The document discusses leadership and provides information on key leadership concepts. It defines leadership as the ability to influence and guide followers towards achieving organizational goals. Some characteristics of effective leaders are honesty, confidence, effective communication, vision, decision-making abilities, and accountability. Leadership goals should be SMART - specific, measurable, achievable, realistic and timely. Leaders perform functions such as organizing, setting goals, initiating action, providing direction and motivation, and coordination. Key factors that influence leadership are the follower, the leader, communication, and the situation. Different leadership styles are also discussed such as autocratic, transactional, transformational, laissez-faire, and democratic.

1. LEADERSHIP
PRESENTED BY: NEW DELHI INSTITUTE OF MANAGEMENT

2. LEADERSHIP
INTRODUCTION
Leadership is the ability of an individual or a group of individuals to
influence and guide followers or other members of an organization.
Leadership involves making sound -- and sometimes difficult -- decisions, creating and
articulating a clear vision, establishing achievable goals and providing followers with the
knowledge and tools necessary to achieve those goals.

3. CHARACTERISTICS OF AN
EFFECTIVE LEADER
HONESTY AND INTEGRITY
The supreme quality of
leadership is unquestionably
honesty and integrity. Without it,
no real success is possible.
CONFIDENCE
Highly effective leaders
know deep down inside that
they and their team can
accomplish anything they
set their minds to. Failure is
not an option.
EFFECTIVE
COMMUNICATOR
Powerful leaders know
when to talk and when to
listen. They are effective
communicators and are able
to clearly and succinctly
explain to their employees
everything from
organizational goals to
specific tasks.
VISIONARY
All great leaders know what they
want to accomplish. They have a
vision in mind and they don’t get
sidetracked or become bothered
with insignificant problems
DECISION MAKING
CAPABILITIES
A leader should have the
ability to take the right
decision at the right time.
ACCOUNTABILITY
Make sure that every one of
your subordinates is
accountable for what they
are doing. If they do well,
give them a pat on the back
but if they struggle, make
them realize their mistakes
and work together to
improve.

4. LEADERSHIP
GOALS
MEASURABLE
SPECIFIC ACHIEVABLE
REALISTIC
TIMELY
Your goal should be
clear and specific,
otherwise you won't be
able to focus your
efforts or feel truly
motivated to achieve it.
It's important to have
measurable goals, so
that you can track your
progress and stay
motivated. Assessing
progress helps you to
stay focused, meet
your deadlines, and
feel the excitement of
getting closer to
achieving your goal.
Your goal also needs
to be realistic and
attainable to be
successful. In other
words, it should stretch
your abilities but still
remain possible. When
you set an achievable
goal, you may be able
to identify previously
overlooked
opportunities or
resources that can
bring you closer to it.
This step is about
ensuring that your goal
matters to you, and
that it also aligns with
other relevant goals.
We all need support
and assistance in
achieving our goals,
but it's important to
retain control over
them. So, make sure
that your plans drive
Every goal needs a
target date, so that you
have a deadline to
focus on and
something to work
toward. This part of the
SMART goal criteria
helps to prevent
everyday tasks from
taking priority over your
longer-term goals.

5. LEADERSHIP
FUNCTIONS
ORGANIZING
SETTING
GOALS
INITIATING
ACTION DIRECTION AND
MOTIVATION
A leader is
expected to perform
creative function of
laying out goals and
policies to persuade
the subordinates to
work with zeal and
confidence.
Assign roles
appropriate to
individual abilities
with the view to
make its various
components to
operate sensitively
towards the
achievement of
enterprise goals.
An effective leader
take the initiative in
all matters of
interest to the
group. He should
not depend upon
others for decision
and judgment.
A leader has to
reconcile the
interests of the
individual members
of the group with
that of the
organization.
It is the primary
function of a leader
to guide and direct
his group and
motivate people to
do their best in the
achievement of
desired goals.
COORDINATION

6. LEADERSHIP
FACTORS
1. FOLLOWER
LEADER: You must have a honest understanding of who
you are, what you know, and what you can do. To be
successful you have to convince your followers, not yourself
or your superiors, that you are worthy of being followed.
2. LEADER
4.
SITUATION
LEADER: You must have a honest understanding of who you are, what you know, and what you can do. To be
successful you have to convince your followers, not yourself or your superiors, that you are worthy of being
followed.
FOLLOWER: You must know your people. The fundamental starting point is having a good understanding of
human nature, such as needs, emotions, and motivation.
COMMUNICATION: You lead through two-way communication. Much of it is nonverbal, Ex: when you “set the
example,” that communicates to your people that you would not ask them to perform anything that you would not
be willing to do.
SITUATION: What you do in one situation will not always work in another. You must use your judgment to
decide the best course of action and the leadership style needed for each situation

7. LEADERSHIP
TYPES OF LEADERSHIP
Autocratic leadership style is
centered on the boss. In this leadership
the leader holds all authority and
responsibility. Leaders make decisions
on their own without consulting
subordinates.
Transactional leadership involves an
exchange process, whereby followers
get immediate, tangible rewards for
carrying out the leader’s orders.
Transformational leaders motivate
others to do more than they originally
intended and often even more than they
thought possible. They set more
challenging expectations and typically
achieve higher performance.
Under this Laissez-Faire Leadership, a leader
do not exercise control on its employees
directly. Since employees are highly
experienced and need little supervision, a
laissez-faire leader fails to provide continuous
feedback to employees under his supervision.
In Democratic leadership style,
subordinates are involved in making
decisions. He values the input of team
members and peers, but the responsibility
of making the final decision rests with the
him.

8. THANK YOU