The Challenge of Leadership is Very Varied

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It is a given that leadership is indispensable for organizations. Why? Because it is leadership that takes the organization to its intended, charted out destination. Since it is leadership that is the organization’s anchor; it is but natural that leadership faces challenges. The challenge associated with leadership is so inherent within it that it is right to say that if the challenge of leadership did not exist; there would be no need for leadership at all.

The major challenges of leadership


First of all, it needs to be understood that the challenge of leadership is not something to be wary of. Challenge of leadership should not be taken to mean difficulty. Leadership views challenges as the exact opposite: As an opportunity to show its abilities and improve on them.

The challenge of leadership presents itself in a myriad ways and is unique to each organization, its business and its culture. Having said this; we can list out a few major leadership challenges that are common across organizations and other entities.

The first challenge of leadership: Inspiring others


The number one challenge of leadership is looking ahead and assessing the big picture for the business, and more importantly, being able to take the whole team along towards achieving the charted goal of the organization. Being motivated by oneself is one thing, but having the ability to instill the same passion is another, and is the biggest challenge of leadership. Once this challenge of leadership is fulfilled, the organization becomes a highly motivated and eager one, in which everyone is filled with the desire to take the organization forward towards its goals.

The best example that comes to mind is that of the idea of America. If the US is a world leader today in all the areas that matter, it is because the spirit of freedom and the desire to excel and stand out from the crowd by doing things differently did not die with the Founding Fathers. It got deeply etched in the minds of nearly every American down the ages. This is a prime example of how the challenges of leadership have inspired generations.

Other characteristics of challenges of leadership


While the point listed above can be considered the ideal example of meeting the challenges of leadership; there are others, such as:

  • Showing grace in victory
  • Being humble in the face of failure
  • Being honest to one’s own fault
  • Being receptive to the team’s concerns and difficulties
  • Taking constructive criticism in one’s stride
  • Making the team participative in the organization’s growth
  • Not losing focus of the organization’s growth path.

Behaviors that make great leaders


What makes a person a leader? What makes that leader successful? Contrary to what most believe; leadership is not something of a gift from heaven that a chosen few are endowed with. It is something that can be acquired with the right honing in the right direction.

Like many other traits, what is needed to become a leader is to inculcate the right thinking and actions that will lead the person to the leadership role. The genesis of leadership is the ability to lead oneself. This is the foundation to being in a position to influence others into leadership. Leading by example is often the most effective technique for leadership.

Be perfect and then preach

A story about an Indian spiritual guru runs into something like this: A woman approached him to admonish her child for eating too much sweet. The guru is supposed to have asked the woman to bring the child a week later.

When she came, he advised the kid to stop eating sweets. When the mother asked the guru why he could not have given the same advice on the previous visit, the guru is said to have remarked that he took one week to give up sweets himself. It is only when he practiced what he preached that he believed he would be in a position to influence others –a prerequisite for leadership.

We notice from this story that the leader did not do anything out of the way or out of the box. This is how leadership is. A leader does not have to, to use the old cliché, reinvent the wheel. She only needs to put in the right thinking at the right time and put that thinking into action. Leaders inculcate the right attitude and behavior for bringing out the best in people around them.

Learn about the seven qualities of great leaders

What are the other qualities of great leaders? These will be discussed and explored in depth at a webinar that TrainHR, a leading provider of professional trainings for the area of human resource, will be offering. This webinar will have David Rohlander, author of the Amazon-bestseller, “The CEO Code”, for whom five sixths of his new clients coming from referrals.

David will offer explain the seven ways or behaviors by which leaders stand out. Leadership is about being natural in any environment. Just like how our most natural instinct comes to the fore when we are in a new situation; the same should happen with leadership. It should be developed to the extent that the mind is conditioned to behave like a leader when the situation demands.

Please register for this webinar by visiting TrainHR.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Anyone can be a leader


David will emphasize at this session that leadership is something that any of us can practice. It no rocket science. It only calls for altering our behaviors to an extent in the course of our interactions with people and learning new ways of handling situations. He will explain the tools with which one can assess oneself and develop and design a systematic follow-up which will help us improve our leadership behavior. He will offer concrete technics, philosophical justification and a road map that will be simple to follow.

