essay on leadership and influencing skills

• August 2024
• Jago Beasiswa
• Kabar Kampus
• Sinau Basa Jawa
• Uncategorized

4 Examples of Chevening Essay: Leadership and Influence

Chevening is looking for individuals who will be future leaders or influencers in their home countries. Explain how you meet this requirement, using clear examples of your own leadership and influencing skills to support your answer.

See all Newest Chevening Essay Example: click here .

Leadership Essay for Chevening Example 1

With a background in psychology, I am excited to apply for the MA in Interpreting and Translation in the UK, with a focus on the Spanish-English-French language path. I’d appreciate your feedback on my leadership essay and the others that I will be submitting. I firmly believe that leadership is a multifaceted concept, varying significantly from one person to another. In light of this, I would like to highlight my unique leadership experiences, particularly during my tenure at Navistar International.

See also:  Ultimate Chevening Scholarship Resources

At Navistar International, I was the first psychologist to be hired, and I quickly realized the absence of any mental health campaigns within the company. Seizing the opportunity, I developed a comprehensive mental health program, concentrating on stress inoculation. I chose this focus because I noticed many employees grappling with long hours and difficulties during their shifts. Designed to span four weeks, the program’s content was both easily comprehensible and pragmatic for the employees.

The program also extended a psychological assistance service to those in need. I meticulously wrote and devised this program with the aim of institutionalizing it as an ongoing mental health initiative for the company, thereby contributing to the prevention of mental disorders. I am pleased to share that the project was successfully incorporated into the company’s annual medical care campaigns.

I also demonstrated leadership while overseeing a university project in 2017, having been selected as the former representative. I was tasked with creating a health initiative for a vulnerable community in my hometown of Victoria. I led a team of eight students from the school year below mine and one from my own school year.

Navigating this project was challenging, particularly in delegating tasks in alignment with the individual knowledge and capabilities of each team member. With the more senior classmates, I elucidated the project’s structure and the psychological approach we would adopt to foster life skills such as problem-solving, assertive family communication, and knowledge about government facilities offering healthcare services, which many community members were unaware of.

Working closely with my peers Carlos and Patricia, we thoroughly reviewed the project structure and sponsorships. After successfully presenting the project to a jury, I am proud to share that we received a first-place award. As a token of recognition, we were each awarded an extra point in our semester grades, and the project was implemented, benefiting a community of nearly seventy people.

Lastly, I am honored to have had an article published in the psychology journal ‘Psychology and Health’ from Universidad Veracruzana. Driven by a desire to contribute to science, I researched journals interested in the topic, ultimately finding a suitable platform. Over the course of six months, my work was reviewed and accepted, thanks to the invaluable support of my teachers, Miss Báez and Miss Torres. The article was officially published in January 2020 and is available on both the journal platform and my Google Scholar profile.

In conclusion, my leadership strengths are rooted in observation, empathy, and a keen ability to discern people’s needs, strengths, and abilities. I excel in the design and organization of projects that promote well-being, community engagement, and effective communication. With a passion for languages and an MA in Interpreting and Translation, I am eager to leverage these strengths to make an impact in the linguistic field.

“Leadership and influence” Chevening Essay Example 2

It is increasingly becoming a well-known fact that ‘influence is the new currency for success’. This is especially true in this new social media era, where several careers have taken off on the strength of social media influence alone, and several political careers have been elevated through the power and ubiquity of social media. Former American President Barack Obama, who used the Internet to orchestrate an unprecedented political campaign mainly using social media, is a prime example. I am well aware that influence and leadership are intertwined, where one cannot exist without the other. Amassing influence is, therefore, the surest way of achieving one’s leadership goals because people can only be motivated to follow a person with some influence. With this knowledge in mind, I have endeavored to build my influence over the years to become a leader within my profession and community. This has seen me take on various leadership responsibilities in school, work, and community.

In high school, I held two primary leadership responsibilities— I was both the Head Girl and Netball Captain at Kereri Girls High School. Being a Head Girl is the highest leadership position one can attain as a secondary school student, and as you can well imagine, it came to a lot of weighty responsibilities. I was the overall leader of all prefects in the school and had to carefully use my influence to guide them towards exercising thoughtful and balanced leadership over the rest of the students. As the Netball Captain, I had to motivate my teammates to succeed in the various national and provincial competitions in which we would participate. Even at the university, I found myself in a leadership role where I was tasked with heading the Fourth Year University Project Group.

Professionally, I have consistently exercised my leadership skills throughout my career. As the Branch Operations Supervisor at NIC Bank, I oversaw teller operations, back office, and customer service operations and guided staff accordingly. I recognized my leadership capabilities and was rewarded with the ‘NIC Bank Branch Forex Champion’ award. These leadership roles have continued as I progress in my career at NIC and currently chair the NIC Securities Limited Welfare Committee. Within the community, however, I have most enjoyed exerting my influence as a leader because it has helped me contribute to society’s betterment in my little way. I am a Mentor at Nyabururu Girls High School, Kereri Girls High School, and the Equity Bank Wings to Fly Program. As a mentor, I have been able to guide young people in terms of professional and academic mentoring and financial support, especially concerning sanitary towels and other school items. In addition, I currently work with the Uthiru Area Chief to support disadvantaged families by donating clothes, food, and some financial support.

Chevening Essay Example 3

“Leadership is the art of getting someone else to do something you want done because he wants to do it”. (Dwight D. Eisenhower)

Coming from Jordanian-Palestinian Family taught me about Eisenhower’s definition of leadership throughout my personal, academic, and professional life. External political and economic forces drove my father’s Palestinian family to move to Jordan, Lebanon, then settle in Syria. In 2015, the carpet-bombing of Aleppo forced me to leave for Turkey without a firm grasp on my future.

From the Voluntary experience I gained from working in the Red Crescent and my University Degree in Economics, I have worked as a humanitarian for the UN, trying to assist crisis-affected communities with economic empowerment and development. I have used my leadership skills to assist others who believe in recovery and resilience to commit to the exact humanitarian cause. I helped coordinate and manage the first pilot project for economic recovery in northern Syria at UN-IOM Turkey. Using my communication and administrative skills, I monitor and oversee the implementation of IOM’s programs in Turkey through our partners remotely daily. My leadership skills have been crystalized through the effective management of this project by allowing the partner flexibility to implement the activities and getting feedback on the results.

Strong leadership comes from clear communication of the task and the ability to give freedom and motivate others to thrive in implementing the objective. Moreover, I have used my communication and coordination skills to initiate change in the workplace. When the Turkish lira dropped significantly against the US dollar, and inflation rose 40%, UN local staff suddenly could not support themselves. I led discussions with colleagues suggesting writing a letter to the management expressing our needs and the aim of changing our salaries. By listening, gaining their trust, and acknowledging their fear, I convinced many local staff members to sign a letter to senior management. The letter led to a meeting with senior management to officially coordinate this issue with other UN agencies in Turkey, which later required establishing the Staff Association Committee that I was elected to lead and represent more than 150 staff in the south of Turkey.

The Chevening scholarship will allow me to receive an education that will provide me with the technical expertise and the network I will need when I return to create social change in terms of development and economic recovery not only at the community level but also in terms of policy implantation. This is a highly needed change for the current Syrian Refugee crisis and the Middle East.

Example 4: Leadership and Influence in Water Management

In the pivotal final year of my degree, I took a stand against the pressing issue of limited access to clean water in Sucre, my hometown. Recognizing the urgency, I spearheaded a groundbreaking project focused on groundwater research. Not only did I secure crucial funding from the water services company, ELAPAS, but I also orchestrated collaborations with key stakeholders across neighborhoods. My leadership role encompassed everything from research initiation and sample collection to the actualization of purification units. Through my unwavering commitment, I championed the cause of Sustainable Development Goal 6 and Water Quality Regulation NB512. The tangible impact? Seventy families now have access to safe drinking water, and a ripple effect of heightened awareness about hygiene and responsible water consumption has been set in motion.

My leadership journey didn’t stop there. As a board member of the Scientific Society of Civil Engineers Univalle-Sucre, I took the helm in coordinating all hydraulics and hydrology-related activities. The pandemic posed unique challenges, but I innovatively transitioned to virtual platforms, spotlighting critical issues like sustainable water management and the pivotal role of women in the water sector. My proactive involvement in the society culminated in co-authoring a scientific article, now published in a renowned Costa Rican journal, poised to enlighten future researchers.

