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Organizational Leadership: What It Is & Why It's Important

• 24 Jan 2023

Leadership is essential to organizations’ success, but many struggle to implement the right training. According to job search site Zippia , 83 percent of businesses believe it’s important to develop leaders at every level, but only five percent successfully do.

If you want to become an effective leader, here's an overview of what organizational leadership is, why it’s important, and how you can make an impact on your company.

Access your free e-book today.

What Is Organizational Leadership?

Leadership is the ability to implement change by creating and communicating a vision to others. Organizational leadership is the qualities and skills required to run a company or one of its divisions. It’s greater in scale and scope than many other forms of leadership.

“Scale refers to the sheer size and magnitude of what you’re leading,” says Harvard Business School Professor Anthony Mayo in the online course Organizational Leadership , “how many people; how large a budget; and how many teams, locations, and operations you oversee. Scope refers to the range and diversity of what you’re responsible for—the range and diversity of the people, teams, business lines, locations, operations, and facilities you’re leading.”

Although leadership doesn't inherently require business acumen, it’s helpful for organizational leaders to have, so they can guide their organizations, drive innovation, and manage organizational change .

Organizational leaders must consider what’s happening outside and inside their businesses. They often don’t directly interact with everyone they lead—engaging in what’s known as capital “L” leadership.

The Capital "L" in Leadership

Many senior-level leaders hold capital "L" leadership roles. According to Organizational Leadership , those leaders no longer have direct contact with everyone in their organizations and must:

• Inspire and motivate their employees
• Lead their organizations into the future
• Anticipate and respond to internal and external threats
• Pursue opportunities that range from money makers to risky bets
• Handle crises quickly and assuredly

As your duties increase as a leader—overseeing or guiding those you don’t directly supervise—it's essential to learn how to communicate effectively and execute tasks. This is particularly important when considering the differences between organizational leadership and traditional management.

Organizational Leadership vs. Traditional Management

Leadership and management differ in several ways. At an organizational level, the two are highly intertwined but have three primary differences.

• Proximity to the team: Managers work closely with the individuals they oversee, whereas organizational leaders don't always have direct contact with those they lead.
• Scale: Like leadership, management is a broad term that can be big or small in scale, whereas organizational leadership involves managing larger populations.
• Role: Managers are hired for specific roles; organizational leaders oversee managers and ensure their companies’ visions are reflected in how they guide and align teams.

What Makes Organizational Leaders Effective?

Organizational leaders bring unique qualities, competencies, and practices to their roles. In Organizational Leadership , this is called a leadership constellation .

A leadership constellation includes:

• Qualities: The aspects of who you are as a person. They contribute to how others perceive you.
• Competencies: The skills and knowledge you've developed over time that enable you to fulfill responsibilities—either by yourself or by leading others.
• Practices: The routine actions you engage in to complete tasks, guide your team and organization, and enhance your and others’ skills.

According to Organizational Leadership , you can leverage these attributes in three ways:

• Leader as beacon: Creating and communicating a vision to your organization and embodying it in your conduct (i.e., leading by example)
• Leader as architect: Ensuring your organization can follow the direction you set, and creating value using the tools and resources at your disposal
• Leader as catalyst of change: Leading organizational change by encouraging and enabling it

To be an effective leader , strive to be proficient in each.

Why Is Effective Organizational Leadership Important?

Leadership is vital in business. Organizational leaders assume an additional role because they often set the tone for the directions their companies—and sometimes even their industries—will take.

Here are four reasons why effective organizational leadership is important.

1. Motivates Team Members

Leaders play a critical role in employee engagement. According to Zippia , 69 percent of employees say they would work harder if their efforts were better recognized. This is an important statistic to consider if you struggle to retain talent or want to boost team performance .

Motivated, engaged employees can lead to higher productivity. A Gallup analysis of employee engagement data shows that highly engaged employees resulted in a 14 percent increase in productivity compared to those who were less engaged.

Leaders focus on improving team morale and their companies. Those at higher levels face the challenge of improving employees’ motivation without direct lines of contact.

According to Organizational Leadership , you can improve employee morale by:

• Hiring for leadership: If you’re involved in the recruiting process, ensure you hire effective leaders for management positions.
• Creating a positive company culture: If your company’s culture is positive and encouraging, your employees will likely be more motivated.
• Structuring effectively: For your organization to deliver value, its structures, systems, and processes must align with its people and culture.
• Openness to feedback: Even if you're not directly responsible for leading every employee, making yourself available to them can go a long way toward ensuring they feel valued.

Related: 6 Strategies for Engaging Your Employees

2. Promotes Problem-Solving and Decision-Making

Leadership requires a large degree of adaptability. Many problems require creative solutions , especially when their causes are hard to identify. As a leader, you’re responsible for helping others navigate difficult situations and making decisions that benefit your organization.

Even if you don't encounter most of your company’s daily high-level problems, you can be a role model for other employees and establish a structured approach to becoming a creative problem-solver .

3. Fosters Open Communication

Communication skills are essential for leaders. Poor communication in the workplace can lead to a host of problems , such as stress, project delays, and decreased morale.

Organizational Leadership offers four ways to foster open communication in your company, including:

• Providing information about what's going on in a way that encourages and enables employees to act
• Explaining your organization's direction in a logical manner that appeals to employees’ emotions
• Ensuring employees know how their everyday tasks connect to your organization's overarching mission
• Accomplishing tasks with individual employees and groups, virtually and in-person

Neglecting these actions can hinder your company’s success.

4. Allows Leaders to be Goal-Oriented

Organizational leaders typically set the direction for their company and enable others to follow it. According to Organizational Leadership , a good direction must be:

• Clear: An unclear direction can prevent others from supporting it. Ensure you convey your expectations so they can be met.
• Compelling: Make sure it's a direction people are willing and eager to follow.
• Concise: If others in your organization can't understand the direction, they won't follow it.

Once the path forward is clear, exciting, and accessible, it becomes much easier to set and achieve organizational goals.

Taking the First Step to Becoming an Organizational Leader

To be a successful leader, it's crucial to continuously develop your skills. Identify which leadership style resonates with you and seek opportunities to grow and adapt.

Whether you're already an organizational leader or hoping to become one, you can benefit from pursuing educational opportunities that enhance your leadership knowledge and abilities.

Ready to take the next step in your career? Consider enrolling in Organizational Leadership —one of our online leadership and management courses—to discover how to lead at scale. To learn more about what it takes to be an effective leader, download our free leadership e-book .

About the Author

What is leadership?

All leaders, to a certain degree, do the same thing. Whether you’re talking about an executive, manager, sports coach, or schoolteacher, leadership is about guiding and impacting outcomes, enabling groups of people to work together to accomplish what they couldn’t do working individually. In this sense, leadership is something you do, not something you are. Some people in formal leadership positions are poor leaders, and many people exercising leadership have no formal authority. It is their actions, not their words, that inspire trust and energy.

Get to know and directly engage with senior McKinsey experts on leadership

Aaron De Smet is a senior partner in McKinsey’s New Jersey office, Carolyn Dewar is a senior partner in the Bay Area office, Scott Keller is a senior partner in the Southern California office, and Vik Malhotra and Ramesh Srinivasan are senior partners in the New York office.

What’s more, leadership is not something people are born with—it is a skill you can learn. At the core are mindsets, which are expressed through observable behaviors , which then lead to measurable outcomes. Is a leader communicating effectively or engaging others by being a good listener? Focusing on behaviors lets us be more objective when assessing leadership effectiveness. The key to unlocking shifts in behavior is focusing on mindsets, becoming more conscious about our thoughts and beliefs, and showing up with integrity as our full authentic selves.