At this session that is highly useful and pertinent for people in management, such as  CEO, CFO, COO, Vice Presidents and Regional Managers, Managers and Supervisors, Newly Promoted Managers and High Potential Employees being groomed for Leadership and Promotions; David will cover the following areas:

  • What does a great leader look like and act like?
  • How do you live with integrity as a leader?
  • The magic of self-control, growth and caring what about attitude?
  • The primary activities of a great leader
  • How does a great leader treat others?
  • The importance of focused attention
  • It all boils down to 7 basic behaviors.

Collaboration is important for getting things done, if handled properly


Collaboration is an essential part of our lives and careers. It is a great means to getting things done when it is not possible for us to carry out all our work ourselves. What did you do when you built your house? Did you carry out all the work related to construction, such as painting, plumbing or electrification yourself? Didn’t you employ the people with the right skills and knowledge for carrying out their respective tasks?

The same goes for collaboration at the organization, because it is simply not possible for anyone to carry out all their work themselves. Collaborations and alliances are necessary for getting a number of things done in an organization. They are important to not only save time, but also to reduce costs and improve efficiency. Collaboration is something like extra hands for an organization.

Helps reduce effort, increases the bottom line

Collaboration, internal or external, helps organizations cut down failure rate by over 60 percent. It can help the organization improve its bottom line by a good 15%. This sounds good, but the important factor that has to be taken into account is how to bring about this collaboration.

Like all other team endeavors, collaboration carries great benefits, but only if it is got right. Properly conceptualized and implemented collaboration brings about many benefits, because if we could delegate a few tasks, we can concentrate on our core tasks and achieve better results. Proper collaboration has these five characteristics:

  • It should be a long term plan for the organization. It should not be just an ad-hoc measure
  • Choosing the right allies who gel from both the business and cultural perspectives
  • People with the right understanding, desire, and willingness to spend time with the alliances apart from carrying out their other duties and responsibilities should manage the collaborative efforts
  • It should not be arbitrary and unilateral. Not just the person dealing with the alliance, but everyone else who matter to that effort has to be in the loop
  • It should be aimed at bringing about a balanced approach to growth.

In-depth understanding of all aspects of collaboration

An in-depth understanding of this important aspect of an organization’s team effort will be offered at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. Jan Triplett, CEO of the internationally recognized Business Success Center, and an entrepreneur, author, speaker and small business activist, who is a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker at this session.

Want to understand how to make collaboration work for your organization? Then, enroll for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

Collaboration 2.0 and all its elements

Dr. Triplett will familiarize participants of this webinar with all the elements of what it takes to make collaboration successful and productive. She will explain all the issues surrounding collaboration in what she terms “Collaboration 2.0”. The points she will describe at this session will be of immense value to professionals who need this tool to improve efficiency in their work and their organizations. These include owners of businesses, C- Level management staff, department heads, Marketing & Sales Directors with inside or outside Sales Teams, Operations Managers, vendors to larger businesses and non-profit Presidents or CEO’s.

The following areas will be covered at this webinar:

  • Determining when a collaboration or alliance is the right answer for the situation
  • Choosing the right allies, the right agreement (formal or informal), and the right success measurements
  • Creating an early warning system to identify problems before they cascade
  • Implementing the Plan -timeline, expected results, budget management
  • Getting “buy in” from the top to the bottom of the organization
  • Tracking and Evaluating the Plan
  • Adjusting the Plan
  • Exiting from the Alliance.

Are you a leader or a manager?


The debate about the differences between leadership and managerial ability is perhaps as old as the time these two qualities came to be identified. There is a lot of discussion about what leadership and management are, which of these is more suited for organizations, whether one of these is born and the other made, and so on.

Managers carry out the task assigned to them in an efficient, methodical manner. They go by the set processes and rules. A leader, on the other hand, leads by example. She is an intuitive person who thinks of out-of-the-box solutions to problems. She is rarely bound by the rules and lessons offered in management books.