Another feather in my cap was my active involvement with ABIS Chuquisaca. Here, I played a pivotal role in orchestrating the “1st Water Fair” in Sucre, offering a platform for 17 companies to showcase their expertise in the water sector. This event, which I helped bring to fruition, garnered significant attention from students, professionals, and the general public alike. Notably, I was among the elite group of eight professionals recognized during the association’s official founding act.

In essence, while my GPA might not be sky-high, my leadership trajectory speaks volumes. I’ve consistently demonstrated the ability to inspire teams, set visionary goals, and navigate through challenges with resilience and determination. I firmly believe that my proven leadership prowess and influential impact make me an ideal candidate for the Chevening scholarship. My vision is clear: to leverage this opportunity to further the development of my nation, elevate living standards, and champion sustainable water management.

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Leadership And Influence Essay

To uncover the secrets of leadership and influence, It’s like exploring a hidden treasure that holds the keys to making a positive impact on the world. So, put on your thinking caps, and let’s dive into the exciting adventure of understanding how leadership and influence can shape our lives.

Table of Contents

How To Write An Essay On Leadership and Influence

Step 1: collect essay ideas:.

Before we start our journey, let’s gather some cool ideas about leadership and influence:

• Leadership Defined: What is leadership? It’s like being the captain of a ship, guiding everyone toward a common goal.
• Qualities of a Leader: Leaders possess qualities like kindness, confidence, and the ability to listen to others.
• Influence in Everyday Life: Influence is like a superpower – it’s how we inspire others to think or act a certain way.
• Positive Impact: Leaders and influencers can make the world a better place by spreading kindness, empathy, and good ideas.

Making Essay Outline

1. Introduction

Introduce the topic of leadership and influence, comparing them to hidden treasures that hold the keys to positive change.

2. Leadership Defined

Define leadership as the role of guiding others toward a common goal, just like a captain leading a ship.

3. Qualities of a Leader

Discuss important qualities that make a leader, such as kindness, confidence, and the ability to listen and understand.

4. Influence in Everyday Life

Explore the concept of influence as a superpower that impacts how we interact with others and shape their thoughts and actions.

5. Positive Impact

Explain how leaders and influencers can use their powers for good, spreading kindness, empathy, and positive ideas.

6. Inspiring Change

Share stories of real-life leaders and influencers who have made a positive impact on their communities or the world.

7. Personal Leadership

Reflect on how even as young learners, we can practice leadership by being role models, helping others, and making good choices.

8. Final Thoughts

Summarize the main points and encourage readers to embrace their potential as leaders and influencers to create a better world.

Writing the Essay About Leadership and Influence

Introduction:.

Imagine we’re setting off on a grand adventure, like discovering a hidden treasure that can change the world. Today, our treasure is the knowledge of leadership and influence. It’s like unlocking a magical power that can make a positive impact on people’s lives. So, put on your thinking cap, and let’s dive into the exciting journey of understanding the secrets of leadership and influence.

Leadership Defined:

For example – you’re the captain of a ship, guiding your crew toward a faraway island. That’s what leadership is like – being a guide who helps others reach a common goal. Just like a captain leads the ship, leaders lead groups of people. It’s not about being bossy, but about showing the way and making sure everyone works together smoothly.

Qualities of a Leader:

For example, if you’re a superhero with special qualities that help you save the day. Leaders also have special qualities that make them stand out. They’re like superheroes of kindness and understanding. They’re kind and treat others with respect. They’re confident, which means they believe in themselves and their abilities. And just like a hero listens to others, leaders listen to the ideas and thoughts of their team.

Influence in Everyday Life:

Think of influence as a magical spell that can change the way people think and act. It’s like when you tell your friends about a cool game, and they want to play it too. Influence is how we inspire others to think or act in a certain way. It’s not about forcing, but about inspiring. Just like a magical spell, influence can make people excited and motivated.

Positive Impact:

If you have a magic wand that spreads kindness, empathy, and good ideas. That’s what leaders and influencers do – they use their powers to make the world better. They’re like shining stars that brighten everyone’s day. They spread kindness, make others feel good about themselves, and share ideas that help the world. It’s like being a hero who brings positivity wherever they go.

Inspiring Change:

Now, let’s journey into the real world and meet some inspiring leaders and influencers. Think of Malala Yousafzai, who stood up for girls’ education, or Greta Thunberg, who raised awareness about climate change. They’re like heroes who use their voices to create change. They show us that even young learners like us can make a big difference.

Personal Leadership:

Think for a while, if you’re a character in a game, making choices that affect the outcome. In life, we can also make choices that show leadership. It’s like being a mini leader, making good decisions, and setting an example for others. We can help our friends, be kind to everyone, and stand up for what’s right. Just like a hero in a game, our actions can inspire others to be their best.

Final Thoughts:

We’re all potential leaders and influencers, capable of making positive changes in our world. Leadership is about guiding and showing kindness, while influence is the magic that spreads positivity. So, let’s use our superpowers of leadership and influence to make the world a better place, one kind of action and inspiring idea at a time.

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Leadership Skills, Influence, and Growth Coursework

• To find inspiration for your paper and overcome writer’s block
• As a source of information (ensure proper referencing)
• As a template for you assignment

Leadership is the art of influencing and motivating a group of people by guiding them to achieve a set goal. An individual also can use a collection of resources and humans to meet an agenda (Northouse, 2018). The leadership process entails making clear and, difficult decisions, creating a clear vision, and setting viable goals. Leadership is also taking risks and challenging the status quo to attain a new level of performance (Northouse, 2018). In other words, leadership combines skills, individual capacity, resources, and the willingness to meet a goal.

I consider it a greater compliment if a person calls me a good leader because I am skillful, resourceful, ambitious, and influential. These are the primary characteristics that make a good leader. I believe I can be a good leader and manager because I have great listening skills. To be a good manager, one must be an active and keen listener by allowing people to speak their minds (Northouse, 2018). It is possible to be a good manager and a leader if a person acquires the needed skills for both titles.

Leadership is not a natural ability reserved for a few but something everyone can learn. Leadership requires acquiring specific skills that allow the management of resources and positive interactions. Indeed, effective leadership requires active leaders to advance their level of skills through learning to demonstrate empathy, intelligence, good communication, and the ability to delegate. According to Northouse (2018), a leader is created through learning, teaching, observation, experience, and regular practice over time. Therefore, being a leader is not rooted in the title an individual is given but in a particular state of mind.

Northouse, P. G. (2018). Leadership: Theory and practice (9th ed.). SAGE Publications.

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IvyPanda. (2024, July 3). Leadership Skills, Influence, and Growth. https://ivypanda.com/essays/leadership-skills-influence-and-growth/

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IvyPanda . 2024. "Leadership Skills, Influence, and Growth." July 3, 2024. https://ivypanda.com/essays/leadership-skills-influence-and-growth/.

1. IvyPanda . "Leadership Skills, Influence, and Growth." July 3, 2024. https://ivypanda.com/essays/leadership-skills-influence-and-growth/.

Bibliography

IvyPanda . "Leadership Skills, Influence, and Growth." July 3, 2024. https://ivypanda.com/essays/leadership-skills-influence-and-growth/.

Feb 15, 2023

Essays on Leadership for Students | 200 - 500 Word Essays

Are you writing an essay about leadership? Check out these examples!

Leadership is often defined as "the action of inspiring others to act in concert to achieve a particular goal." It signifies the harmony in actions that lead to a common objective. A genuine leader not only exudes confidence but also paves the way for their followers towards triumph. Over the years, various leadership styles have been identified and discussed by psychologists.

 Qualities such as intelligence, adaptability, extroversion, innate self-awareness, and social competence often emerge as the hallmarks of impactful leaders. There's a consensus that these traits mold an individual into an effective leader. Interestingly, some theories suggest that extraordinary situations can thrust an ordinary individual into the spotlight, bestowing upon them the mantle of leadership. It's also believed that leadership isn't a static trait but an evolving journey. It underscores the belief that with dedication and the right resources, anyone can hone their leadership abilities.

 True leadership goes beyond merely advocating for a cause. It involves taking responsibility, igniting motivation in others, and differentiating oneself from just being a 'boss'. A leader's essence lies in their ability to inspire and propel people towards grand visions, whereas a manager typically focuses on oversight and operational aspects.

What Is a Leadership Essay?

A leadership essay falls under the category of student application essays and serves to provide student admissions officers with insight into your past leadership experiences. Despite appearing to be very specific, this type of essay acknowledges that the nature and perception of leadership can vary significantly depending on the individual and the context.