There are many contexts and ways in which leadership is exercised. But, according to McKinsey analysis of academic literature as well as a survey of nearly 200,000 people in 81 organizations all over the world, there are four types of behavior that account for 89 percent of leadership effectiveness :

• being supportive
• operating with a strong results orientation
• seeking different perspectives
• solving problems effectively

Effective leaders know that what works in one situation will not necessarily work every time. Leadership strategies must reflect each organization’s context and stage of evolution. One important lens is organizational health, a holistic set of factors that enable organizations to grow and succeed over time. A situational approach  enables leaders to focus on the behaviors that are most relevant as an organization becomes healthier.

Senior leaders must develop a broad range of skills to guide organizations. Ten timeless topics are important for leading nearly any organization, from attracting and retaining talent  to making culture a competitive advantage. A 2017 McKinsey book, Leading Organizations: Ten Timeless Truths (Bloomsbury, 2017), goes deep on each aspect.

How is leadership evolving?

In the past, leadership was called “management,” with an emphasis on providing technical expertise and direction. The context was the traditional industrial economy command-and-control organization, where leaders focused exclusively on maximizing value for shareholders. In these organizations, leaders had three roles: planners (who develop strategy, then translate that strategy into concrete steps), directors (who assign responsibilities), or controllers (who ensure people do what they’ve been assigned and plans are adhered to).

What are the limits of traditional management styles?

Traditional management was revolutionary in its day and enormously effective in building large-scale global enterprises that have materially improved lives over the past 200 years. However, with the advent of the 21st century, this approach is reaching its limits.

For one thing, this approach doesn’t guarantee happy or loyal managers or workers. Indeed, a large portion of American workers—56 percent— claim their boss is mildly or highly toxic , while 75 percent say dealing with their manager is the most stressful part of their workday.

For 21st-century organizations operating in today’s complex business environment, a fundamentally new and more effective approach to leadership is emerging. Leaders today are beginning to focus on building agile, human-centered, and digitally enabled organizations able to thrive in today’s unprecedented environment and meet the needs of a broader range of stakeholders (customers, employees, suppliers, and communities, in addition to investors).

What is the emerging new approach to leadership?

This new approach to leadership is sometimes described as “ servant leadership .” While there has been some criticism of the nomenclature, the idea itself is simple: rather than being a manager directing and controlling people, a more effective approach is for leaders to be in service of the people they lead. The focus is on how leaders can make the lives of their team members easier—physically, cognitively, and emotionally. Research suggests this mentality can enhance both team performance and satisfaction.

In this new approach, leaders practice empathy, compassion, vulnerability, gratitude, self-awareness, and self-care. They provide appreciation and support, creating psychological safety so their employees are able to collaborate, innovate, and raise issues as appropriate. This includes celebrating achieving the small steps on the way to reaching big goals and enhancing people’s well-being through better human connections. These conditions have been shown to allow for a team’s best performance.

More broadly, developing this new approach to leadership can be expressed as making five key shifts that include, build on, and extend beyond traditional approaches:

• beyond executive to visionary, shaping a clear purpose that resonates with and generates holistic impact for all stakeholders
• beyond planner to architect, reimagining industries and innovating business systems that are able to create new levels of value
• beyond director to catalyst, engaging people to collaborate in open, empowered networks
• beyond controller to coach, enabling the organization to constantly evolve through rapid learning, and enabling colleagues to build new mindsets, knowledge, and skills
• beyond boss to human, showing up as one’s whole, authentic self

Together, these shifts can help a leader expand their repertoire and create a new level of value for an organization’s stakeholders. The last shift is the most important, as it is based on developing a new level of consciousness and awareness of our inner state. Leaders who look inward  and take a journey of genuine self-discovery make profound shifts in themselves and their lives; this means they are better able to benefit their organization. That involves developing “profile awareness” (a combination of a person’s habits of thought, emotions, hopes, and behavior in different circumstances) and “state awareness” (the recognition of what’s driving a person to take action). Combining individual, inward-looking work with outward-facing actions can help create lasting change.

Introducing McKinsey Explainers : Direct answers to complex questions

Leaders must learn to make these five shifts at three levels : transforming and evolving personal mindsets and behaviors; transforming teams to work in new ways; and transforming the broader organization by building new levels of agility, human-centeredness, and value creation into the entire enterprise’s design and culture.

An example from the COVID-19 era offers a useful illustration of this new approach to leadership. In pursuit of a vaccine breakthrough, at the start of the pandemic Moderna CEO Stéphane Bancel increased the frequency of executive meetings  from once a month to twice a week. The company implemented a decentralized model enabling teams to work independently and deliver on the bold goal of providing 100 million doses of vaccines in 12 months. “The pace was unprecedented,” Bancel said.

What is the impact of this new approach to leadership?

This new approach to leadership is far more effective. While the dynamics are complex, countless studies show empirical links among effective leadership, employee satisfaction, customer loyalty, and profitability.

How can leaders empower employees?

Empowering employees , surprisingly enough, might mean taking a more hands-on leadership approach. Organizations whose leaders successfully empower others through coaching are nearly four times more likely to make swift, good decisions and outperform other companies . But this type of coaching isn’t always natural for those with a more controlling or autocratic style.

Here are five tips to get started  if you’re a leader looking to empower others:

• Provide clear rules, for example, by providing guardrails for what success looks like and communicating who makes which decisions. Clarity and boundary structures like role remits and responsibilities help to contain any anxiety associated with work and help teams stay focused on their primary tasks.
• Establish clear roles, say, by assigning one person the authority to make certain decisions.
• Avoid being a complicit manager—for instance, if you’ve delegated a decision to a team, don’t step in and solve the problem for them.
• Address culture and skills, for instance, by helping employees learn how to have difficult conversations.
• Begin soliciting personal feedback from others, at all levels of your organization, on how you are experienced as a leader.

How can leaders communicate effectively?

Good, clear communication is a leadership hallmark. Fundamental tools of effective communication  include:

• defining and pointing to long-term goals
• listening to and understanding stakeholders
• creating openings for dialogue
• communicating proactively

And in times of uncertainty, these things are important for crisis communicators :

• give people what they need, when they need it
• communicate clearly, simply, and frequently
• choose candor over charisma
• revitalize a spirit of resilience
• distill meaning from chaos
• support people, teams, and organizations to build the capability for self-sufficiency

Learn more about our People & Organizational Performance Practice .

Is leadership different in a hybrid workplace?

A leader’s role may look slightly different in remote or hybrid workplace settings . Rather than walking around a physical site, these leaders might instead model what hybrid looks like, or orchestrate work based on tasks, interactions, or purpose. Being communicative and radiating positivity  can go a long way. Leaders need to find other ways to be present and accessible, for example, via virtual drop-in sessions, regular company podcasts, or virtual townhalls. Leaders in these settings may also need to find new ways to get authentic feedback. These tactics can include pulse surveys or learning to ask thoughtful follow-up questions that reveal useful management insights.

Additional considerations, such as making sure that in-person work and togetherness has a purpose, are important. Keeping an eye on inclusivity in hybrid work  is also crucial. Listening to what employees want, with an eye to their lived experience, will be vital to leaders in these settings. And a focus on output, outcomes, results, and impact—rather than arbitrary norms about time spent in offices— may be a necessary adaptation in the hybrid era .

How should CEOs lead in this new world?

Just as for leadership more broadly, today’s environment requires CEOs to lead very differently. Recent research indicates that one-third to one-half of new CEOs fail within 18 months.

