To become a leader among the top

The theory of the "great man"

Theories of leadership, of which a great many have been created over the past twenty years, all considered impossible. Strictly speaking, we do not set ourselves such targets. The main thing for us to understand - what traits should have a real leader, and to compare this "desirable set of" those characteristics that are considered mandatory for a successful manager.

One of the most common theories about the origin of leadership is the theory of the great man. According to this idea, the leader - a man born with the characteristics of the hero, which allow it to have power and influence people. Typical examples of the reliability of this concept are the heads of major corporations, politicians, successful managers and generators of the boldest ideas, only one "but" - these people did not have to be a leader by nature.

Not at all, they are already enough that they are able to unite people who are ready to submit to their authority. What motives are driven by these people - a special question, but only modern leaders of enterprises and organizations with irony belong to this theory, considering it rather "a relic of ancient times" than the concept credible.

When looking for the traits of a leader and, by all means, I try to find all the same, good to apply the theory of personality traits. Most interesting is that at all times people have tried to get to the bottom of the process in which one subject to another unconditionally, and to find the reasons for this interaction. In the last century, it was decided not to equate all men, and a few to elevate the "elite" over the other, highlighting their special qualities of a leader.

Unfortunately, these attempts, if not successful, and now suffered the same fate. And, despite the fact that the presence of certain traits of leaders and managers of different levels certainly can clearly be seen, to talk about some regularities in earnest only a few dare. Interest in the study of personal qualities remained to this day. According to theories of personality have successfully written and defended the thesis, only to create the layout of the "ideal leader" - a thankless task.

The special interest of scientists in the fifties of the last century have caused behavioral differences between effective and ineffective leaders. Behavioral theory done when a lot of noise, even tried to develop as a separate area in psychology. Discussions about what leadership style to choose - autocratic or democratic, are maintained to this day. Many of today's leaders emphasize effective communication aspect of it in relations with subordinates, saying that freedom in decision-making in the management of the enterprise, department, separate project always encourages employees, encouraging them to act independently on the way to the success of the organization. However, later on this approach we have decided to refuse, arguing that the theory is good, if used situationally.

Many psychologists believe that leaders can adequately assess the situation and to adapt their behavior, so there is absolutely no need to adapt their behavior to a certain pattern. The study of the influence of the theory of the heart - a charismatic leader whose power is based not on positions, but on the personal qualities. This concept - another attempt to identify the behaviors that distinguish the leader from the other, and to identify conditions conducive to the emergence of a charismatic leader. It is believed that leaders initiate change, inspiring followers way of the future. This theory came to mind modern managers. Mass media widely spread myth is that leaders are made, not born, and many rushed into this race. In the pursuit of success and recognition, not every man was close to victory,

Since the late 70 - ies of leadership ideas became associated with the relationship leader and his group, their influence on each other. Consider not only the leader of the activity, as the process of establishing relations. The main factor in the effectiveness of the leader become interpersonal interaction.

For example, in the theory of transformational leadership it has an important place the desire of a leader in the implementation of major changes. This leader brings a change in the concept of the future development of the organization, in its strategy, culture, production and applied technology. In contrast, the transactional leader focuses on the current activities, the traditional functions of leader. This leader is inclined to follow the generally accepted rules and tends to stability more than change. theory of leadership as a service based on the fact that the leader not only directs and controls as serving others, he puts the interests of others above their own. Personal qualities required to establish a constructive relationship: emotional intelligence, mind, honor, morality, courage, excellent communication skills. Leaders build relationships,

Modern theories of leadership

Leaders continue to create learning organization, corporate culture and form are a communications center for the implementation of promising concepts. The traditional view of leadership - these are special people who can make key decisions and inspire subordinates. Most often, our brain draws us to the real heroes, come to the fore in the days of trial and crisis, sooner or later in any, even the most successful enterprise. It is this notion of the "heroes of our time", where in the middle of a charismatic leader, contrary to the notion of equality.

Psychologists hold the view that one should distinguish between the concept of "leader as a manager" and "leader as a manager." If we are talking about leadership, it is not necessarily a leader must be a leader. A person can be the makings of a leader, but the leader he can not be. Similarly, a person can be a talented leader - to know and understand the structure of the organization, the processes that occur in it, to be able to establish these processes and organize the work so that it was effective. A leadership suggests that a person is an authority for other people, it is an example for them. Listened to him, it could not help paying attention to him going, consulted with him. The head of the team can arrange and build a job effectively, but not a leader in its essence.

The allegation that between the leader and successful manager there is no fundamental difference, on the contrary, greatly simplifies the understanding of the true objectives and tasks of the effective manager. How true understanding of what leaders are able to form other leaders still unknown, but many training programs, successfully used in work with the personnel, argue that because of the close interaction between the leader and the subordinate-supervisor realized many projects. It is this communication is the most effective, because leaders are required to have the desire to infect success and development.

The process of formation of leaders begins with leaders. At that moment, when all is at stake, and it is necessary to solve a particular problem, the person begins to act. Success - a matter of practice and analysis, so achieving good results is largely dependent on managers who can pass on to their subordinates are not only part of the job, but also the authority to make decisions.

A widespread belief that a person is required to develop leadership makings wrong. They can not all be leaders. You can develop a person's personality, but such personal traits as dominance over others, need not all. There are people who realize themselves that they are manifested in the creative work. In his field growing professionally, and it is enough. A person can be an individual, it can be bright, visible figure and a leader is not to be. Ukrainian business coaches admit that very often there are people who consider themselves leaders, organize a team "authoritarian" regime, but are not leaders.

Repeatedly, HR professionals face in team training so that in fact the leader is not a leader. Hidden leader or "gray cardinal" in our times is not uncommon. Such a leader is undoubtedly an experienced communicator, but not necessarily a talented manager, begins to create a circle of the "slave", a company within the company, which is subject to him more than the leader. It is not necessary that this happens in all companies where there is a hidden leaders. Talented leader who knows how to organize his subordinates able to extend its influence on the domestic leader. If the will is unanimous with the head, with the director, with the founder, with the manager, then this motion vector only benefit the company.

According to Ukrainian experts, who have experience of training work, by definition, group leaders, mainly in client companies formed a request for training leaders of ambitious managers. Unfortunately, many of these managers are completely unfamiliar with the peculiarities of communication within the company, does not possess the necessary skills of personnel management. Another factor - the crisis situation in which a matter of urgency to start searching for leaders who can rally the team. It may be that your team is not a leader, but as far as the team is effective, as is able to grow and move forward, depends on whether there are there born leaders.

What does it mean to be a born leader?

A born leader - a person with charisma. Most often, it guided people, they realize that he - the leader. Such leaders are not making efforts to develop the leadership qualities, rather, they are entitled to them from birth. One can not disagree with the fact that there are people that only age and experience reveal their managerial talent, so add up the circumstances, that these qualities manifest themselves in a particular situation, such as when it is necessary to lead the team. Crisis, stress and simple situations become for many managers of the reference point from which to start their path and development as a truly successful and effective leaders.