 If you find yourself in need of further insights or a unique angle for your leadership essay, consider exploring an expert essay-writing tool designed to assist students in crafting compelling narratives by analyzing vast data and generating fresh ideas within minutes. In this article, we'll also delve into various leadership essay examples to offer a clearer understanding of the genre and inspire your writing journey.

4 Examples of Leadership Essays

Qualities of a good leader, introduction.

Confidence is the most important attribute first of all. One of the most important qualities in a leader is confidence in one's own abilities. A lack of self-assurance is fatal to a person's leadership potential. If you want others to follow you, you need to exude self-assurance. It's imperative for a leader to have faith in his own judgment and actions. How can people want to follow him if he doesn't even know what he's doing?

Every effective leader knows that they need to be an inspiration to their followers. A leader needs to set an example for his team. In addition, he ought to inspire them whenever feasible. A leader must also maintain optimism in trying times.

What qualities a good leader must have?

Leadership is the ability to influence and guide individuals or groups toward a common goal. A leader must possess several qualities to be effective, including:

Communication skills: A leader must be able to communicate their vision and goals clearly and effectively, both verbally and in writing. This requires excellent listening skills, empathy, and the ability to adapt to different communication styles.

Emotional intelligence: A leader must be able to understand and manage their own emotions, as well as those of their team members. This includes being able to understand and respond to the emotions of others, and handling conflicts in a constructive manner.

Visionary: A leader must have a clear and inspiring vision of the future, and be able to articulate this vision in a way that motivates others to work towards it.

Strategic thinking: A leader must be able to think critically and creatively to identify and solve problems, make decisions, and develop plans and strategies to achieve their goals.

Flexibility: A leader must be able to adapt to changing circumstances and be open to new ideas and perspectives. This requires the ability to embrace change, be innovative, and continuously learn and grow.

Integrity: A leader must have strong ethics and values, and be willing to make difficult decisions that are consistent with their beliefs. This requires honesty, transparency, and accountability.

Decisiveness: A leader must be able to make tough decisions quickly, without undue hesitation or procrastination. This requires courage and the ability to take calculated risks.

Empowerment: A leader must be able to delegate responsibilities, give team members the resources they need to succeed, and foster a sense of ownership and accountability among their team.

Conclusion 

These qualities are essential for effective leadership, and when combined with hard work, determination, and a commitment to excellence, can help leaders to achieve great things.

How one can be a Great Leader?

Leadership is the act of performing the duties of a leader. In the business world, for instance, it is essential to have someone in charge of a team to ensure everything runs well. Effective leadership is essential for any group that wants to maximize its prospects of success.

Leadership Comes from Experience

As we've shown, leadership can be innate in some cases but is more often learned through practice and exposure. Sometimes the best traits of a leader must be learned over a lengthy period of time, so that one can become a notable one, proving that leadership is not always about a person's innate qualities. Leaders should continuously be on the lookout for opportunities to grow their leadership skills.

Nobody can disagree that experience is a key component of leadership. Numerous examples exist to back up this claim, such as:

Instance 1:

Our school's head boy or girl has traditionally been an older student who has been around for a while and thus has a better grasp of the ins and outs of school politics.

Instance 2:

When there is a vacancy for a team leader, it is common practice for the employee who has consistently put in the most effort and attention to the office job to receive a higher number of votes than their coworkers. 

“The best teacher for a leader is evaluated experience.” - John C. Maxwell

How one can be a Great Leader/Skills to be a Great Leader?

Effective leadership is a skill that develops through time. Developing into a leader with all the qualities that are needed takes a lot of hard work and potential. Being a prominent leader calls for a wide variety of traits. Some of these characteristics are addressed in further detail below:

One should be a Good Communicator

To be an effective leader, one must be able to convey his thoughts clearly to his/her/its subordinates.

Should have Confidence

The individual should have faith in what he says and does.

Give Credit to other Team Members too

A leader not only needs to impose his viewpoints and opinions instead he must also hear to the suggestions of other members of the team and offer them credit if their concept is appropriate.

Good Bond with the Team

A leader's ability to command respect from his team members depends on his ability to develop and maintain positive relationships with them.

Leads with Responsibility

A leader needs to be completely committed to his position. It's important that he takes on responsibility so that he can effectively deal with the various challenges he will inevitably face.

Any group or organization needs a leader above all else. Leadership development takes time and effort. One needs to have lived through a lot to be an effective leader. It's not enough to simply have years of experience in the field; one must also have the traits that make one an effective leader. You can't be a great leader unless you possess certain traits.

What makes a Good Leader?

Trying one's hand as a leader appears easy when viewed through this lens. Is that so tough? Of course not; leading is difficult, and not everyone aspires to be a leader. The vast majority of us have settled into well-established careers where we report to superiors and make a living. Still, not everyone is content to go along with the crowd. They become leaders in whatever field they pursue. A leader is an example to followers and will prioritize the needs of those around them.

Some Unique Qualities of a Leader

Many individuals resort to their leaders to vent their frustrations, therefore it's important for them to be good listeners.

A leader ought to be completely forthright; they can't play favorites or give anyone preferential treatment. One of the most essential qualities of a strong leader is the ability to make decisions with integrity.

They need to be aware of the bigger picture and understand what makes an individual stand out or become a leader. It's their expertise in addition to other distinguishing traits. Their awareness of current events and the results of recent studies is essential. In many ways, this is helpful, and it's the leader's responsibility to stay current.

Since some might not understand them, they should utilize straightforward, easily comprehended language. Leaders need to be able to communicate effectively at all times. In reality, what sets them apart is their exceptional communication skills. Adolf Hitler was such a gifted orator that his followers believed every word he said.

No matter how you're feeling or what's going on in the world, if you listen to a leader, they may make you feel energized. Since leaders are in charge of inspiring confidence in their followers, they can't afford to be wary or unsure of themselves. People tend to blindly follow their leaders.

Whether you're a leader or a doctor, you should devote yourself completely to your chosen field. Everything we do is for the benefit of others; engineers, for example, spend much of their time designing and constructing buildings for other people. So, take pride in what you do, and if you possess the aforementioned traits, you are also a leader who doesn't have to rely on others to succeed. No matter what you do, aspiring to leadership positions will always benefit others.

What is Leadership in Management and what are the weaknesses and strengths of a Leader?

Simply said, leadership is acting as a supervisor or manager of a group. Different mental pictures pop up when we hear the word "leadership" used in conversation. One might think of a political leader, team leader, corporate leader, school leader, etc. Leaders facilitate order and efficiency in the workplace. Teamwork and success are fundamental to effective leadership. Leaders utilize their managerial abilities to establish courses and guide their teams to success.

Strengths and Weaknesses of Leadership

Able to express oneself more clearly

Growth of character.

Self-awareness.

Possession of teamwork skills.

Gain assurance in yourself.

Weaknesses:

Acting favorably toward one's teammates.

Having no faith in the leader.

Thinks they're better than everyone else, but act hypocritically.

Not living up to the promised standard.

Insufficient morals.

Leadership and Management

Management and leadership are inextricably linked to one another. Leadership and management are both vital to the efficient operation of an organization; but, they accomplish very different things in the process. Leadership is a necessary skill for anyone aspiring to be an effective manager. The terms management and leadership are synonymous with one another. In this manner, we are able to draw the conclusion that a manager who demonstrates the traits of a successful leader is, in fact, a manager who is effective.

Leadership in School

Leadership is essential in nearly every group, as we've seen above. That group includes one's educational institution. Every school needs an outstanding figure to serve as its head of school. Class monitor, assembly captain, cultural leader, etc. are all examples of leadership roles that can be taken on at school, but this raises the question of what makes a person a successful school leader.

Any student hoping to be chosen as a student body leader will need to demonstrate a wide range of competencies. He or she needs to be a consistent student who pays attention in class and does well in extracurricular activities. For the simple reason that no intelligent and hardworking kid would ever be considered for leadership. Student leaders are most often selected from among those who participate fully in all activities.

Leadership in Organization

Leadership in an organization, also known as organizational leadership, is the process of establishing long-term objectives that further the company's mission and help it reach its ultimate destination. This is a classic illustration of how Bill Gates often works with his team: they agree on a strategy, and Gates implements it. To the same extent, it is the responsibility of the leader in each given organization to determine what it is that the group is trying to accomplish.

Leadership in Politics

Leadership in politics, also known as political leadership, is the process of becoming actively involved in a political party in the role of a party leader. Knowledge of political processes, their outcomes, and the political agenda is central to the idea of political leadership.