What helps top performers thrive today? To find out, McKinsey led a research effort to identify the CEOs who achieved breakaway success. We examined 20 years’ worth of data on 7,800 CEOs—from 3,500 public companies across 70 countries and 24 industries. The result is the McKinsey book CEO Excellence: The Six Mindsets That Distinguish the Best Leaders from the Rest (Scribner, March 2022). Watch an interview with the authors for more on what separates the best CEOs from the rest .

Getting perspective on leadership from CEOs themselves is enlightening—and illustrates the nuanced ways in which the new approach to leadership described above can be implemented in practice. Here are a few quotes drawn from McKinsey’s interviews with these top-level leaders :

• “I think the fundamental role of a leader is to look for ways to shape the decades ahead, not just react to the present, and to help others accept the discomfort of disruptions to the status quo.” — Indra Nooyi , former chairman and CEO of PepsiCo
• “The single most important thing I have to do as CEO is ensure that our brand continues to be relevant.” — Chris Kempczinski , CEO of McDonald’s
• “Leaders of other enterprises often define themselves as captains of the ship, but I think I’m more the ship’s architect or designer. That’s different from a captain’s role, in which the route is often fixed and the destination defined.” — Zhang Ruimin , CEO of Haier
• “I think my leadership style [can be called] ‘collaborative command.’ You bring different opinions into the room, you allow for a really great debate, but you understand that, at the end of the day, a decision has to be made quickly.” — Adena Friedman , CEO of Nasdaq
• “We need an urgent refoundation of business and capitalism around purpose and humanity. To find new ways for all of us to lead so that we can create a better future, a more sustainable future.” — Hubert Joly , former chairman and CEO of Best Buy

What is leadership development?

Leaders aren’t born; they learn to lead over time. Neuroplasticity refers to the power of the brain to form new pathways and connections through exposure to novel, unfamiliar experiences. This allows adults to adapt, grow, and learn new practices throughout our lifetimes.

When it comes to leadership within organizations, this is often referred to as leadership development. Programs, books, and courses on leadership development abound, but results vary.

Leadership development efforts fail for a variety of reasons. Some overlook context; in those cases, asking a simple question (something like “What, precisely, is this program for?”) can help. Others separate reflections on leadership from real work, or they shortchange the role of adjusting leaders’ mindsets, feelings, assumptions, and beliefs, or they fail to measure results.

So what’s needed for successful leadership development? Generally, developing leaders is about creating contexts where there is sufficient psychological safety in combination with enough novelty and unfamiliarity to cultivate new leadership practices in response to stimuli. Leadership programs that successfully cultivate leaders are also built around “placescapes”—these are novel experiences, like exploring wilderness trails, practicing performing arts, or writing poetry.

When crafting a leadership development program, there are six ingredients to incorporate  that lead to true organizational impact:

• Set up for success:
• Focus your leadership transformation on driving strategic objectives and initiatives.
• Commit the people and resources needed.
• Be clear about focus:
• Engage a critical mass of leaders to reach a tipping point for sustained impact.
• Zero in on the leadership shifts that drive the greatest value.
• Execute well:
• Architect experiential journeys to maximize shifts in mindsets, capabilities, and practices.
• Measure for holistic impact.

A well-designed and executed leadership development program can help organizations build leaders’ capabilities broadly, at scale. And these programs can be built around coaching, mentoring, and having people try to solve challenging problems—learning skills by applying them in real time to real work.

What are mentorship, sponsorship, and apprenticeship?

Mentorship, sponsorship, and apprenticeship can also be part of leadership development efforts. What are they? Mentorship refers to trusted counselors offering guidance and support on various professional issues, such as career progression. Sponsorship is used to describe senior leaders who create opportunities to help junior colleagues succeed. These roles are typically held by more senior colleagues, whereas apprenticeship could be more distributed. Apprenticeship  describes the way any colleague with domain expertise might teach others, model behaviors, or transfer skills. These approaches can be useful not only for developing leaders but also for helping your company upskill or reskill employees quickly and at scale.

For more in-depth exploration of these topics, see McKinsey’s insights on People & Organizational Performance . Learn more about McKinsey’s Leadership & Management  work—and check out job opportunities if you’re interested in working at McKinsey.

Articles referenced include:

• “ Author Talks: What separates the best CEOs from the rest? ,” December 15, 2021, Carolyn Dewar , Scott Keller , and Vik Malhotra
• “ From the great attrition to the great adaptation ,” November 3, 2021, Aaron De Smet  and Bill Schaninger
• “ The boss factor: Making the world a better place through workplace relationships ,” September 22, 2020, Tera Allas  and Bill Schaninger
• " Leading agile transformation: The new capabilities leaders need to build 21st century organizations ," October 1, 2018, Aaron De Smet , Michael Lurie , and Andrew St. George
• " Leading Organizations: Ten Timeless Truths ," 2017, Scott Keller  and Mary Meaney
• “ Leadership in context ,” January 1, 2016, Michael Bazigos, Chris Gagnon, and Bill Schaninger
• “ Decoding leadership: What really matters ,” January 1, 2015, Claudio Feser, Fernanda Mayol, and Ramesh Srinivasan

Want to know more about leadership?

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What is organizational leadership and why is it important?

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What is organizational leadership?

Organizational leadership vs. traditional management.

Why is organizational leadership important?

Can you get an organizational leadership degree?

Do you need an organizational leadership degree, where can you get a job as an organizational leader, how to develop yourself as an organizational leader, final thoughts on organizational leadership.

Organizational leadership is the ability to lead groups of individuals toward fulfilling an organization's mission. 

It encompasses the following skills:

• Understanding an organization's mission, in alignment with one's strengths.
• Creating a strategic plan in line with that mission.
• Implementing goals and holding teams accountable for accomplishing those goals within an established timeline, and in alignment with the strategic plan.
• Foreseeing possible challenges in the road ahead.
• Innovating to meet those challenges.
• Pivoting effectively as circumstances change.
• Remaining calm amidst uncertainty.
• Communicating effectively.
• Inspiring groups of individuals to do their best and work toward a unified purpose.
• Addressing the concerns of internal stakeholders and the community at large.
• Doing all of the above, with an eye on inclusivity , integrity, and authenticity.

The above skills are predicated on the leader's expertise, learned managerial skills, growth mindset, and developed emotional intelligence. They allow the leader to be aware of oneself, their impact on others, and the motivation of others, within the context of furthering the organization's singular mission.

Organizational leadership encompasses a broader scope of responsibility than traditional management. Organizational leadership communicates the mission and vision, establishes the strategic plan, and inspires individuals to put forth their talents to fulfill the goals aligned with the strategic plan and, ultimately, the leader’s vision. 

Traditional management fulfills only part of that overall vision. The manager’s role has been typically to communicate leadership’s direction, set expectations, assign tasks, problem solve, and complete the goals assigned to that particular group.

Why is organizational leadership important?  

Organizational leadership is important because it:.

• Motivates team members. Team members respond in kind to the leader. They will be motivated to mirror the growth mindset for their teams and themselves and consider how they can personally contribute to the forward momentum of the organization as a whole.
• Allows for a problem-solving and decision-making mindset. In a psychologically safe atmosphere where people are not afraid to speak up, great ideas can emerge. When a leader entrusts the individuals hired into their roles to develop solutions and make decisions, exponential growth is possible. 
• Promotes communication, ethics, inclusion, and respect. The highly emotionally intelligent organizational leader communicates in all ways that every employee's contributions are respected, as every role is vital to the organization's forward movement as a whole. The leader shares the organization's values and models the communication, ethics, inclusion, and respect expected of each individual.
• Allows organizational leaders to remain goal-oriented. With individuals empowered to fulfill their roles and develop innovative solutions, the organizational leader may focus on the larger picture: moving the mission forward with an eye on navigating the challenges ahead.

