The workplace of the 21st century is full of challenges. However, it is "your choice" to see these challenges as "opportunities" or as "limitations".

Exploring the opportunities and possibilities in your job is the road to success. Focusing on its limitations will lead to failure. You have the choice at any time.

Old Versus New

In the organizations of the past leaders were the people in charge. They had control of the organization. Their leadership was derived from the power of their position in the organization.

The old idea of leadership was reward & punishment, position, and control. The leader was an individual who maintained power and authority at any cost.

Leadership in the new millennium means something totally different. It is based on the person's knowledge, vision, values inspiration and skills.

In other words, any one can lead from anywhere at any time. The new leadership is not based on the job title in the organization or the salary of the person.

Also, the age of one charismatic person leading the whole organization is no longer valid. If the person tries to hold all power and authority will miss a great opportunity of utilizing the talents and skills of people around him/her.

Leadership should be shared and must come from many places within the organization.

The shift in the concept of leadership requires that leaders should be everywhere in the organization.

Therefore, managers and supervisors should empower their subordinates to become leaders.

The new leadership is based on "personal power".

Six Fundamentals of New Leadership

The new leadership is mainly based on the following six fundamentals:

• Communication must be open
• Vision should be shared
• Relationship is based on trust
• Skills of people are fully utilized
• Leaders are role models
• They exist at every level in the organization

Illustration of the Fundamentals

New ways of doing business mean that lines of communication must be open; vision must be shared and reshaped regularly.

There is also a shared trust between the leader and the follower. However, trust is double-edged, because a leader may trust followers, and then the may let him/her down. But always remember that without trust, you can never be able to lead people.

Also, the true leader should not fall under the illusion that he/she is the only person in the organization who has skills knowledge. When you utilize the skills the skills of people around you, you keep them motivated, eager to contribute more and you improve their performance. So, the leader, follower and the whole organization will benefit.

The leader is role model, which means the followers will be affected by his/her action. Therefore, the true leader should be authentic, i.e. reliable and keeping promises.

Leadership can no longer be exclusively held at the top of the organization. It must be exercised at all levels.

Leadership is also defined as “the influence that particular individuals exert on the goal achievement of others in an organizational context” (Gary Johns et al. 2005, p. 274).

What is a leader?

“A leader is someone who can influence others and who has managerial authority.” (Robbins, S et al. 2006, p. 568). According to S.A Kirkpartrick and E.A Locke (1991), leaders are intelligent energetic people who are initiative, ambitious and willing to take responsibility.

Hence, in our opinion, a leader is an individual who leads people towards a certain goal; being a figurehead who rules, guides or inspires others. Simply put, a leader is one who is in charge or in command of others.

Characteristics that define a Leader

• One who has an excellent and admirable character
  
  A leader has to be trustworthy and must fulfil promises made. He must also take responsibility for his own actions.

• One who takes work seriously
  
  A good leader is one who takes his work and role as a leader seriously. He motivates his followers towards a common objective.

• One who is confident and calm in a crisis
  
  A leader must display self-confidence and exude a clam disposition so that people will believe in him. He is able to adapt to situational changes.

Examples of Leaders

A good leader can be seen in the form of Martin Luther King Jr., who fought for the civil rights of the black community. His way of doing things earned him respect and admiration from the black community; he was someone they could relate to and believed in. He possessed the above stated characteristics.

Adolf Hitler is an example of a bad leader. His selfish leadership style and dictatorship, adding to his desire to conquer other countries at his citizens' expense makes him a bad leader. Although he exhibited characteristics from above, he also had one more characteristic:

Only listens to himself and does not like feedback

As his decisions were the ultimatum, no one dared to oppose his imperious ways.

People who are born into Power

Prince William of England, Sultan Hassanal Bolkiah of Brunei and Emperor Akihito of Japan are examples of leaders who are born into power. Regardless of their characteristics or personality, these people were born into positions of leadership. They are exposed to various leadership situations, causing them to be influential and in their own rights.