An effective leader can be developed in anyone who has the determination and drives to do so. Both the strengths and the areas for improvement should be nurtured. Whether in the classroom, the workplace, or the political arena, leadership is always necessary. Therefore, one can exercise leadership anywhere they like inside their own organization.

What are the types of Leadership?

The ability to lead is a rare trait that not everyone possesses. The ability to do so is a gift, so count your blessings if you possess it. It's recommended that you hone it even more so that you can propel your career forward and serve as an example to people around you. However, it is crucial to grasp the various leadership styles before you go ahead and polish your skills.

Types of Leadership Styles

Democratic Leadership

In this style of management, subordinates are given a voice in decision-making. Although the subordinates' efforts are highlighted, the leader is ultimately held responsible for the group's actions. Many people find this type of leadership to be effective.

Transformational Leadership

Transformational leaders motivate and inspire others to adopt new behaviors and ways of thinking in order to improve their own performance and that of their teams and organizations. A transformational leader is someone who encourages their team to strive for greater things and works to boost morale and output.

Team Leadership

A good leader fully incorporates his team into the task at hand. Members of the team are motivated to reach their goals and advance in their careers thanks to the leadership of the group.

Strategic Leadership

It requires a chief executive who doesn't restrict himself to brainstorming sessions with his superiors. He contributes on every level of the team. He is well-liked for his ability to unite the need for fresh ideas with the necessity of grounding them in reality.

Autocratic Leadership

The leader in a command and control structure is the center of attention. The chief executive has absolute power in this setting. He decides things on his own, without polling his staff. He relays this information to his staff and stresses the importance of swift action. The buck stops with him, and he alone must answer for his actions. Not much room for negotiation exists. It's no secret that this method of leading has its detractors.

Visionary Leadership

This kind of leader appreciates the abilities and requirements of his team members. He describes his ideal outcome and the teamwork that will be necessary to attain it.

Coaching Leadership

Leaders who coach their teams do so regularly in an effort to raise output. He inspires his employees to do better and works to keep them motivated. This approach to leadership has been much praised.

Facilitative Leadership

With occasional guidance, a facilitative leader ensures that the process runs smoothly for his team. As a precaution in case his team is ineffective. If the team is highly effective, the leader will take a hands-off approach.

Cross-Cultural Leadership

The leadership of this type is necessary when interacting with people from various cultural backgrounds. Because of the wide variety of cultures represented in the workforce across the United States, many managers and executives hold cross-cultural positions.

Laissez-Faire Leadership

The members of the team are given responsibility in this style of management. They are free to choose how they spend their time at work, with minimal oversight from the boss. It's not a good way to lead, according to experts.

Transactional Leadership

An interactive approach is integral to this kind of leadership. When team members successfully implement their leader's ideas and choices, they are rewarded with immediate, material benefits.

Charismatic Leadership

In order to bring out the best in his followers, this kind of leader makes the effort to change their attitudes, values, and actions.

This article should dispel the notion that leadership qualities can't be further subdivided. It should also assist you in pinpointing your own personal brand of leadership so you can perfect it over time.

Final Words

In conclusion, leadership is a complex and multifaceted concept that involves various qualities and skills. Effective leaders possess traits such as integrity, vision, empathy, decisiveness, and the ability to inspire and motivate others. They are able to navigate challenges, make difficult decisions, and lead their team toward success. Leadership also involves continuous learning and self-improvement, as leaders must adapt to changing circumstances and remain relevant. Effective leadership can have a positive impact on both individuals and organizations, fostering growth and creating a culture of success.

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The Most Important Leadership Competencies, According to Leaders Around the World

• Sunnie Giles

They’re all hard to improve because they run counter to our instincts.

Research over the past few decades has shown us that the most important leadership qualities are centered around soft skills and emotional intelligence. But do these skills point to deeper competencies? A survey of 195 leaders from more than 30 global organizations suggests that there are five major themes of competencies that strong leaders exhibit:

• High ethical standards and providing a safe environment
• Empowering individuals to self-organize
• Promoting connection and belonging among employees
• Open to new ideas and experimentation
• Committed to the professional and intellectual growth of employees

While many of these competencies may seem obvious, they are difficult for leaders to master because to do so would require them to act against their nature. Individuals are not hardwired to relinquish control or be open to small failures. The ability to actively improve these competencies should be a priority for leaders.

What makes an effective leader? This question is a focus of my research as an organizational scientist, executive coach, and leadership development consultant. Looking for answers, I recently completed the first round of a study of 195 leaders in 15 countries over 30 global organizations. Participants were asked to choose the 15 most important leadership competencies from a list of 74. I’ve grouped the top ones into five major themes that suggest a set of priorities for leaders and leadership development programs. While some may not surprise you, they’re all difficult to master, in part because improving them requires acting against our nature.

• SG Sunnie Giles is a partner at Ridgepine Capital Partners (an alternatives fund of funds), professionally certified executive coach, leadership development consultant, and organizational scientist. She has an MBA from the University of Chicago and a PhD from Brigham Young University.

Partner Center

• Published July 6, 2024
• 8 Minute Read

How to Influence People: 4 Skills for Influencing Others

To be truly effective — in good times and in times of great challenge — leaders must know how to influence people. By definition, influence is the ability to affect the behavior of others in a particular direction, leveraging key tactics that involve, connect, and inspire them.

That’s why we’ve identified “influencing others” as one of the 4 core leadership skills needed in every role . (Communicating, learning agility, and self-awareness are the other 3.)

Without the expertise and ability to influence others, the truly important things in work and in life can’t be achieved.

But effective leaders don’t just command; they inspire, persuade, and encourage. Leaders tap the knowledge and skills of a group, point individuals toward a common goal and consensus, and draw out a commitment to achieve results.

Influencing People Varies by Role

Early in your career, or in individual contributor roles, influence is about working effectively with people over whom you have no authority. It requires the ability to present logical and compelling arguments and engage in give-and-take.

When leading from the middle, you’ll want to focus particularly on developing the 4 key skills needed to influence others, which we expand on below.

In senior-level or executive roles, influencing others is more about steering long-range objectives, inspiring and motivating others, and communicating the vision .

But wherever you are in an organization, chances are you’ll want to master tactics to influence people, as influence is one of the 4 core leadership skills needed in every role.

“Without the capacity to influence others, your ability to make what you envision a reality remains elusive because, after all, no one can do it alone,” notes George Hallenbeck, a lead contributor to our Lead 4 Success®  program, which helps leaders develop these 4 key essentials of leadership.

Influencing Others: 4 Key Skills

4 influencing skills.

The best leaders have these 4 key influencing skills:

• Organizational Intelligence: They understand how to get things done and embrace the reality of working within organizational politics to move teams and important initiatives forward.
• Team Promotion: Leaders cut through the noise to authentically and credibly promote themselves — while also promoting what’s good for the entire organization.
• Trust-Building: Because leadership often involves guiding people through risk and change, trust is essential.
• Leveraging Networks: No leader is an island. They are empowered by their connections with others.

Here’s a look at each of these influencing skills in a little more detail, and how you and your team can use them to influence others.

1. Practice “Organizational Intelligence.”

All organizations have 2 sides: the formal structure pictured on the org chart and the informal structure, which more often represents how things really get done. Politically savvy leaders understand both.

Political savvy is both a mindset and a skillset. Savvy leaders view politics as a neutral and necessary part of organizational life that can be used constructively and ethically to advance organizational aims.

For a leader,  political skills in action look like:

• Networking to build social capital, including mingling strategically.
• Thinking before responding, considering context and goals before deciding when and how to express their point of view.
• Paying close attention to nonverbal cues, practicing active listening, considering how others might feel, and finding ways to appeal to the common good.
• Leaving people with a good impression, without coming across as “trying too hard.”

2. Promote Yourself, Promote Your Team.

Self-promotion is often seen as bragging or selfishness. But leaders who know how to influence people understand that by promoting themselves authentically and for the right reasons, they can cut through the information that bombards us all each day.

In the hands of an astute leader, authentic self-promotion isn’t just a tool to advance one’s own career. It can provide visibility and opportunities for their direct reports, generate team and organizational pride, and make capabilities and ideas more visible across the organization — ultimately enhancing collaboration and consensus.

Two self-promotion strategies stand out.

First, leaders who are good at influencing others find ways to gather an audience. They may ask more people to be part of a team, initiative, or problem-solving process.