There are multiple degrees in organizational leadership, ranging from bachelor's to doctoral degrees. Here are a few examples:

• BA, Organizational Leadership
• BS, Business Leadership
• Master of Science, Organizational Leadership and Learning
• Executive Master of Leadership
• Doctorate of Education, Organizational Change and Leadership
• Ph.D., Organizational Leadership

However, there are plenty of other degrees that may serve a role in organizational leadership just as well, including

• BS, Business Administration
• Master of Business Administration (MBA)
• Master of Public Administration (MPA)
• Master of Public Health (MPH)
• Juris Doctorate (JD)
• Ph.D., in Management and Organization

In a large organization, a Chief Financial Officer (CFO) will most likely have an MBA from a prestigious university and a track record of working in finance and moving up in leadership roles. A Vice President of Human Resources will most likely have a JD to ensure the requisite knowledge of the multiple employment laws. 

However, plenty of smaller organizations and levels of the organization would not require those same degrees. For instance, a Master of Science in Human Resources may suffice for a mid-tier leadership organizational role or a higher role in a smaller organization. Many experienced professionals pursue a part-time degree, certificate, or executive program to fill in any gaps as they move into leadership roles. 

The options are limitless. The right degree depends on your experience and your career goals. When choosing your leadership development path, consider:

• What size organization you’d like to join.
• Which level you wish to lead (manager, director, division head, vice president, president, other).
• The education levels in the type of company and role you’d like to join.

This information should help determine what education you will need to eventually lead an organization with the requisite knowledge and accumulated managerial and leadership skills.

Organizational leaders are needed in all sectors: business corporations, technology, health care, government, education, and non-profit organizations. Organizational leadership jobs can be found at various levels of an organization. However, the title will most likely not be “organizational leader.” 

Traditionally, future organizational leaders are first identified as “high potential” employees (HiPos), then proceed to organizational leadership roles with manager and director level titles. Higher-level organizational leadership jobs include titles like Dean, Provost, General Counsel, Chief Financial Officer (CFO), Chief Information Officer (CIO), Chief Operating Officer (COO), Vice President, and President. Roles to consider with potential for growth in organizational leadership include:

• Human Resources Manager
• Organization Manager
• Training & Development Manager
• Project Manager
• Sales Representative

Some organizations have started to realize that the process and very notion of identifying a few select “HiPos” can be too narrow and backward-looking. Organizations need more, and more varied, leadership at all levels. Don’t let the fact that you aren’t selected into a high-potential group dissuade you from developing the attributes needed for organizational leadership.

Some skills are inherent, but great leaders know there is always room for further learning and development. For example:

• Build your expertise through formal education, internal training opportunities, and mentorship programs.
• Develop a reputation for taking the lead on teams and having an aptitude for leadership.
• Develop a reputation for listening and building great, collaborative teams by bringing out the best in everyone.
• Be clear about your desire to lead . An opportunity may not open right away, but It’s important to stay top of mind in conversations around succession planning. 
• Create positive working relationships across the organization. Share useful information and resources.
• Request informational interviews with people who are currently in the leadership roles you aspire to. Ask them what they wish they had known when they were in your shoes.
• Develop relationships with mentors who can guide you based on their experience and expertise, and with sponsors who can connect you to those who will be vital to your leadership development.
• Volunteer and be a part of an organization that gathers people from across the organization or multiple organizations. Say "yes" to being on the board and playing a leadership role.
• Take opportunities for professional development , including a higher education degree that focuses on leadership skills and prepares you to step into an organizational leadership role. Leadership training is also an opportunity to create sustainable and resilient teams. 

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There are many more tactical resources that may help you on your journey toward a role in organizational leadership. For instance, the U.S. Bureau of Labor Statistics maintains a database of occupations , the demand, and related salaries, and the O*NET Online database that details the skills requirements of various occupations: You may further explore the roles that interest you on the more user-friendly and visually pleasing RoadTrip Nation . Or, if you’re unclear about the industry sector that best suits you, the Holland Code Career Test offers good exploration and self-reflection. 

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117 Organizational Leadership Essay Topic Ideas & Examples

Inside This Article

Organizational leadership is a crucial aspect of any successful business or organization. It involves the ability to inspire, motivate, and guide a team towards achieving common goals and objectives. As a leader, it is important to have a strong understanding of various leadership theories, styles, and practices in order to effectively lead and manage a team.

If you are a student studying organizational leadership or are looking for essay topics on the subject, you have come to the right place. In this article, we have compiled a list of 117 organizational leadership essay topic ideas and examples to help you get started on your next assignment.

• The importance of emotional intelligence in organizational leadership
• Transformational vs. transactional leadership styles: a comparison
• The role of communication in effective leadership
• Servant leadership: a modern approach to leadership
• Ethical leadership: why it matters in organizations
• The impact of technology on organizational leadership
• Adaptive leadership: leading in times of change and uncertainty
• The relationship between leadership and organizational culture
• Leading remote teams: challenges and strategies
• Gender diversity in leadership roles: a case study
• The role of power and influence in leadership
• Authentic leadership: the key to building trust and credibility
• Leadership development programs: strategies for success
• The impact of globalization on leadership practices
• Emotional intelligence in leadership: a case study of a successful leader
• The importance of self-awareness in effective leadership
• Leadership in times of crisis: lessons learned from past events
• The role of mentorship in developing future leaders
• The impact of inclusive leadership on organizational performance
• Leadership in the 21st century: challenges and opportunities
• The relationship between leadership and motivation
• The role of leadership in fostering innovation and creativity
• The impact of diversity in leadership teams
• Leadership in cross-cultural contexts: a case study
• The role of feedback in leadership development
• Leadership and decision-making: strategies for effective outcomes
• The impact of leadership on employee engagement and retention
• The role of emotional intelligence in conflict resolution
• Leadership in virtual teams: best practices and challenges
• The importance of ethical decision-making in leadership
• Transformational leadership in the healthcare industry
• The impact of leadership on organizational performance and profitability
• The role of leadership in organizational change management
• The relationship between leadership and employee satisfaction
• The impact of leadership on organizational culture and values
• The role of leadership in promoting diversity and inclusion
• The importance of resilience in organizational leadership
• Leadership and teamwork: strategies for effective collaboration
• The impact of leadership on organizational communication
• Leadership in non-profit organizations: challenges and opportunities
• The role of leadership in promoting organizational ethics
• The impact of leadership on organizational sustainability
• Leadership and social responsibility: a case study
• The role of leadership in promoting work-life balance
• The impact of leadership on organizational learning and development
• The relationship between leadership and organizational performance metrics
• The role of leadership in promoting employee wellness and mental health
• Leadership in the digital age: challenges and opportunities
• The impact of leadership on organizational agility and adaptability
• The role of leadership in promoting organizational resilience
• Leadership and emotional intelligence: strategies for success
• The impact of leadership on organizational trust and credibility
• Leadership in the hospitality industry: best practices and challenges
• The role of leadership in promoting diversity and inclusion in the workplace
• The importance of ethical leadership in organizational decision-making
• Leadership in the education sector: challenges and opportunities
• The impact of leadership on organizational innovation and creativity
• The role of leadership in promoting employee engagement and motivation
• Leadership in the retail industry: best practices and challenges
• The importance of leadership in promoting organizational values and culture
• The role of leadership in fostering a positive work environment
• Leadership and change management: strategies for success
• The impact of leadership on organizational performance and profitability metrics
• The relationship between leadership and employee satisfaction and retention
• The role of leadership in promoting organizational learning and development
• Leadership in the technology sector: challenges and opportunities
• The importance of emotional intelligence in leadership development
• The impact of leadership on organizational communication and teamwork
• Leadership in the financial services industry: best practices and challenges
• Leadership in the healthcare industry: challenges and opportunities
• Leadership in the manufacturing sector: best practices and challenges
• The importance of leadership in promoting work-life balance

These are just a few examples of organizational leadership essay topics that you can explore in your writing. Whether you are interested in studying different leadership styles, the impact of leadership on organizational culture, or the importance of emotional intelligence in leadership, there is a wide range of topics to choose from. Remember to conduct thorough research and provide examples and evidence to support your arguments. Good luck with your essay writing!