This quote by Stephen Covey: “Effective leadership is putting first things first. Effective management is discipline, carrying it out”, sums up the difference between leadership and managerial abilities succinctly.

Further, few quotes about leadership and management perhaps give added perspectives on the differences between leadership and management:

  • You manage things; you lead people – Rear Admiral Grace Murray Hopper
  • People ask the difference between a leader and a boss. The leader leads, and the boss drives – Theodore Roosevelt
  • Management is doing things right; leadership is doing the right things – Peter Drucker
  • Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall – Stephen R. Covey.

Despite the differences, an organization needs both

The differences between management and leadership are more pronounced when it comes to taking crucial decisions. A leader uses her intuition and takes decisions that are in the best interests of the organization and the people who get affected by the decision-making. A manager is important for carrying out the leader’s vision. In this sense, it is said that the role of the leader is strategic, while that of the manager is tactical.

Despite the numerous differences between the two qualities, both leadership and management are necessary and important for an organization. An organization needs both leadership and management if it has to carve out its path to success and progress. For the organization to be successful, both leadership and management have to collaborate and synergize. This blend is particularly useful in today’s global organizations, where the challenges are more varied and complex. There is a lot that is interesting to learn about the nature of the relationship and differences between leadership and management.

Lively learning session on leadership vs. management

So, for any organization, the point at which management and leadership converge and the extent to which they do so is very important. This is the topic of an interesting learning session from TrainHR, a highly popular provider of professional trainings for the human resources industry. At this webinar, Valerie Pelan, President of Integrated Focus, who provides her corporate clients with a strategic and global perspective that combines her business experience working in Fortune 100 companies and her experience as an entrepreneur, will be the speaker.

This session will take up the topic of leadership vs. management in depth. Valerie will explore the topic as it relates to organizations. To enroll for this highly absorbing session on leadership and management, please visit . This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Questions for judging leadership vs. management skills

At this session, Valerie will take up for discussion all the specific topics that enhance leaders and managers style, such as the following:

  • How consistent are you in your actions and decision-making processes?
  • What level of credibility do you hold in the context of your role?
  • How well do you use effective communication to build confidence and reassurance within your team?
  • People are attracted to leaders who “walk the talk”-are you that type of leader or manager?

This session is highly useful for professionals such as Managers, Leaders, HR Managers and Hiring Managers.  In dealing with the differences between leadership and management; Valerie will cover the following areas at this webinar, which will help participants decide whether they are managers or leaders:

  • Lead by example
  • Recognize individual differences
  • Match people to jobs
  • Tailor rewards to individuals and link rewards directly to performance or goal
  • Check for fairness and equity among performers
  • Practice open communication
  • Allow for individual differences but recognize performance and achievement.

Leadership vs. management

The term “leadership management” is a bit of a misnomer and slightly paradoxical, because for quite a few years now; experts have described clear differences between the two. In delineating the two, sufficient reams of paper have been exhausted. Yet; this is a question anyone in the corporate world keeps encountering: if there is a difference between leadership and management; is there such a thing as leadership management?

Sharp differences

First, a brief understanding of the differences between leadership and management is necessary. We could understand the differences in the following:

  • The leader leads, while the manager is led;
  • The leader acts intuitively, while the manager goes by the book;
  • While the leader innovates and thinks of the “Big Picture”; the manager administers set policies and guidelines;
  • The leader works essentially with people, while the manager is concerned with structures and systems. This is considered the most important difference between the leader and the manager.

Yet, although in theory, a leader may seem to tower above the manager both in terms of her qualities and in the discharge of her duties; organizations need a mix of both. This is why leadership management is of primary importance to organizations.

If leadership is considered more important and bigger than management, what should be understood of the term, “leadership management”?

Managing leadership

It would appear that there is something like management of leadership. Although seemingly complicated; it is the ability of the organization to manage the leadership. Leadership, like all other talents, needs to be nurtured and honed properly if it is going to become useful. There are instances of many talented individuals who have had the leadership ability, but due to lack of the right scope for using it, have lost their way. In this sense, we could understand leadership management as something that organizations need to inculcate for getting the best out of its leadership.



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