People who are born with Talent

“An individual's personality is the unique combination of psychological characteristics that affects how a person reacts and interacts with others.” (Robbins, S et al. 2006, p. 462). This can be clearly seen in the people who are born with the makings of a leader - there are certain traits that differentiate leaders from non-leaders.

“To suggest that leaders do not enter the world with extraordinary endowment is to imply that people enter the world with equal abilities, with equal talents.” (Cawthon, D L 1996, p. 2)

By comparing a person who is musically inclined and one who is tone-deaf, the musically inclined individual will progress further than the one who is tone-deaf when they go through the same training. Although the tone-deaf individual may improve slightly, the progress of the talented individual will be much more evident. This is the same case with leadership.

Conclusion

With this report, we aim to show that leaders are born and not made. This is due to in-born traits or talent that can never be cultivated via training e.g. charisma. It is true that people can be trained through leadership programs; however these trained personnel will often pale in comparison with those who have in-born characteristics that allow them to excel in leadership roles.

It is not just the amount of training an individual receives that creates a leader; rather it is the traits an individual possesses that play a crucial role. The training just accelerates the development of the in-born abilities.

Therefore, we conclude that leaders are born and not made, but only to a certain extent.

To be effective communicator, a communication program must meet the following requirements:

Express the needs and character of the organization

It makes a difference whether the company is small or large, old or new, manufacturing or retailing, centralized or decentralized, union or nonunion. It makes very great difference whether the company has a tradition of secrecy or freedom of information, of authoritarianism or democracy. Every communication is judged in the context of a company's traditions and practices. That is why it is so risky to copy someone else's communication program, no matter how successful it was.

Communication grows best in a climate of trust and confidence

Managements that have a record of keeping faith with their employees, reporting the facts honestly, and listening sincerely don't have to depend upon high-pressure indoctrination or slick handouts. An employees knowledge that he has free access to information is more important than any specific information we can give him.

Communication should form an integral part of each executive's job

Though personnel specialists can advise the line and administer a program of formal communication, each executive is responsible for maintaining clear and consistent communication with his associates. This is one responsibility that he cannot delegate.

Communication must be a containing program, not a brief campaign

It is not a cure for sudden illnesses, but a day-in, day-out way of managing or supervising people. We must not, like the famous blind men who reconstructed the whole elephant from a single part, identify the whole communication with one of its devices. Exploitation of one particular medium will often create more problems than it will solve. This is the lesson some companies have learned when, after a long history of indifference to employees' interests, they have begun an all-out drive to indoctrinate them on some particular subject.

Communication must be stimulated

Management must show an aggressive willingness to share information with his employees. It is not enough to correct misinformation or even to tell only what they have to know or what management thinks they should know. The proper starting point is to find out what employees are interested in hearing.

Communication must move freely in both directions

It is a commonplace today to emphasize that communication is a two-way street. In actual practice, however, management devotes far more attention to telling, informing, and commanding than it does to listening, asking and interpreting.

Communication must consider the manager's role

In building a bridge between top management and employees, we must never forget that the prime communicator is the manager. He is in the most critical position to interpret or maybe misinterpret the top management thinking.

In defining the responsibility of the managers, in setting the standards of their performance, they must consider and posses the skill of good communication. We must never forget that the most powerful communication is not what you say, but it is what you do. What counts, in final analysis, is not what people are told but what they accept. It is concept of the role of communication in any field, that it characterizes an effective leadership.

Some top mistakes made by people that command leadership.

Lack of training and or experience.

When did it say that once you receive that gold badge with the title of "Manager" it went under the assumption that you knew it all.  Many people are thrust into that position not knowing what to do.  Often times in your career there will come a time that you know more or have more experience than the person leading the group.  Management should not ever stop training.

Lack of employee appreciation.

In hospitality, for example there are three main cost.  Food, beverage, and labor.  The  most expensive is the recruitment, the training, and the retention of all employees.  This falls squarely on the management of any operation.  Managers should try to hire an employee for the long term.  Productivity from said employee will not be seen for weeks if not longer.Managers must find employees doing something right.  Praise in front of others, reprimand in private.