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Writing an Effective Leadership Essay: Tips and Examples

• DESCRIPTION woman writing with leadership essay definition
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• PERMISSION Used under Getty Images license

Whether you’ve led a horse to water or led your team to a victorious championship, you’re probably more of a leader than you give yourself credit for. It turns out, college admissions officers want to hear about that horse and/or championship in your application essay. The leadership essay is one of the hallmarks of college essays, but what’s the right way to do it?

What Is a Leadership Essay?

A leadership essay is a subset of college application essays that help college admissions officers understand your previous experiences as a leader. While that might seem extremely specific, it comes with the understanding that leadership looks and feels different based on the person and situation.

To give you a real world example: The president is ostensibly the leader of the United States. However, the president has a whole cabinet of other leaders for every other aspect of running a country. You might not be a leader of foreign policy, but you might be a leader on the football field or within your community volunteer group.

Leadership Essay Ideas and Topics

While you might see a few variations, almost all leadership essays go back to two main forms:

• What is your leadership style?
• Describe a moment when you showed leadership.

There’s inherently a bit of overlap with both of these. You’ll likely give an example of a leadership moment when talking about your leadership style, and you’ll probably talk about your leadership style when talking about a leadership moment.

In either case, the school will want you to use anecdotal evidence that demonstrates the idea. Go with what feels right, whether that’s leading a club or team in school or leading some ducklings across a busy highway. Even if your experience sounds cliché, it’s unique because it involves you.

How To Write a Leadership Essay

Probably the biggest trap that people fall into is “Well, I’ve never been a leader.” Even if you’ve never held some sort of leadership position at school or had an official title, chances are pretty high that you have exhibited some form of leadership at some point in your life. Beyond that, the actual writing of the leadership essay is fairly straightforward.

Formatting Your Leadership Essay

Your leadership essay will include an introduction paragraph, one or more body paragraphs, and a conclusion. Depending on the word or page limits, you can almost treat this like a five-paragraph essay .

• Introduction - Capture the reader’s interest, define good leadership in relation to you, and directly address the given prompt
• Body paragraphs - Give some background information using anecdotes to describe your leadership style or moment
• Conclusion - End with a compelling statement about your leadership qualities and how you hope to apply them to your education, career, and the world in general

How Long Should a Leadership Essay Be?

The length of the leadership essay depends on what the college or application system says. Thankfully, this is the one part of the essay that you don’t need to question. Nearly every school will provide a word limit, typically ranging from 250 words (for supplemental essays) potentially all the way up to 1,000 words.

In the rare event that you don’t see an obvious word limit, stick to a maximum of about 500 to 600 words.

Tips for Writing a Leadership Essay

Unfortunately, we don’t know your personal life, and we certainly don’t know moments where you exhibited leadership. So we can’t write your essay for you, but we can give you some tips to at least guide your writing process.

Define Good Leadership Before You Start

Before you begin writing your essay, think about what qualities make someone a good leader, at least in your opinion. What great leadership qualities do you have? What makes a “good leader”? Make a list before you begin writing your essay. 

Leadership qualities can include:

• The ability to motivate others
• Personal integrity
• Placing a value on relationships with team members
• Prioritizing the larger good over any individual

Review your list and choose the qualities you want to highlight. Write your own definition of what makes someone a great leader as it relates to the quality you chose. It should be one or two sentences long. Use that definition as the backbone of your essay.

Tell a Story About Your Leadership

It’s time to turn that list of potential leadership qualities into something meaningful and interesting. The best way to do that is with an engaging narrative.

You should obviously state good leadership qualities, but that shouldn’t be your entire essay. Tell a story about your leadership.

• Did you face a specific challenge?
• How did you overcome that challenge?
• How has your leadership style changed over the years?
• Was there a specific moment or experience that caused that change?

Really ask yourself questions and dig into the concept of leadership as a real thing that has had real effects on your life.

Write With Your Own Voice and Style

Although you shouldn’t be super informal in college application essays, they are also designed to help you display your own voice and personality. College admissions officers want to learn about you, and your writing style is inherently a big part of that, whether that means using humor or puns, maintaining a unique level of sincerity throughout the essay, or being invitingly verbose.

Don’t Be Down On Yourself

Whether it’s your personal statement , a supplemental essay, or this leadership essay, avoid being too down on yourself. Admissions officers want to hear about all your successes, trophies, and kittens saved from trees. They really don’t want to read a whole essay about you saying you’re a bad leader.

Humility is definitely an important leadership trait, but there’s a fine line between being humble and being hurtful to yourself. Even if you’re normally prone to some self-deprecation, try to keep it at a minimum for this essay.

Leadership Essay Example

If you’re not sure where to start, take some time to brainstorm ideas. Even the weirdest idea can blossom into something neat. If you need inspiration, one of the best things is to look at other examples of leadership. That could be from your favorite show, a good nonfiction book about sailors, or the essay below.

• DESCRIPTION leadership essay example chart
• SOURCE Created by Karina Goto for YourDictionary
• PERMISSION Owned by YourDictionary, Copyright YourDictionary 

Leadership Essay Introduction Example

The introduction should pull the reader in while directly answering the prompt. When in doubt, try to start with something concrete over something abstract. Or as writers and writing teachers like to say: Show, don’t tell.

The room was filled with the gentle hum of microphones and video cameras, cut only by the occasional cough or cleared throat. It was easy to feel out of place in this room full of wood furniture, leather seats, and powerful men capable of changing not just my life, but an entire sector of television programming as we knew it. I had never thought of myself as a leader, but I also knew that this was about something bigger than me, something that I could actually influence.

Leadership Essay Body Example

The body is where you’ll get more into the details of your narrative and connect it to ideas of leadership. Try not to get too hung up on the exact wording of what makes a leader. That can get far too abstract. Let your story speak for you.

I took a deep breath and began to talk. I wasn’t known to have a particularly commanding or powerful voice, but people always seemed to listen, including these men with their name placards and tall seats. They had been ready to cut funding for public broadcasting, which included programming that they had never seen. I was simply someone who lived in a neighborhood and cared about children’s education, beyond just math and reading. All I could do was be honest.

Leadership Essay Conclusion Example

Your conclusion considers the broader effects of your leadership. How might your leadership evolve or change? How can you apply that leadership to your education, job, or community?

To me, leadership is about connection. I know that I have a voice and an immense dedication to emotional intelligence in children. My ability to focus on other people goes hand-in-hand with my ability to speak through a tiger puppet. Both are about closing gaps and bringing people closer to a basic understanding. I hope to use my leadership abilities within the field of psychology to build more connections between people and communities.

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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77 Organizational Leadership Essay Topics

🏆 best essay topics on organizational leadership, ✍️ organizational leadership essay topics for college, 👍 good organizational leadership research topics & essay examples, 🎓 most interesting organizational leadership research titles.

