAKES MORE INITIATIVES INTERNAL TAKES MORE RESPONSIBILITY FLEXIBLE ,ADAPTIVE AND MORE INNOVATIVE SELF CONFIDENCE 2

OPTIMIST ATTEMPT DIFFICULT TASKS MORE PERSISTENT SET CHALLENGING OBJECTIVES FOR THEMSELVES ACTION ORIENTED APPROACH SOCIALIZED POWER MOTIVATION EXERCISE POWER FOR OTHERS BENEFIT ACCUMULATE FEWER MATERIAL POSSESSIONS DO NOT USE POWER IN MANIPULATIVE MANNERS WILLING TO TAKE ADVICE FROM EXPERTS MODERATELY HIGH ACHIEVEMENT ORIENTATION SET CHALLENGING BUT REALISTIC GOALS DEVELOP SPECIFIC PLANS HAVE DRIVE TO EXCEL AND SUCCESS LOW NEED FOR AFFILIATION THEY CREATE FRIENDLY AND COOPERATIVE ATMOSPHERE AVOID CONFLICTSAVOID MAKING UNPOPULAR DECISIONS HIGHLY DEVELOPED INTERPERSONAL SKILLS ENERGY LEVEL AND STRESS TOLERANCE CAN COPE EASILY WITH STRESSFUL SITUATIONS STAY CALM AND FOCUSED IN CRISES EASILY BEAR RESTLESS DEMANDS OF JOBS OR TASK

Behaviors GOOD Leaders Avoid Obvious lack of discipline Being Insensitive to the Needs of Others Being Too Strict or Too Lenient Being Cold, Aloof or Arrogant Holding Grudges Promoting the Impression of Favoritism Betraying Individual Trust Micro-managing The Inability to Think Strategically Staffing Ineffectively Reflecting Poor Attitudes toward Organizational Policies and Procedures Establishing Unclear or Vague Parameters Failing To Act When Necessary Offering Personal Advice Being Overly Ambitious Allowing Performance Problems (Their Own or Others) to Continue Allowing Their Position to Go to Their Head Doing Too Much and Leading Too Little