Managers can become effective leaders by utilizing five sources of power: expert power through domain knowledge, positional power from their legitimate authority, reward power by giving incentives, coercive power through threats, and personal power via charisma. Additionally, great leaders communicate clearly, are transparent, demonstrate maturity, remain flexible to others' needs, hold others accountable, get hands-on, and develop their talents to empower their people to innovate. An effective leader cares about both the present and future of their group and individuals.

1. GANCERO, PAULA ANDREA J.
The Sources of Power that Enables a Manager to become an Effective Leader
Accordingto Gary Dessler(2000; Management:Leading Peopleand Organizationsin the21st Century-
2nd Edition)leadershipisgenerallydefinedas influencingotherstoworkwillingly towardachieving
objectivesand accordingtoDwightD. Eisenhower (1962) it isthe art of gettingsomeone else todo
somethingyou wanttobe done because he wantstodo it.Basically, leadershipisthe willingnesstodo
such tasks.A leadermaynothave anyone above thembuttheycouldcreate more of themby
permissionandnot command.
Accordingto OxfordDictionaries(©2017OxfordUniversity Press),poweristhe capacityor abilityto
director influence the behaviorof othersorthe course of events.Inmanaging,aleaderwithoutapower
isreallynota leaderatall,since he haszero chance of influencinganyonetodoanything.ForSimon
Stapleton (2007) a BusinessChange consultancybasedinthe UK,managershave five sourcesof power
whichenable themtobecome effective;the Expert,Positional,Reward,Coercive andPersonalPower.
To have an Expert Power,Stapleton statesthatwhena leaderhassignificantdomainknowledge or
skills.Forexample,I,myself isbetterthananyone indoingscrapbookdesigning,inthiscase,if we have
had groupactivityindoingsuch,I am such inan authoritythat theywill follow whatwillIaskbecause of
theirrespectformy expertise. Expertpowercouldonlybe usedwhenaleaderhasitsgenuine expertise
ina subjectorif he has the accessto resourceswithinhiscontrol.The unsure competence inasubject
shouldnothave ExpertPowerunderit.
SecondisPositional Powerwhena leaderhasa legitimatelyheldpositionof authority.Thisisacommon
powerthat anyleadercouldhave.Forexample,I have once heldagroup class; the role of havingthe
position ismypower. Butthingsshouldbe clearinusing one'spower,Positional Powershouldonlybe
usedforthingsneededinhaste and when youcouldnotexplain.
Thirdis the Reward Power, it is evidentwhenaleadercangive a reward.For example,amtomy
brother.I couldgive my brothera treat if he will participate orgethighgradesinhisclass howeverI
couldalsomake prohibitionsif he becomes careless.
The Coercive Power isfeltwhenaleadercreatesthe perceptionof athreatwhichisthe opposite of the
RewardPower. Forexample myparentstome,where theycoulddeductmyallowance if Iamnot
workingbetterinschool. Thiscanonlybe usedwhenyou needtoadhered standardsandpoliciesgiven.
It should notbe usedwhenyouare inan unstable positionbecause youmightregretwhatyouhave
beencommandedordeclared.

2. Finally, Personal Power,inDessler’sbook (2000; Management:Leading Peopleand Organizationsin the
21st Century- 2nd Edition) he identifieditasReferentPowerwhichisbasedonapersonal magnetismor
a human’scharisma.In Stapleton’s definition, itisaninfluence gainedbypersuasionespecially whena
managermay have to relyonnothingmore than a friendlyplease andthank youforan employeeto
performa task.This iswell be illustratedbymylittle sistertome where she usesher adorabilityforme
to fulfillwhatshe asked.Thispowerneedsa strongrelationshipbetweenyouandyourfollowers to
achieved one'stasks.
However, accordingtoCraig Cincotta(2015; SeniorDirectorof MarketingCommunicationsforthe
BusinessNetwork andApplicationsGroupatSAP) inorderto enable the managertobecome an
effectiveleaderone shouldhave aGreatAttitude,obviously. Goodmanagersstroll upthe stairs,great
managersrun upthe stairs.
First,leadersshould knowhowto Communicate.Thisisthe basicpiece tohave an elite.Leader’s
communicationis nothardto read or understand.Example,Iama seniorof a Rescue Teamorganization
wayback in myhighschool.I askedone of our matesto tell themthat everyentrantshould notto be
afraidto approach to usor me. Aswhat hadhappenedtothem, now,we couldstill countonthemso
theyare.
Second, leadersshouldbe Transparent.Thisexplainsthatnoleaderisanintrovert.That’swhypeople
whoknowme well willneverputme inpositionunlesstheyare tochallenge me.
Third,a leadershould demonstrateMaturity.Greatleaders are able to regulate theiremotions --
especiallyasitrelatestorepresentingandservingasan example of the company’svalues. AswhatI
have seen fromone of our elderhe became anepitome tohischildrenand theydidfollow sothey
become toothers.
Fourth,a leadershouldremain Flexible.Greatmanagersknow thatitis not all aboutthem;it isall about
the people. Thisremindsme of ourstudent teacherinEng2 where she always inquiresourcondition
especiallywhenwe have beendoingourthesis.She alwaystell usthatif we have failedthenshe also
have failedtoinformus.That iswhyeverynow andthenshe asks for questions.
Fifthisthe reinforcementof Accountabilities.The role of ourEng2 studentteacherwaslike this.She
givesanaccount to our successwhenourprofessorcommendsherof ourwork or participationandso
doesinfailures.
Sixthisgettinga goodleaderhishands on dirt. Thisremindsme of our youthleader.Whenever we have
a task to do she neveractsas a leaderbuta memberwhowill keeponaskingforsuggestions anddeal
thingstogether.
Lastly,a leadershouldhave developedhis GreatTalent.The advantage fora leadertohave this is they
will be able togetthe rightpeople inthe rightrolesatthe right time. Thatis whyseminarswere made
and itremindsme of attendingtoit andhas noticedthatI have sentto attendwithour leaderandsome

3. of the co-members.Cincotta(2015) saidan effectiveleadercaresaboutthe future asmuch as theycare
aboutthe presentforboththe group andthe individual.
Therefore,inorderthatthe managerswill become effectiveleaders, theyshouldfitly use the powers
and shouldbecome anepitome tohissubordinates.Forbes (©2014) saysthat “Your people are your
greatestresource;listentotheirfeedbackandencourage theirdreams.Youneverknow where your
nextgreatideawill come from,soempowereveryone upanddownthe corporate laddertocontribute
and innovate.”