• Apple: Organizational Culture, Structure, and Leadership
• Statesmanship Model and Organizational Leadership
• Organizational Culture, Structure, and Leadership in the 21st Century
• Organizational Behavior. Leadership and Self-Assessment
• Organizational Culture, Structure, and Leadership in the 21st century
• Organizational Learning and Leadership
• Organizational Management, Supervision, Leadership
• Apple’s vs. Walmart’s Organizational Leadership Strategy The paper states that while Apple applies democratic and administration methodologies in its management tactics, Walmart incorporates top-down employee empowerment.
• Organizational Management and Leadership at Hitachi Ltd Canada The case of Hitachi Ltd Canada shows that the general manager of a subsidiary company whose products and market area are defined by the parent company has little flexibility of unit domain.
• Organizational Leadership Challenges and Leadership Theories to Overcome Them Preliminary analytical work devoted to the analysis and design of the objectives to eliminate problems is a prerequisite for organizational leadership.
• Organizational Behavior Aspects and Leadership Style For an effective business, leaders should ensure they have orchestrated teams that are focused and responsive to the needs of an organization.
• Organizational Change Leadership and Innovation The vitality of organizational leadership changes surfaces in the article “A people-centric approach to driving change” by K. Gill.
• Organizational Typologies: Transformational Leadership Different typologies can describe Starbucks as a utilitarian company, Amazon as an adhocracy corporation, and Apple as a power-oriented enterprise.
• Organizational Leadership Styles and Workplace Diversity This paper states that the most productive style of leadership relies on the diversity of the worker’s personalities or their level of experience.
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• Human Resource Management and Organizational Leadership
• Organizational Leadership and Management Theories

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Styles of Organizational Leadership

The focus of this study was to review a range of styles of leadership that organizations often employ to achieve specific goals. The paper was based on a journal article that focused on investigating the level of satisfaction of various leadership styles in an organizational setting. Their study shows that different organizational styles can be used in varying circumstances. Although transformational leadership is increasingly becoming popular in modern society, there are cases when other leadership approaches may be more appropriate. A leader must understand which style is appropriate for each situation.

Introduction

Leadership is critical in any organizational setting, and the approach that a leader takes to govern his or her people defines how successful the group or organization can be. According to Metcalf and Benn (2013), leadership has been transforming over the years. Many organizations are now embracing new styles of leadership that can facilitate close engagement between top managers and junior employees. Advanced education is empowering employees, and it has become necessary for leaders to appreciate that new power and to tap it in a positive way for the success of their organization. Limbare (2012) says different situations may require different styles of leadership. The approach that one takes when handling recruits in an entity that needs to learn is different from the approach that is required when handling highly experienced and knowledgeable employees within a firm.

The leadership approach that one embraces can be motivating or demoralizing, depending on the perception of the governed. It can promote or discourage learning and innovation. Ghaleb and Orabi (2016) warn that in many cases targets fail to be realized because of the inability of the leader to understand the appropriate leadership style that is needed based on the prevailing forces. A leader needs to understand his or her people, define goals and objectives to be achieved, determine systems and structures that can facilitate the process of realizing the goals. He or she should then select the most appropriate leadership style to use (Carter & Greer, 2013). This paper will be based on the article by Rothfelder, Ottenbacher, and Harrington (2013), although the works of other scholars will also be incorporated. Thesis: In this paper, the researcher seeks to explore various leadership styles, especially the transformational, cross-cultural, and democratic approaches, which have gained popularity in the recent past, and how they can be applied in a practical organizational context.

Appropriateness of the Title to the Focus of the Study

It is important to determine the appropriateness of the topic of the primary article used in this paper. The article should facilitate a detailed understanding of various leadership styles and their relevance in modern organizations. The topic of the article, the impact of transformational, transactional, and non-leadership styles on employee job satisfaction in the German hospitality industry, is very appropriate for the focus of the study (Rothfelder et al., 2013). As Metcalf and Benn (2013) states, within a specific organization, it is possible to find cases where different styles of leadership are necessary. It is the responsibility of those trusted with leadership to know when it is appropriate to use different styles based on the current needs. The title of this study focuses on the various styles of leadership, which are employed by the given organization under varying needs. The topic of this article will support our research. It will facilitate a review of the literature where the researcher will look at a range of existing leadership styles and cases where they are necessary. The review of the literature will help in justifying the main leadership approaches common at this company. The topic also shows that primary data collection will be necessary. The researcher will need to collect primary data from the participants to determine the leadership style used in the selected organization.

Research Problem

In the current competitive business environment, the success of a firm depends on the leadership approach that the management embraces. Limbare (2012) says that creativity and innovation are increasingly becoming tools that can enable a firm to achieve success in the market. However, the learning culture and innovation must be cultivated among employees. People in leadership must know how to empower their subordinates through regular training. The subordinates should also be provided with an environment where they can be creative in their respective assignments (Chaudhry & Javed, 2012).

Many organizations fail to achieve their objectives because of the poor leadership style that they embrace. A leader must understand when it is appropriate to coach employees, motivate them towards a given direction, or let them work in their respective fields with minimal supervision possible. The leadership style that a firm embraces not only affects the internal stakeholders but external stakeholders as well. A company can only realize its vision and strategic goals if it employs the right leadership skills and strategies. The research problem can be looked at using various theoretical concepts. The problem is very significant, especially in the current business environment where companies face different challenges, the top of which includes dealing with competition and management of talent. A firm that fails to manage its talent cannot effectively deal with the stiff competition in the market. The chosen article gives detailed insight into the research problem.

Review of Literature

The article by Rothfelder et al. (2013) provides a detailed review of the literature about the chosen topic. The literature is relevant to my topic because it looks at a variety of leadership styles and the manner in which they should be applied. Through the literature review, it will be possible to understand popular leadership styles used in modern society and contexts where they are appropriate. In this section of the paper, the researcher will look at common leadership approaches that have been in use in different organizations under varying circumstances as explained in the article and other related articles talking about the same topic. The following are the popular leadership styles:

Autocratic Leadership

According to Rothfelder et al. (2013), autocratic leadership is one of the oldest leadership styles that have been used in various organizational settings. In this approach, everything is centered on the boss who enjoys immense power. Such a leader can decide to embrace a given strategy without consulting anyone, and the followers are expected to obey such decisions without question. Autocratic leaders tend to enjoy a unique power over their subordinates, and it enables them to rule without being questioned (De-Vries, 2012). They may enjoy powers to punish or even dismiss an employee at will without any significant consequence. The subordinates, for fear of punishment or dismissal without warning, are forced to obey the leader at all times. Such leaders often govern with fear, and rarely do their followers be allowed to make independent decisions. They are required to receive instruction and follow them keenly (Choudhary, Akhtar, & Zaheer, 2013). This style of leadership is increasingly becoming less popular in modern society where leaders need to engage employees in decision-making. However, it may be necessary in cases where a leader needs to iron out bad elements such as underperformers or inciters within an organization.

Democratic Leadership

Democratic leadership is another style of governance that is gaining popularity in the modern organizational setting. In this approach, subordinates are actively involved in the decision-making process (Ghaleb & Orabi, 2016). The leader appreciates the need to engage the junior officers and to delegate some responsibilities to them whenever it is necessary. The subordinates understand that they have a role to play in the decision-making process, but appreciate the fact that the final decision must be made by the leader. Democratic leadership style is very appropriate when a leader is handling highly knowledgeable and talented subordinates. The leader appreciates that it is possible that the subordinates would be in a better position to interpret a given situation. As such, an environment is created that allows them to share their views and to be active in the decision-making processes. Communication, honesty, creativity, fairness, competence, and courage are attributes, which are highly encouraged in this style of leadership. However, Limbare (2012) warns that it is important to ensure that this approach of leadership is not abused, especially when subordinates fail to respect the authority of the leader.