Second, they find ways to “put on a show” and step into the spotlight at selected events and meetings, sometimes creating their own events.

3. Build & Maintain a Foundation of Trust.

Building and maintaining  leadership trust is essential. Without trust, leaders may be able to force people to comply, but they’ll never tap the full commitment, capabilities, and creativity the group can offer. Leveraging these assets is invaluable when tackling tough challenges or making strategic change, so trust is vital.

People look for leaders who can appreciate their vulnerability and inspire them, understand them, support them, and guide them through looming chaos. This requires the leader to demonstrate a broad range of expertise and behaviors, some of which might seem contradictory but, when used in an appropriate and timely manner, create conditions that foster trust.

Trust involves a careful balance between pushing people into areas where they’re uncomfortable while also listening carefully to their concerns and feedback. Among the many “balancing acts” they must work to maintain, trustworthy leaders negotiate between toughness and empathy as individuals struggle with transition, as well as urgency with patience as change proceeds.

4. Leverage Networks.

Finally, leaders that know how to influence people recognize and cultivate the power of networks. Organizations are increasingly dynamic; they morph in size and shape over time. Influential leaders have a network perspective and recognize that their personal networks must also be dynamic and growing. They’re also strategic about choosing how and when to tap into this network.

Access Our Webinar!

Learn more about the key elements of effective influencing skills, including how to assess your current influencing capabilities and competencies to become a more influential leader, when you watch our webinar, Being an Influential Leader: How Effective Influencing Can Be a Game-Changer .

When Influencing Others, Remember Context Matters

Across all 4 of these influencing skills — political savvy, self-promotion, building trust, and networking — context is important.

The goal is to influence others, not manipulate them.

Effective, ethical leaders use different approaches in different situations , choosing carefully when and how to influence people using influencing tactics that appeal to the head, heart, or hands. For example, a leader may use rational persuasion techniques when there’s factual evidence to present. On the other hand, they may opt to use inspirational appeals or consultation methods to generate buy-in when discussing a new project or proposal with their team.

3 Tactics for Influencing Others

We’ve found that influencing tactics fall into 3 categories: logical, emotional, or cooperative appeals. In other words, using the head, heart, or hands to influence people:

• Logical Appeals (Head): Tap into people’s rational and intellectual positions. You present an argument for the best choice of action based on organizational benefits, personal benefits, or both, to appeal to people’s minds.
• Emotional Appeals (Heart): Connect your message, goal, or project to individual goals and values. An idea that promotes a person’s feelings of wellbeing, service, or sense of belonging tugs at the heartstrings and has a good chance of gaining support.
• Cooperative Appeals (Hands): Involve collaboration, consultation, and alliances. Working together to accomplish a mutually important goal extends a hand to others in the organization and is an extremely effective way to influence people. Leaders who effectively use these tactics to influence people can achieve their goals and objectives more successfully than leaders who lack that ability, regardless of where they sit in an organization.

That way, influencing others comes from a place of authenticity and has the greatest impact.

Unsure where to start? Think about a situation in the near future when you will need to influence someone, and reflect on the following questions to form a plan:

• Who am I attempting to influence?
• What is the situation? How much support do I need?
• Why do I need this person’s support of my idea?
• What tactics can I use, and how can I establish rapport?
• What responses do I anticipate?
• What mutual points of agreement can I use?
• How can I end on a positive note, no matter what the outcome is?

How to Recognize When You’re Being Influenced

When you’re a leader who is used to being the influencer, it can be challenging to identify when the tables have been turned. If fellow teammates or executives are trying to persuade you, it’s important to recognize when and how you’re being influenced.

To start, gain some self-awareness about your own biases and personal point of view. Determine your current strengths and development needs, and understand that you will typically act out of your strengths.

Ask yourself, “What will it take for me to be more aware and balance my typical approach to be more effective with others?”

The better you understand yourself, the better you’ll be at understanding others. If you do find yourself being influenced, consider leveraging the consultation tactic in response to offer up your thoughts, desires, and suggestions for discussion. This type of collaboration will be an especially helpful technique if you disagree and need to negotiate a path forward. You may discover that the time you’ve spent thinking about the most effective way to influence others will come in very handy.

Ready to Take the Next Step?

Upskill your team by building their capacity to influence others successfully. Partner with us for a customized learning journey for your leaders using our research-based modules. Available leadership topics include Authentic Leadership, Communication, Emotional Intelligence, Influence Skills Training , Listening to Understand, Self-Awareness, and more.

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George oversees the creation of research-based content for our program and product solutions. He’s a recognized expert in the area of learning agility and has been engaged in research, product development, and client activities related to the topic for over 15 years. He has authored or co-authored 8 books, including Compass: Your Guide for Leadership Development and Coaching and Learning Agility: Unlock the Lessons of Experience .

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What to explore next.

Watch this webinar to learn how to be a more influential leader. Becoming more persuasive and effective at influencing will help you achieve career success.

Understand the 3 outcomes of influencing, the 3 types of tactics that can be used to influence others, and the 6 essential skills for effective influencing.

Leadership networking is about developing networks to build relationships and strengthen alliances to help meet your own and your organization’s goals. Discover 6 networking rules for leaders.

Our research shows that 4 core leadership skills can help fundraising leaders create more impact and fundraising success.

Few leaders understand how best to use their power for the greater good. Learn our recommended strategies for leveraging power in leadership effectively.

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Do you know how to have greater influence as a leader? Upskill your team's influencing skills so they can drive priorities forward more effectively.

Are you ready to move leaders from average to high-performing? Help your people develop the 4 fundamental leadership skills with our leadership fundamental course.

Leadership and communication go hand-in-hand. Learn more about our solutions and leadership communication training that your leaders need to be effective.

At the Center for Creative Leadership, our drive to create a ripple effect of positive change underpins everything we do. For 50+ years, we've pioneered leadership development solutions for everyone from frontline workers to global CEOs. Consistently ranked among the world's top providers of executive education, our research-based programs and solutions inspire individuals in organizations across the world — including 2/3 of the Fortune 1000 — to ignite remarkable transformations.

Home — Essay Samples — Business — Leadership — The Importance of Leadership and Influencing Qualities

The Importance of Leadership and Influencing Qualities

• Categories: Leadership

About this sample

Words: 454 |

Published: Jun 6, 2019

Words: 454 | Page: 1 | 3 min read

Works Cited

• Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Transformational and Charismatic Leadership: The Road Ahead. Emerald Group Publishing.
• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Psychology Press.
• Conger, J. A. (1999). Charismatic and Transformational Leadership in Organizations: An Insider's Perspective on These Developing Streams of Research. Journal of Leadership & Organizational Studies, 6(4), 12-25.
• Day, D. V. (Ed.). (2011). The Oxford Handbook of Leadership and Organizations. Oxford University Press.
• Hackman, J. R., & Johnson, C. E. (2009). Leadership: A Communication Perspective (5th ed.). Waveland Press.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations (6th ed.). Jossey-Bass.
• Northouse, P. G. (2021). Leadership: Theory and Practice (9th ed.). SAGE Publications.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Zaccaro, S. J., & Klimoski, R. J. (Eds.). (2001). The Nature of Organizational Leadership : Understanding the Performance Imperatives Confronting Today's Leaders. Jossey-Bass.
• Zenger, J. H., & Folkman, J. (2016). The Extraordinary Leader: Turning Good Managers into Great Leaders (2nd ed.). McGraw-Hill Education.

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8 Essential Leadership Communication Skills

• 14 Nov 2019

If you want to be an effective leader , you need to excel in communication. In fact, the success of your business relies on it.

According to a report from the Economist Intelligence Unit (pdf) , poor communication can lead to low morale, missed performance goals, and even lost sales. A separate study found that inadequate communication can cost large companies an average of $64.2 million per year, while smaller organizations are at risk of losing $420,000 annually.

But effective communication impacts more than just the bottom line. For leaders, it’s what enables them to rally their team around a shared vision, empower employees , build trust, and successfully navigate organizational change .

Why Is Communication Important in Leadership?

A leader is someone who inspires positive, incremental change by empowering those around them to work toward common objectives. A leader’s most powerful tool for doing so is communication.

Effective communication is vital to gain trust, align efforts in the pursuit of goals, and inspire positive change. When communication is lacking, important information can be misinterpreted, causing relationships to suffer and, ultimately, creating barriers that hinder progress.

If you’re interested in enhancing your leadership capabilities, here are eight communication skills you need to be more effective in your role.