Lack of effective communication.

Just because a manager said it, doesn't mean it was passed to all concerned, and if so, understood. Managers  must make an effort to ask question concerning directions given.  If not understood explain again or find someone who can.  Often times we forget the barrieres to this communication.  Language, background, work experience, education; these are but a few reasons why a given message could have a totally different interpretation. 

Lack of compensation, upward mobility, and timely reviews.

Today's economic conditions have made it impossible to hold mid-level management employment  consistent.  Industry trends show that these jobs are all but extinct.  Upward mobility must take large steps within a corporation, often times due to the elimination of said positions.  Without title changes, compensation is not justified.  Corporations can barely keep up with a cost of living raise and when possible, to those select few.  The majority of staff is just happy to keep their jobs.  Reviews are just another way to say no, and are usually based on the last good or bad thing a manager remembers about you in the past month.  Think about it..you manage 75 people, some you don't even know by name, but you hold their employment fate in your hands.  All reviews are due tomorrow.   Sound fair.

A Leader...

1. Internalizes Uncompromising Character
2. Critically Analyzes Challenges
3. Maintains Physical Fitness
4. Recognizes and Siezes Responsibility
5. Executes within Authority
6. Accepts and Demands Accountability
7. Possesses Professional Will and Humility
8. Leads by Example
9. Speaks with Authority
10. Exudes Optimism and Enthusiasm
11. Strengthens and Inspires Others

Admiral Ellison is now the President and Superintendant of New Mexico Military Institute, where he instills these traits in the leaders of tomorrow. He personifies each and every one of these traits

Thanks, Dave. I'm back in the saddle. Keep up the good work.

Another example is the performance of the leadership of current Pakistan Government. Of course, they are occupying ruling positions, but it is very unlikely if the majority of an ordinary Pakistani Citizen view them as their rescuer. Leadership is about pointing direction, however, it appears to be that our leadership do not possess that lens which could allow them to envision the ultimate destination abound by prosperity and peace for this nation. Frustration among the people shows that our current leaders are viewed as a problem creator for them. However, Once, this nation is converted in to followers, they will bear all problems with the heart of iron.

 

Leadership effectiveness for youth integral development: a bane for literacy and poverty Alleviation

Introduction to the Concept

Leadership to diverse folks means and carries distinct logos. In simple terms, leadership is an act of leading that entails an individual working in a group of others to motivate, engage, influence and enable them to put in toward growth, development and success of the set up's internal and external policies and projects. It becomes effective when it is promise keeping, problems solving, people oriented, formidable and led by example. This also mean good governance… i.e., it must entail the right and just use of power to create atmosphere of peace, freedom, unity and trust that makes all feel desiring to contribute to lasting growth and sustainable development. Youth integral development on the other hand is a process that prepares young people mentally, intellectually, morally, physically and spiritually to meet the challenges of adolescence and adulthood through a well instituted series of programs and training that help them gain competencies, technical knowledge, confidence and skills.

Literacy in context of this project is more than just being able to read and write, to meaning a critical learning and research processes that expose persons to a wide range of knowledge and wisdom, which makes them find strength to cope, triumph over ignorance, build moral and spiritual values, have tolerance and respect for each other, get the power to live healthier and develop skills, ideas and potentialities that can be channeled toward the common good of all human persons and the society. Poverty alleviation is a means through which a burden of material deprivation, powerlessness, alienation, lack of choice and freedom, pain and hunger, dependence, vulnerability, insecurity and complete ignorance and illiteracy state is lifted from the poor and marginalized persons in the society.

Concept Description and Rationale

The youth of today will one day be leaders and lead in various capacities in their nations; build economies and make decisions that will have impact on the society and in the life of the yet to be born generation.