Transformational Leadership

Transformational leadership, according to Metcalf and Benn (2013), emphasizes the consistent introduction of change in an organizational setting. Transformational leaders know how to motivate their subordinates so that they can deliver better results than they originally believed they could. Such a leader must first understand the current capacity of the employees. He or she should then work out ways of making these employees achieve even greater results. The leaders work with targets. When the subordinates meet the initial target, a new higher target is set to ensure that the employees can stretch themselves to the limit in terms of performance (Ng & Sears, 2012). A transformational leader should be capable of understanding the strengths and weaknesses of the employees. When working with the subordinates, the leader will always focus on helping them fight their weaknesses while at the same time taking maximum advantage of their strengths. In many cases, transformational leaders have satisfied and more committed followers. The commitment and satisfaction arise from the fact that the primary goal of the leader is to empower the employees constantly and enable them to achieve greater results, some of which may be beyond their expectations. Limbare (2012) says that in the current competitive business environment, transformational leadership is one of the most popular styles of leadership because of the need to ensure that employees are constantly motivated and effectively empowered to deliver the best results in their respective workplaces.

Cross-Cultural Leadership

In the current globalized society, it is common to find organizations, which are highly diversified in terms of race, religion, level of education, gender, age, and many other demographical factors of the employees. Limbare (2012) says that people tend to be unique in their way of thinking as defined by their demographical factors. In such an environment, a leader must be careful not to embrace an approach of governing that a section of the employees may consider retrogressive. Cross-cultural leadership focuses on managing such diversified groups. Such a leader must understand the diversity of the workforce, and the manner in which it makes them unique. In such an organizational setting, people often prefer grouping based on their race, religion, level of education, and gender among other factors. A cross-cultural leader should break such demographical barriers and encourage these employees to engage other people who may not necessarily share their backgrounds.

Laissez-faire Leadership

According to Metcalf and Benn (2013), the laissez-faire leadership approach is a unique style of governing employees. When using this style, a leader is expected to give the subordinates maximum freedom at all times. A leader in such a system is not expected to interfere with the work of the employees unless it is very necessary. The subordinates would make reports to the leader in a manner they consider appropriate. This style of leadership is common when handling highly specialized subordinates who are self-driven and capable of delivering the best results with minimal supervision (Ghaleb & Orabi, 2016). It also works well when a leader has to work with subordinates who are more skilled and experienced than the leader is in that particular field. As such, it becomes necessary for the leader to allow them to work with minimal interference. However, it is important to note that it is less popular and less effective than other leadership styles discussed above. Other more popular leadership styles include transactional leadership, coaching leadership, and charismatic leadership. A leader should understand the prevailing forces in the environment and then come up with the most appropriate leadership style that can be used to manage employees to deliver the best results.

Research Method

In this section, it is important to discuss the research method that was used to tackle and answer the research problem in the article by Rothfelder et al. (2013). It will help readers to understand the manner in which the conclusion made in the study was arrived at and the relevance of applying the findings to a specific organization.

Data Collection Method

In this article by Rothfelder et al. (2013), data was collected from two main sources. Secondary data came from books, journal articles, and reliable online sources. They formed the basis of the literature review in the article. Primary data was obtained from a sample of respondents from a selected group. It was important to get their view about the impact of transformational, no-leadership, and transactional styles of governance used in their organization. The researchers developed a simple questionnaire as an instrument to help in the data collection process. The instrument was used to collect the needed data from the respondents.

Sampling was used in this study to help the three researchers in the collection of primary data from the field. The researchers were able to identify 116 participants through a simple random sampling method, but only 101 participated in the study. The researchers ensured that there was a proper balance for the participants in a managerial and non-managerial position to enhance the reliability of data by reducing bias among the respondents.

Statistical Analysis

The primary data that the researchers collected from the participants were analyzed both qualitatively and quantitatively. Quantitative analysis was used to help in demonstrating the popularity of the leadership styles and their impact on the organization. Statistical evaluation of data was considered appropriate in identifying the most appropriate in determining the appropriate leadership style. Qualitative analysis was used to determine the relevance of various leadership styles in different management contexts. In this article, the researchers used a t-test to determine job satisfaction when using appropriate styles of leadership within an organization.

Possible Sources of Error

The researchers made an effort to control major sources of error that could influence the results of their study. One of the possible sources of error was a personal bias of the respondents who were involved in the primary data collection. The researchers made an effort to avoid personal bias when identifying the respondents, collecting data from them, and analyzing the collected data. Collecting data from managers and non-management employees also reduced bias among the respondents.

Summary of Results

The results obtained from the analysis of primary data were presented in a clear manner in this article. In their analysis, the researchers focused on comparing the impact of the three leadership approaches (transformational, transactional, and laissez-faire) on job satisfaction. They conducted a regression analysis, and the results show that transformational leadership has the highest level of job satisfaction among the sampled respondents at 0.80 (Rothfelder et al., 2013). The majority of the respondents stated that they felt motivated when undertaking their jobs when a leader embraced the transformational leadership style. It helped them in discovering unique talents that they never knew they had, especially when positively challenged to deliver greater results. They noted that when this approach of governance is used, the subordinates are offered an opportunity to test their new skills and talent at their workplace without the fear of possible reprisals from the top leaders. The style also promotes the empowerment of the employees through regular training and gives them an opportunity to participate actively in the process of decision-making within their organization. The analysis shows that transformational leaders are critical when a firm is running under a strict budget and is under pressure to meet the set goals. Such a leader can break down the strategic goals of the organization into specific tasks to be undertaken by individuals or groups of people (Samad, 2012).

The results show that transactional leadership is common but not a very popular form of leadership in an organizational setting. It had a value of 0.02 as per the regression analysis conducted. The respondents stated that transactional leadership is a short-term based approach to leadership that should be used only on a given set of conditions. It may be necessary when undertaking a project within a firm that needs to be completed on specific terms and conditions. It can be used alongside other more popular forms of leadership such as the transformational approach to governance. Laissez-faire was found to be the least satisfying style of leadership that an organization can use. The regression analysis results show that it had a value of -0.6 based on the data collected from the respondents (Rothfelder et al., 2013). Instead of having a positive impact like the other two approaches of leadership, it has a negative effect on both the employees and the managers. To the employees, the lack of direction from the leaders that are always characterized by a laissez-faire approach to leadership makes it impossible to achieve success in an organizational setting. It is important to have a leader who can correct the subordinates when they make mistakes and encourage them when they are working as per the expectations of the stakeholders (Ghaleb & Orabi, 2016). To the leaders, this approach of governance takes away their oversight authority. They are reduced to minor players in the activities of their employees, with minimal authority to direct, correct, encourage, or even punish employees whenever it is necessary.

Limitations of the Study

The researchers identified a number of limitations in their study, which is worth noting when interpreting the findings. One of the main limitations was the use of 101 participants in this important project. The researchers felt that this was a small sample size given that it was to be used for generalization to the entire population. The researchers felt that the issue of diversity was not effectively covered enough to facilitate the generalization of the findings. The researchers also emphasized on the fact that data was collected in Germany. Popular culture and practices in Germany may not necessarily be the same as that of the United States, Japan, or Australia (Du, Swaen, Lindgreen, & Sen, 2013). The leadership that the Germans find to be appropriate may not be necessarily popular in the United States. Generalization of the findings beyond Germany may not be appropriate. The researchers pointed out these limitations in their study.