Essential Communication Skills for Leaders

1. ability to adapt your communication style.

Different communication styles are the most frequently cited cause of poor communication, according to the Economist Intelligence Unit (pdf) , and can lead to more significant issues, such as unclear priorities and increased stress.

It’s essential to identify your leadership style , so that you can better understand how you’re interacting with, and perceived by, employees across the organization. For example, if you’re an authoritative leader , you likely have a clear vision for achieving success and align your team accordingly. While an effective approach for some, it might fall flat for others who seek more autonomy in their role.

Every employee’s motivations are different, so knowing how to tailor your communication is essential to influencing others and reaching organizational goals.

Related: 4 Tips for Developing Your Personal Leadership Style

2. Active Listening

Effective leaders know when they need to talk and, more importantly, when they need to listen. Show that you care by asking for employees’ opinions, ideas, and feedback. And when they do share, actively engage in the conversation—pose questions, invite them to elaborate, and take notes.

It’s important to stay in the moment and avoid interrupting. Keep your focus on the employee and what it is they’re saying. To achieve that, you also need to eliminate any distractions, including constant pings on your cell phone or checking incoming emails.

3. Transparency

In a survey by the American Management Association , more than a third of senior managers, executives, and employees said they “hardly ever” know what’s going on in their organizations. Transparency can go a long way in breaking down that communication barrier.

By speaking openly about the company’s goals, opportunities, and challenges, leaders can build trust amongst their team and foster an environment where employees feel empowered to share their ideas and collaborate. Just acknowledging mistakes can encourage experimentation and create a safe space for active problem-solving.

Every individual should understand the role they play in the company’s success. The more transparent leaders are, the easier it is for employees to make that connection.

When communicating with employees, speak in specifics. Define the desired result of a project or strategic initiative and be clear about what you want to see achieved by the end of each milestone. If goals aren’t being met, try simplifying your message further or ask how you can provide additional clarity or help.

The more clear you are, the less confusion there will be around priorities. Employees will know what they’re working toward and feel more engaged in the process.

5. Ability to Ask Open-Ended Questions

If you want to understand employees’ motivations, thoughts, and goals better, practice asking open-ended questions. Jennifer Currence, president of consulting firm The Currence Group, said to the Society of Human Resource Management to use the acronym TED, which stands for:

• “ T ell me more.”
• “ E xplain what you mean.”
• “ D efine that term or concept for me.”

By leveraging those phrases when speaking with your team, you can elicit more thoughtful, thorough responses and ensure you also have clarity around what they need from you to succeed.

There’s a reason empathy has been ranked the top leadership skill needed for success . The better you get at acknowledging and understanding employees’ feelings and experiences, the more heard and valued they’ll feel.

In a recent survey (pdf) , 96 percent of respondents said it was important for their employers to demonstrate empathy, yet 92 percent claimed it remains undervalued. If you want to improve your communication and build a stronger, more productive culture, practice responding with empathy.

Related: Emotional Intelligence Skills: What They Are & How to Develop Them

7. Open Body Language

Communication isn’t just what you say; it’s how you carry yourself. Ninety-three percent of communication’s impact comes from nonverbal cues, according to executive coach Darlene Price .

To ensure you’re conveying the right message, focus on your body language. If you’re trying to inspire someone, talking with clenched fists and a furrowed brow isn’t going to send the right message. Instead, make eye contact to establish interest and rapport and flash a genuine smile to convey warmth and trust.

8. Receiving and Implementing Feedback

Asking for feedback from your team can not only help you grow as a leader, but build trust among your colleagues. It’s critical, though, that you don’t just listen to the feedback. You also need to act on it.

If you continue to receive feedback from your team, but don’t implement any changes, they’re going to lose faith in your ability to follow through. It’s likely there will be comments you can’t immediately act on—be transparent about that. By letting your employees know they were heard and then apprising them of any progress you can, or do, make, they’ll feel as though you value their perspective and are serious about improving.

Related: How to Give Feedback Effectively

Improving Your Leadership Communication

Communication is at the core of effective leadership. If you want to influence and inspire your team, you need to practice empathy and transparency, and understand how others perceive you, through your verbal and non-verbal cues.

To improve your communication skills and become a better leader, begin by assessing your effectiveness so you can identify areas for improvement. Then, set goals and hold yourself accountable by creating a leadership development plan to guide and track your progress.

Do you want to enhance your leadership skills? Download our free leadership e-book and explore our online course Leadership Principles to discover how you can become a more effective leader and unleash the potential in yourself and others.

(This post was updated on June 16, 2020. It was originally published on November 14, 2019.)

About the Author

What type of leader are you? How to show leadership skills in your Chevening interview, according to current scholars

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One of the key qualities we look for in our Cheveners is strong leadership. Here’s how you can show this in your interview.

Our Chevening Alumni work all over the world in a huge range of disciplines, but they all have one thing in common: they’re great leaders.

Proving that you have great leadership skills is a sure-fire way to convince interviewers of your value to the Chevening network and put yourself in a strong position to receive a scholarship.

We’ll show you how you can do this and even give you tips from successful scholars. But first, why do we look for leadership qualities in the first place?

Why is leadership important?

The Chevening Scholarship is a once-in-a-lifetime opportunity that gives students from around the world the chance to advance their education and careers by taking part in the UK’s stellar higher education system.

We select our Cheveners by looking for four important qualities:

• Leadership and influencing
• Relationship building
• A strong career plan
• Enthusiasm for studying in the UK

Leadership skills are important because our goal when awarding a Chevening Scholarship is not just to fast-track individual success.

A Chevening Scholarship allows students to create a positive impact in their own communities and around the world, and we aim to select only the students who are willing and capable to enact this positive change.

Having strong leadership skills – and being able to demonstrate these at interview – is an important part of this.

What kind of leader are you?

In order to show your interviewer that you have the leadership skills we’re looking for, you first need to know what kind of leader you are .

The answer to this question will differ from person to person. Think about situations in which you have had to take a leadership role. What skills did you most employ? What are the qualities you most associate with the strong leaders in your life?

For Hui Wang, a 2021 Chevener hailing from China, resilience is the quality they most associate with strong leadership.

“For aspiring future leaders who aim to bring about positive change, there are bound to be ups and downs along their journeys. It is crucial to tell the interviewers you can get back up from failure and figure out how to improve.”

Hui chose to highlight this quality during the interview and, clearly, was successful. But how can you show that you’re a great leader when talking to a panel of interviewers?

How can you show leadership skills in your interview?

The key to showing off your leadership skills in your interview is giving strong, specific examples.

Using the insights you have gained from reflecting on what leadership means to you, prepare a few strong examples of these qualities in action.

Laith Abdin, a 2021 Chevener from Jordan, focused on highlighting his social skills.

“I mainly focused on multiple examples that revolved around social influence, two of which were about leaving a positive impact on society through my job and my voluntary experiences,” he says.

“One of my favourites is that, despite working for a for-profit organisation, I was privileged to lead a project that ultimately aimed to support the government in responding to a vital challenge that contributes to the greater good of my country.”

Sithabile Daka-Mungombe, another 2021 Chevener from Zimbabwe, chose to foreground her work empowering women in her community.

“I [showed] my ability to give back to my community through various volunteer activities with UNICA-AfroEdge and other community based organisations that are greatly impacting society through early childhood education and girl child education,” she says.

“[These are] causes which are dear to me because of the odds I had to overcome as a girl child growing in a community that valued girls less.”

By thinking deeply about your unique leadership style and demonstrating this with a specific example, you can put yourself in the best position to receive a Chevening Scholarship. Good luck in your interview!

By  Amy Hughes

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Management and Leadership Influencing Skills

Introduction

Leadership is a cornerstone of management and, in parallel, one of the most multidimensional concepts in this sphere of knowledge. Although the meaning of the notion seems to be apparent, developing an exact definition is a challenging task, as every particular individual regards leadership through his or her own lens. Meanwhile, the perspectives vary from person to person depending on social status, experience, and others. It is, therefore, more reasonable to describe and discuss leadership in an appropriate theoretical context than simply define it. The critical point is the unacceptability of power-based methods, oppression, and autocracy, along with the preference for mutual respect and understanding.

Sources of Authority and Leadership Influence

It is possible to synonymize leadership as motivating or inspiring, hence describing it as the ability to organize people into a team for achieving a common goal or, probably, as the art of doing that. Involvement in such activity requires a range of features and skills that actually make an individual a leader. In accordance with one of the popular models, the so-called distributed leadership, the essential feature is authority, which determines a person’s credibility (Woods, 2016). In other words, this theory means delegating leadership to the individuals that have a certain power.