Over the past few times, the idea of leadership and good leadership are so much used in different problems solving articles and papers in many ways for different reasons. But for the purpose of precision and more effect, this project will focus on exploring every scope that makes leadership what it means to be effective and how its effectiveness will aid solve some illnesses surrounding Youth integral development, and how this development can help create a sound and literacy environment that advances the course of living and promote intrinsic dignity. This time, not just for the young people but for all and sundry. This will be realized through holding of diverse educational programs and events that targeted:

• Influencing government policy making process
• Ensure that this policy is sound and have prospects of delivering promises made
• Have provision for engaging youth in implementation and decision making process that will lead to the fulfillment of basic needs, • ensure achieving of the Millennium Development goals (M D Gs), and sustainable advancements in all faces of the society so that all are free from poverty and live in a way equal to their dignity and realize their full potentials.

This is an Ercon International designed program to help strengthen leadership development projects in African Communities through education and social events that engage leaders/Youth in and on interacting platforms, with focus on effectiveness in delivering services that seek to develop young people into self-sustained individuals, able to build self-esteem and positive attitudes and skills around vocational practices that will expose them, and offer the opportunity to train in not just a particular skill needed for a particular career, but the entrepreneurial skills that make them versatile to finding and maintaining all manner of employments. That is the rationale behind this project. It is believed that with effective leadership through motivation and engagement in this direction, the integral development of our young ones can be achieved and literacy advancement will be sure, which of course will make poverty history in our ailing African communities.

For the purpose of this project however, our definition of leadership would be streamlined to that of political leadership, exploring the need for its effectiveness in service delivery to the persons (youth)and communities, especially the backward, as we try to critically study some of the problems associated with its ineffectiveness and involved strategies for solving them.

Problem Finding and Analysis

Leadership ineffectiveness - sometimes regarded to as bad governance has a lot of questions around it that require urgent answers from not only people in position of leadership, but the followers also…! Who must be blamed is not the focus at stake, but who suffers the impact of the effect and how solution could be proffer to ensure the common good of all. According to the conventional wisdom, the impact of poor standard of leadership or governance falls most heavily on the poor, who as a result of marginalization and inequality are generally disengaged and/or are excluded from the body that legislates, plans, makes rules and polices that affect their lives and promote their dignity, rights; and which allocates and administers national resources to projects that have direct bearing on them.

However, there are many elements that contribute to the problems at hand:

• From misappropriation in the area of resource allocation to meet basic social needs of young people, who are one out of the most poverty-stricken, ignorant and less-empowered in the system, after women and children;
• Through in efficient service delivery
• To unfavorable policy settings and corruption, especially political corruption, which is the focal problem this project mobilizes forces to harass and win for institutionalization of effective leadership principle or culture that is youth development centered and obstacles to making effective leadership thrive in our governments, a lot of other not mentioned problems have been the bane for lack of the realization of good results of governance in the areas of youth integral development, literacy advancement and poverty alleviation in most of the African Communities.

To analyze this study and proffer sustainable solution to these inherent trends, as is the intent of this project, adequate awareness has to be created on the need for equity and inclusiveness, transparency, accountability, effectiveness and efficiency, consensus oriented, responsiveness, respect for the rule of law and the raising of alarm against corruption in all ramifications. In more analysis, if corruption in public offices are not fought to a stand still by giving wider room for the above listed values of good governance to prevail, the core negative effects it has on building effective leadership that guarantees youth integral development and poverty reduction will continue to grow, and its practices will not distort the very popular way of distributing opportunities in favor of the more powerful and very influential members of the society.

In Nigeria for instance, corruption: be it theft, nepotism, bribery, extortion, patronage, embezzlement or whatever organized name it is being referred to, has brought untold underdevelopment and epileptic leadership processes that left many young people in abject poverty, lack of access to the basic needs of life and little confidence to face societal challenges with innovation and high sense of social responsibility. Some of these youth in the country affected by this have become frustrated and started exhibiting at-risk behaviors related to lack of skills required for working with others, especially adults, in aspects such as communicating, decision making, understanding self (like answering the question: “who am I?”), and doing well in leading responsibilities.