In this article, the researchers have presented their conclusion in a clear and concise manner. Their conclusion is supported by and strongly based on the data that they collected and analyzed from the respondents. Their conclusion is also based on the review of the literature that they conducted. It is important to note that the researchers have not over-generalized the findings. They have indicated the contexts under which their findings can be put to practice based on the setting of their research. In their conclusion, the researchers explain that leadership is very critical in an organizational setting. Leaders provide vision and guidance to their subordinates so that a given goal can be achieved within a given timeline. Their study also shows that no single style of governance can be appropriate for all the settings and circumstances that a firm may be in at a different time. Successful organizations have learned how to embrace various leadership styles based on the prevailing market forces. A leader must understand the forces, which it has to deal with to achieve the desired goal. It should then identify the most appropriate leadership style that it can use to achieve the set goals.

Application

It is important to understand how the information obtained from this article can be applied in a practical context within an organization. The conclusion made in the article can be applied in various practical contexts. In the modern business environment, companies find themselves in challenging situations where they have to work with a tight budget to achieve several goals within a short time. People management is one of the critical components of success in such challenging environments. When managing people, a leader must choose the most appropriate style based on the prevailing circumstances. The findings of this study can help a leader to know when a given style of leadership would be appropriate. Transformational leadership is one of the most popular styles of governance that can be used in various people-management contexts. Cross-cultural leadership style, on the other hand, can be used in managing people of diversified backgrounds. Democratic leadership should be used when managing highly skilled and experienced employees whose input is regularly needed when undertaking various activities. It allows them to participate in decision-making processes.

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BusinessEssay. (2022, November 28). Styles of Organizational Leadership. https://business-essay.com/styles-of-organizational-leadership/

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Organizational Culture and Leadership Presentation

Introduction: understanding leadership and culture, leaders and managers, relationship between leadership and organizational culture, initiator-leadership and follower-leadership, charisma as a culture-building instrument, conclusions.

• Leadership involves exercising influence over the followers;
• Culture and leadership are the two complementary concepts (Alvesson, 2013);
• Leader’s actions determine the company’s market course;
• Organizational culture is formed by leaders’ decisions;
• Different groups perceive and value leadership differently;
• There are communities that worship autocratic leaders (Narikae, Namada, & Katuse, 2017);
• Community-centered views are not enough for leaders.

Leadership is defined as exercising influence over the followers. As Alvesson (2013) admits, the terms leadership and culture are synonymous concepts that substitute one another. Leader’s decisions determine how a company will profile itself on the market and what organizational culture will be promoted. Yet, different groups value leadership differently: the 1930s showed that autocratic management is sometimes more preferred than liberalism (Narikae et al., 2017). This fact makes one conclude that community-centered views are not enough to be a successful leader.

• Leaders and managers have different business roles;
• Managers rely on their duties and professionalism;
• Leaders focus on visions and personal abilities (Alvesson, 2013);
• Successful leaders combine leadership with managerial tasks;
• Leaders change strategies according to company’s needs;
• Leadership decisions are interpreted in cultural context (Alvesson, 2013);
• Actions of leaders directly impact their subordinates.

Leaders and managers are the two concepts that are often distinguished by business analytics. Managers mostly rely on their position, engaging in all types of bureaucratic work (organizing, budgeting, planning, and more), while leaders focus more on their personal abilities, visions, and communicational skills (Alvesson, 2013). The latter, however, successfully combine leadership with the duties of a manager when adjusting market strategies to the occurring company needs. Alvesson (2013) stresses that leader’s actions are always interpreted in a cultural context since they impact all subordinates.

• Leadership is the activity that influences culture;
• Leadership can create and change organizational atmosphere;
• Culture’s importance compares to that of leadership;
• Organizational culture can influence the company’s performance (Warrick, 2017);
• Culture-driven ideas help leaders choose proper direction;
• Culture is heavily dependent on leaders’ decisions;
• Leadership impacts company’s values and workers’ orientations (Alvesson, 2013).

In business circles, leadership is viewed as a culture-influencing activity, which possesses the strength to create and change the atmosphere within an organization. Warrick (2017) emphasizes the relevance of an organizational culture claiming that it “can significantly influence the performance and effectiveness of a company” (p. 395). Although organization-specific cultural ideas help leaders to choose the right direction, culture is still heavily dependent on leadership: the latter has a far-reaching impact on orientations and values of the entire company’s staff (Alvesson, 2013).

• Initiator-leaders are the ones who launch projects;
• Initiators rely on their employees’ utmost support;
• Follower-leaders help the initiatives to gain development;
• CCC shows how initiator- and follower-leadership combine;
• Leaders play crucial part in motivating employees;
• CCC personnel willingly engaged in new projects (Alvesson, 2013);
• Sharing knowledge is essential for organization’s success (Kassim, Baharuddin, & Khalib, 2018).

Initiator-leaders or founders are always energetic to launch new projects; they tend to demonstrate a genuine interest in their employees’ support. Follower-leaders allow these initiatives to gain a foothold and help them achieve further development. The example of Computer Consultancy Company (CCC) shows how successful foundation and follower-leadership combine: guided by their leaders, personnel willingly engaged in all initiatives (Alvesson, 2013). The organization’s further success was attributed to the fact that the company’s leaders possessed the ability to share required knowledge (Kassim, et al., 2018).

• Charisma helps managers to win employees’ trust;
• Allows to promote changes without being criticized;
• Charismatic leaders create specific culture around themselves;
• Charisma expansion is positively associated with profit (Alvesson & Sveningsson, 2015);
• Poor performance affects the leader’s charismatic status (Alvesson, 2013);
• Charisma is only used as motivational tool;
• Strategies must never rely on character traits.

Charisma is the instrument helping managers to win employees’ trust and promote changes without being criticized. Charismatic leaders create a specific culture without excessive effort put. Leader’s charisma continues to increase for as long as the company’s operational reports ascertain profit (Alvesson & Sveningsson, 2015). However, as Alvesson (2013) indicates, “when results are no longer good, the perception of the leader as charismatic may vanish” (p.117). Therefore, this character trait should only be used as a motivational tool, not as a strategic element.

• Culture and leadership determine the company’s course;
• The two concepts stimulate faster knowledge transition;
• Analytics state that leadership differs from management;
• Managers rely on their position and duties;
• Leaders engage in creating specific organizational culture;
• Charisma helps leaders to establish employee-manager contact;
• It assists with promoting and implementing changes.

Leadership and culture are the two concepts that determine the company’s course on the market and stimulate the transition of knowledge. Business analytics tend to differentiate leaders and managers: the latter only rely on their position and focus on duties, while the former influence employees’ values and create a specific culture within an organization. Charisma often arrives as the tool to help leaders establish contact with subordinates and guide them during the launch of new projects. It also assists with promoting changes and altering the established cultural orientations.

Alvesson, M. (2013). Understanding organizational culture (2nd ed.). London, UK: Sage.

Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. London, UK: Routledge.

Kassim, N. A., Baharuddin, K., & Khalib, L. H. (2018). Organizational culture and leadership as factors of organizational learning capabilities. Development, 7(3), 268-277.

Narikae, P. O., Namada, J. M., & Katuse, P. (2017). The role organizational leadership plays in strategy implementation. American Journal of Leadership and Governance, 1(1), 96-111.

Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons, 60(3), 395-404.

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IvyPanda. (2022, June 6). Organizational Culture and Leadership. https://ivypanda.com/essays/organizational-culture-and-leadership/

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IvyPanda . "Organizational Culture and Leadership." June 6, 2022. https://ivypanda.com/essays/organizational-culture-and-leadership/.

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