Leadership by Authority

The latter may have different forms depending on its sources that specify the ways in which the leader predominates the other team members. Social psychologists John French and Bertram Raven described five key bases of power in 1959, notably, legitimate, reward, expert, referent, and coercive (Mind Tools Content Team, n.d., para. 4). Within this paradigm, authority can be derivable from the right to command, award, or punish the other, who are, consequently, subordinate to the leader. Professional competence and attractiveness can empower those who have them as well, increasing their chances of gaining leadership.

The given approach may seem to be maximally natural as well as democratic since it considers the expectations and preferences of team members, but in fact, it has limitations. The primary drawback of leadership by authority is the lack of “a uniform hierarchy” due to the changeability of the participants’ roles (Woods 2016, p. 165). Simply stated, hardly any human being is able to have eternal authority in all spheres. Thus, the legitimate power of a president or a CEO ends immediately together with their ruling, as it belongs to a position rather than a person (Mind Tools Content Team, n.d.). Neither is expert power universal, which derives from intelligence, since a particular individual may outperform his or her fellows in one sphere but be outperformed in the other. Therefore, the model of such a kind is situationally appropriate rather than reliable on a long-term horizon.

It is worth mentioning that authority can be formal, positional, and informal, or personal. The former comprises the duties that a certain appointment presupposes, while the latter emerges naturally from the interpersonal relations within the work team. Notably, the employee whom the other particularly respects for certain reasons has more authority as compared to ordinary participants. Expert power that is mentioned above exemplifies this phenomenon and typically belongs to someone who is able to “understand a situation,” “suggest solutions,” and “use solid judgment” (Mind Tools Content Team, n.d., para. 16). An attractive appearance may give its owner a different type of personal power, referent, which is possible to compare with a status of a celebrity. In general, informal authority in groups derives from being outstanding, hence out-competing the other by certain criteria.

Leadership Influence

The peculiarity of both an individual who occupies a powerful position and an individual who has earned special respect for his or her personal qualities is the ability to be influential. This means to create an effect on the “behaviors, attitudes, opinions and choices of others” (Human Resources University of Florida n. d., p. 1). Without a capacity for working on the worldviews of the surrounding people, leadership is impossible since organizing and inspiring a team involves communicating the importance of the common goal to each of its members.

It is, however, not reasonable to confuse the concept of influence with those of control or manipulation since it does not utilize any force-based methods. Instead, a leader has to build relationships of trust with other team members so that they find it appropriate to rely on him or her as their supervisor (Human Resources University of Florida n.d.). This is a prolonged and frequently challenging process that involves being honest, explaining the motives of certain actions in a transparent manner, responsibility for the decisions, and meeting the expectations. An individual who behaves in such a way has a chance to become a credible leader.

Framework for Managerial Leadership

Managerial leaders perform both of the roles that gave the name to this position; notably, they are responsible for planning and coordinating activities as well as inspiring and aligning people. Therefore, it is critical for a strong managerial leader to think strategically, be good at conflict management, and know how to overcome uncertainty and ambiguity. In addition, they should be soft and treat team members as collaborators rather than subordinates because proper attitude proves to favor self-improvement incomparably better than oppression (Rao, 2017). Such a paradigm corresponds to the definition of transformational leadership, as it allows for positive changes both in particular individuals and in the entire social system.

Communicating a Clear Vision

Although management is not completely synonymic with leadership, these activities require similar communication skills; in addition, as said above, they are combinable. Both managers and leaders have to interact effectively with the team so that all of its members have a clear understanding of the goals as well as the ways of reaching them (Chartered Management Institute 2020). This is possible solely on the condition of developing the skills that are listed and described below.

No ambiguity is acceptable in situations where several people are to reach a certain goal, which makes it essential for their supervisors to give clear instructions. In other words, each of the team members needs to have a complete understanding of his or her role in the project as well as the desirable results. In a work environment that lacks clarity, trust and motivation are low as well, and “mediocrity is the norm” due to insufficient dedication (the Human Resources University of Florida n.d., p. 2). This determines the essentiality of instructing and explaining as the initial step towards the successful completion of the goals.

The awareness of why each of the team members is important is another helpful tool for organizing them without authority. Thus, the basics of the Cohen-Bradford influence model involve not solely prioritizing the objectives but remembering “the very reason why you want to influence these people” as well (Loehr, n.d., para. 7). In other words, a managerial leader should have a clear view of why he or she needs a certain person in the team and how such collaboration is actually or potentially beneficial. Such an approach enables separating work objectives from personal motives and focusing on the former.

Negotiation

It has already been mentioned that appropriate managerial leadership presupposes an equitable relationships among all of the participants to enable maximal unity and involvement. An effective partnership, in turn, means mutual openness, simply stated, negotiation rather than obedience. A supervisor should be able not solely to communicate his or her viewpoint to the other but listen to carefully welcome alternative opinions, and consider them as well. This is important because the purpose of the interaction both among the members of a team and between them and the leader is to reach a consensus rather than domination. In addition, showing respect to everybody is one of the most reasonable ways to strengthen the influence (Human Resources University of Florida). Being a good listener, therefore, is as important as profound speaking skills.

This is the basis of leadership since team members do not agree to contribute to the productivity of teamwork unless they realize the sense of their actions. The supervisor’s motivation is, however, primary, as sharing the passion is among the most effective ways to “ignite” the other (Human Resources University of Florida n.d., p. 2). It is not sufficient to simply have a vision; effective communication with team members involves being enthusiastic and able to transmit the excitement to each of the participants. This apparently requires various approaches that depend on the members’ personal values, but a competent leader has to know how to find the common features.

Identification of Common Areas

Teamwork presupposes finding some common ground, which can comprise the traits, values, or benefits from the participation that the members share. Within the above Cohen-Bradford model, this requires an understanding of what is important for each of the coworkers, including the leader themselves, so that it is possible to offer anything valuable to everyone (Loehr, n.d.). This allows for better dedication as well as building relationships of trust within the team since human beings have an inclination to form stronger attachments to those with whom they have common features.

Developing Personal Responsibility

As the duties of a managerial leader involve both planning tasks and organizing people, he or she is responsible for completing the former and the well-being of the latter, which are actually intertwined. Otherwise, it would be impossible to coordinate everybody’s actions appropriately and reach maximal productivity because personal needs would be the main priority for the participants, if not their only interest.

Maslow’s Pyramid

Maslow’s hierarchy apparently provides one of the brightest illustrations of the above. Notably, it shows that human beings are able to focus on esteem and self-actualization solely on the condition of satisfying their physiological as well as safety needs (MasterClass staff, 2020). Simply stated, few to no employees can work enthusiastically and diligently in case of, for instance, ignoring their health problems or impossibility to support themselves. Considering this, a leader has to remember that collaboration presupposes exchange; in other words, team members need sufficient reward for investing their time and effort in the company. The essential skills in this context are respect towards the other and realistic thinking that prevent a supervisor from treating coworkers as if they were robots.

Alderfer’s ERG

Other theories, such as ERG by Paul Alderfer, offer a similar view of motivation. Notably, E in the acronym stands for existence, which comprises “basic material requirements for living,” or physiological as well as safety needs (“Alderfer’s ERG Theory,” n.d., para. 10). The other two letters mean relatedness and growth, respectively, which order drives to the following conclusion. Successful completion of the goals begins with providing comfort and security to all of the members, and the next stage is developing trusting relationships both among them and between the leader and them. This, in turn, requires such skills as respect for the other’s needs, empathy, and openness to feedback.

Summary of the Necessary Skills

As apparent from the above, the level of productivity at the workplace correlates directly with that of motivation, which, in turn, derives from the corporate culture. A positive environment that is based on mutual respect and productivity boosts the enthusiasm of team members, for which reason a managerial leader has to be able to create it. For this, a competent professional needs a range of interpersonal skills.

It is critical to be aware of the needs, preferences, and values of each team member to be able to encourage and support him or her where appropriate. Specifically, all of the coworkers should understand their roles in the project as well as the benefits from participation, while the leader should realize why each of them is necessary. This mutual importance allows for a strong emotional link, due to which it may be sufficient to remind the members of their functions as well as motives to restore their enthusiasm. In addition, understanding and respecting each other’s worldviews and lifestyles promote agreeing on both the goals and the ways to achieve them sooner than it would do in an atmosphere of negligence. Therefore, a team leader should know how to identify common areas in the members and favor the exchange of knowledge and ideas.