This being the case, the efforts of this project shall not only focus on re-orientating government administrative practices to make them right with the prevailing norms and values systems of the society in a bit to address corruption quagmire, but shall also build up youth's capacity to becoming resourceful, responsive, resilient and intelligent to get involved in roles playing to tackle corruption, other issues paralyzing the process of their development; and consequently improving effective leadership development in their countries through strategies and activities, starting from Nigeria to other part of the continent.

Strategies

• Shifting leadership from the idea of position to knowledge, where leaders seek to impact, motivate and lead by example rather than control, enforce and manage people.
  
• Mobilizing the young people to join the train of stakeholders in the process of effective leadership building.
• Making information on youth integral development available and accessible to both leaders and youth through print and media outfits.
• Encouraging youth creation of their own organization to promote political transparency and social responsibility.
• Supporting anti-corruption and other related laws that are curative, effective and preventive methods, following the unfolded trends of this project, and ensuring their implementation.

Expected Goals of the Concept

• To further create awareness on the need for practical service rendering by political leaders rather than lips or wish manifestoes
• To build up youth's capacity to becoming resourceful, responsive, resilient and intelligent through vocational trainings and capacity building workshops To act between leaders and youth in ensuring effectiveness in resource mobilization or allocation on the side of leadership and responsiveness to social responsibilities on youth side
• To create avenue for channeling of public resources to youth integral development programs than misappropriation of such resources
• To strengthen government policies on economic development through work and commitment
• To fight corruption to the core through youth motivation and engagement in anti-corruption activities, recognizing that change must start from them
• To create a literacy environment in all engaged communities to help youth live out and above ignorance, live healthy life and develop intellectually through intense reading
• To join youth minds and potentials with leaders' for fight against poverty and achieving of the Millennium Development Goals (MDGs) through education and other community development projects,And to ensure youth support of policies on due process and respect for the rule of law, through active participation for removal of constraints to their development, poverty reduction and healthy environment.

 

Discussion and Conclusion

Considering and agreeing with the fact that effective leadership is the only bane for free and just societies, poverty alleviation and youth development through literacy advancement at all levels of human life, calls for a joint efforts to fight against vices that can deter the attainment of that virtue especially for the purpose of achieving the core focus of this project. The core focus of this work being youth integral development can only be actualized if the following key areas of our discussion are revisited, explored and implemented:

• Youth exposure to education and role modeling through a variety of contexts, mentoring activities and events designed to establish strong relationships between youth and leaders in authority,
• Exposing these young ones to training in skills such as self-advocacy, peace building and conflict resolutions, and alerting leaders on strengthening leadership and youth development programs, creating opportunities that make youth acquire and show leadership skills, build self esteem and involve in all community development services for poverty alleviation etc.

In concluding this discussion, it is pivotal and essential to call on all stakeholders and advocates in the struggle to join hands with us. By this we meant civil leaders, NGO executives, directors of corporations/organizations, religious leaders, social workers, chief executive officers of businesses, heads of academic and health institutions and youth leaders in Africa and beyond. Let's unite in this cause, let's be in solidarity for better societies, where effective leadership is strengthened, its principles entrenched through education, awareness and good governance for integral development of young people.

Many companies talk about mission, vision and values but do we really understand what they are. We can start by inquiring into what we mean by mission anyway. It is very hard to focus on what you can not define, right? And my experience is that there can be some fuzzy thinking about mission, vision and values in some organizations.

Most organizations in today's world have mission statement, purpose statement, official visions, and posters printed with the organization's values. But precious few of us can say that our organization's mission statement has transformed the company. And there has grown an understandable cynicism about lofty ideas that do not match the realistic organization life.

Companies mission, vision and values can not be apply to just the main purpose of the business “be profitable” it should also include the organization's most valuable resource, the employees. Is very important that employees at all levels understand the company mission and vision, it will provide employees with directions and purpose of doing things. We can have very talented employees but if they don't understand the purpose, then, we can not expect a lot from them.

There is evidence that leaders who are considerate in their leadership style are higher performers and are more satisfied with their job. Other considerations leaders use in their approach to others or their subordinates are time allotments, relationship development, information process, the training and professionalism of the other people or their subordinates, and how well they know the tasks. Leaders need to address any legal ramifications, laws or established procedures, such as OSHA or training plans.

It has been generally accepted that there are three basic styles of leadership:

1. Authoritarian (autocratic)

This style is used when the leader tells his or her employees what she wants done and how she wants it done, without getting the advice of her followers. This style of leadership should only be used if you have all the knowledge on a particular subject and have preliminary plans as to how to carry out your project, but you are short on time. Normally you have already established a working relationship with your employees, and they are motivated to help you finish your project within the deadline.

The authoritarian style should normally only be used on rare occasions. It can be used, within limits, if the subordinate is a new employee who is just learning the job. The leader can use this style in a competent method to teach and mentor the new employee on the new work environment.

2. Participative (democratic)

This type of style is used when the leader knows what the ultimate goal is that needs to be accomplished, but not necessarily the procedures required too achieve it. The leader informs the others or the subordinates of the goal, and discusses it with the actual employees involved to achieve it. This style of leadership could be called fact finding to determine the best procedures to accomplish the project. However, the leader remains in authority. He determines the procedures to be used based on the information received from his employees. This is normally used when you have part of the information, and your employees have other parts. Using this style is of mutual benefit - it allows them to become part of the team and allows you to make better decisions.

3. Delegative (free reign)

In this style, the leader allows the employees to make the decision. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You must set priorities and delegate certain tasks. This is a style to be used when you have the full trust and confidence in the people below you. The employee needs to take ownership of the job.

Ineffective Leadership Styles

When leaders use ineffective leadership styles it produces internal conflicts between the subordinates themselves, and between the employees and the supervisor. The working environment becomes stressful. Sometimes the atmosphere in the working environment becomes so thick; it feels like the stress could be cut with a knife. When employees become fearful of being penalized for mistakes by their supervisors; it sometimes is easier to do nothing; in lieu of being chastised for making a mistake. Negative leaders act domineering and superior. They believe the only way to get things done is through penalties, such as loss of job, days off without pay, reprimand employees in front of others, and other demeaning actions. Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats and abusing their power. This is not the authoritarian style...rather it is an abusive, unprofessional style called bossing people around.

They believe their authority is increased by freighting everyone into higher levels of productivity. Yet what always happens when this approach is used is that morale falls; which of course leads to lower productivity.

The autocratic style of leadership should only be used for new employees that might need some training or mentoring; but, almost never with a well-seasoned professional group of employees. Employees that have been working for the organization for a period of time become resentful by an autocratic leadership style. The leader would be more effective to use these people in consultations.

Another style of leadership, if you want to call it leadership, is where the supervisor has a hands-off approach to managing, is known as laissez faire or laisser faire. This is a leadership style where the supervisor does not participate in managing his employees. When this style of leadership occurs in a work environment the employees will select an informal leader to help them guide and inform them. This approach to leadership quite often happens when the supervisor is merely putting his time into the office waiting for his retirement.

Hay/McBer, a consulting firm, conducted a research, with a random sample of 3,871 executives selected from a database of more than 20,000 executives worldwide. The study determined that most leaders use more than one style of leadership. It, also, offers an understanding of how different leadership styles affect performance and results; and, offers clear guidance on when and why a manager should switch between the different leadership styles.

The research found six distinct leadership styles. The styles, taken individually, appear to have a direct and unique impact on the working atmosphere of a company, division, or team, and in turn, on its financial performance. The research indicates that leaders with the best results do not rely on only one leadership style; they use most of them in a given week seamlessly and in different measure depending on the business situation.

What are the six styles of leadership?

1. Coercive leaders demand immediate compliance.
2. Authoritative leaders mobilize people toward a vision.
3. Affiliate leaders create emotional bonds and harmony.
4. Democratic leaders build consensus through participation.
5. Pacesetting leaders expect excellence and self-direction.
6. Coaching leaders develop people for the future.