The delegation, Management Control, and Empowerment in Achieving Goals

Delegation and management control.

Both delegation and management control are popular techniques for achieving goals, but the approaches that they employ are different. The former means shifting both authority and responsibility “for particular functions, tasks or decisions” from a manager or a leader to one of the subordinates (Hoff, 2019, para. 1). Meanwhile, management control involves a comparative analysis of planned and actual performance for identification and further correction of the difference in case there is any (Bhasin, 2019). Both techniques can improve work productivity on the condition of an appropriate application.

Primarily, delegation promotes multitasking, as it creates a possibility to focus on more than one large-scale objective in parallel. In addition, it can strengthen the relationship between the leader and team members, as giving the authority to another individual presupposes a high level of trust (Hoff, 2019). Finally, it stimulates the self-actualization of the team members, as they normally receive the tasks for which they have a propensity. For instance, delegating the supervision over a marketing department to a marketing director would lessen the load for the CEO and/or enable him or her to gain additional control over problematic areas.

It is, however, essential to consider that delegation means spreading and sharing responsibility rather than rejecting it. Thus, in the above example, it would be unacceptable to neglect the department after assigning the supervision to the director. Instead, he or she should perform as a CEO’s assistant, which involves regular reporting and consulting when necessary. This is actually the essence of an appropriate corporate hierarchy, where both authority and responsibility grow together with the position.

Regarding management control, it involves the adaptation of the corporate policies, strategies, and plans to the changing circumstances, hence minimizing productivity losses. This requires constant awareness of the situation, which, in turn, is impossible without involvement. Therefore, it is not sufficient, for instance, to punish the employees in the trading department in case the sales are lower as compared to the plan. The manager is to identify the sources of the failures, then modify or redesign the strategies accordingly and influence the personnel to implement the innovations (Bhasin, 2019). The primary steps are to ensure that each staff member realizes the objectives and knows how to achieve them, which is the leader’s responsibility.

Empowerment

Another popular motivational technique is employee empowerment which enables and encourages the personnel to make influential work-related decisions and charge them with additional responsibility. Although this definition is similar to that of delegation, the two concepts are not synonymic, mostly because the latter “raises followers” while empowerment “raises leaders” (“Delegation and empowerment,” n.d., para. 1). Consequently, delegation is primarily applicable to critical moments, such as a period of financial downturn or an outstandingly busy season. Empowerment, by contrast, is more relevant in tranquility when there is sufficient room for creativity and experiments.

In terms of teamwork and the achievement of goals, both techniques can be effective but both require time and effort for preparation. A frequent example of empowerment is authorizing front-line employees who interact with customers directly to do that without consulting a supervisor on a constant basis. Specifically, within the so-called Ritz Carlton model, the staff have the right to make service recovery decisions up to a certain sum of dollars (Lotich, 2019). This approach has a range of advantages; notably, it relieves the administration of the necessity to respond personally to each case as well as encourages front-desk employees to evaluate the consequences of their decisions.

It is apparent from the above example that proper empowerment presupposes certain limitations, such as the maximal sum of money within which employees can pass resolutions. Otherwise, the probability of poor judgment and unwanted consequences grows considerably, especially if a team member lacks appropriate experience. Empowerment brings greater responsibility, to which a subordinate is to adapt, and it is more reasonable to do that gradually, for instance, with the help of regular in-house training that targets at developing leadership skills.

Results of Applying the Approaches

On the condition of the appropriate use, delegation and empowerment can increase the resulting influence of a manager or a leader. Notably, in the above instance, a CEO delegates the supervision of a marketing department to a director. At first sight, such a decision seems to reduce the influence of the former, as he or she shares it with another individual. In fact, however, the influence of both grows through developing a trustworthy relationship that, in turn, has several consequences. First, delegation is always based upon mutual respect, which supports the corporate culture and contributes to the workplace’s atmosphere. In addition, productive cooperation between the CEO and the marketing director can be a positive example to follow for the subordinates, hence inspiring and motivating them.

Regarding empowerment, the front-line employees in the second case gain it, which increases their authority and may seem to decrease that of the leader subsequently. In practice, this favors partnership since the team members acquire a chance to experience responsibility, simply stated, to realize what it means to have duties and make important decisions. This allows for a better mutual understanding between them and the manager, improving the climate in the workplace and, consequently, work productivity.

Both concepts of leadership and management are strongly associated with authority, which is, however, not quite appropriate. The main disadvantage of such an approach is the lack of a clear hierarchy, as the authority is possible to gain and lose, depending on the circumstances. Therefore, it is more reasonable to build leadership on influence, in other words, the ability to change the opinions as well as behaviors of other people. This, in turn, requires respect for their needs and peculiarities along with well-developed communicative skills. These characteristics are mandatory for a good managerial leader because they enable the development of relations of trust and partnership that are incomparably more productive than power-based methods of control.

Reference List

Alderfer’s ERG theory . (n.d.) Web.

Bhasin, H. (2019) Management control: Meaning, types, & features of management control . Web.

Delegation and empowerment . (n.d.) Web.

Hoff, N. (2019) Delegation defined… and applied . Web.

Leading by influence . (n.d) Web.

Loehr, A. (n.d.) How to influence others without authority . Web.

Lotich, P. (2019). 13 examples of empowered employees . Web.

MasterClass staff. (2020) A guide to the five levels of Maslow’s hierarchy of needs . Web.

Mind Tools Content Team. (n.d.) French and Raven’s five forms of power: Understanding where power comes from in the workplace . Web.

Rao, M. S. (2017) The importance of managerial leaders in the 21st century . Web.

Woods, Ph. A. (2016) ‘Authority, power and distributed leadership, Management in Education, 30(4), pp. 155-160. Web.

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[Chevening Essay] Leadership and Influence

David1992 2 / 5   Oct 28, 2017   #2 Yemexx you have not used a clear example of your own leadership. According to what you wrote in your essay. You have work in two different places. Write on your work experience a task your group has failed which you initiated your own idea to achieve progress in the task.

feby 3 / 10   Oct 28, 2017   #4 hey here is my feedback, In paragraph 2, this is your excellent work which you can decrease your operational cost, in this part I think you should highlight more why can you lower the operational cost, is there any specific method that you have? how do you coordinate with your team to achieve the goal (build engineering office)? ''including refurbishing the facility and purchasing ...'' you can develop more this statement. for your guideline: all the thing doesn't be handle only with you, how do you manage and divide your team to have own target? overall your essay has good structure, try to revise with more detail. and good luck help mine if you have a time. thank you

OP yemexx1 1 / 1   Oct 28, 2017   #5 @Holt @feby @David1992 Thanks a lot! I'll make some edits in line with your suggestions.

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Soft skills and employability of online graduate students.

1. Introduction

2. theoretical background, research questions.

• What are master’s students’ perceptions regarding the importance of soft skills, for their employability and professional development?
• How do online graduate students cluster and differentiate based on the development of studied soft skills using cluster analysis?

3. Materials and Methods

4.1. socioeconomic analysis, 4.2. perception regarding employability, 4.3. clusters and cluster analysis, 4.4. characterization of the clusters, 4.5. cluster one: self-regulation, effective communication, leadership, and innovation, 4.6. cluster two: demotivation, outlier, 4.7. cluster three: self-regulation, effective communication, leadership, and innovation, 4.8. demographic characteristics and valuation of soft skills, 5. discussion, 6. conclusions, author contributions, institutional review board statement, informed consent statement, data availability statement, acknowledgments, conflicts of interest.

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Share and Cite

Bedoya-Guerrero, A.; Basantes-Andrade, A.; Rosales, F.O.; Naranjo-Toro, M.; León-Carlosama, R. Soft Skills and Employability of Online Graduate Students. Educ. Sci. 2024 , 14 , 864. https://doi.org/10.3390/educsci14080864

Bedoya-Guerrero A, Basantes-Andrade A, Rosales FO, Naranjo-Toro M, León-Carlosama R. Soft Skills and Employability of Online Graduate Students. Education Sciences . 2024; 14(8):864. https://doi.org/10.3390/educsci14080864

Bedoya-Guerrero, Alejandra, Andrea Basantes-Andrade, Francisco Orlando Rosales, Miguel Naranjo-Toro, and Rocio León-Carlosama. 2024. "Soft Skills and Employability of Online Graduate Students" Education Sciences 14, no. 8: 864. https://doi.org/10.3390/educsci14080864

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