The document discusses various perspectives on leadership. It provides definitions of leadership from management gurus like Peter Drucker, Warren Bennis, and Bill Gates. It notes that there is no single definition of leadership and definitions may vary between people. It explores the debate on whether leaders are born or made and provides arguments for both sides. The document then gives recommendations for behaviors of a good leader, including taking responsibility, effective communication, empowering others, and leading by example. It discusses the importance of hierarchy, accountability, and delegation in organizations.

1. Slides Master
Ms. Komal Kumari
Preliminary Session - Leadership Program

2. What does leadership mean to
you?

3. Definition of leadership by Management Gurus
Peter Drucker: “The only definition of a leader is someone who
has followers.”
Warren Bennis: “Leadership is the capacity to translate vision
into reality.”
Bill Gates: “As we look ahead into the next century, leaders
will be those who empower others.”
John Maxwell: “Leadership is influence – nothing more, nothing
less.”

4. Leadership doesn't have a one-size-fits-all
definition
We all have our own ideas about what it means to be a
good leader ,definitions may vary from person to person.

5. Are Leaders Born or Made?

6. Which came first the chicken or the egg? To be or not to
be? Nature versus Nurture?
Can we finally put this age old argument to rest and
come to a conclusion???????????

7. Leaders are Born not Made
People enter the world with equal abilities, with equal
talents
There are certain inborn characteristics that predispose
people to be and become leaders

8. Leaders are Made not Born
Behavioral Theories believe that people can become leaders
through the process of teaching, learning and observation
Leadership is a set of skills that can be learned by training,
perception, practice and experience over time.

9. Recipe of being Leader
 Take CONTROL of your life
 Assume RESPONSIBILITY for “Who you are”
 Convey a POSITIVE and DYNAMIC attitude in
everything you do
 Accept blame: LEARN from your own mistakes
as well as those of others. Take BLAME for
everything that happens in your unit
 Give CREDIT wherever it is due
 Be COMPASSIONATE when you review your
team members' progress or lack thereof
Continue…

10.  LISTEN effectively
 ENCOURAGE teamwork and participation
 EMPOWER team members
 COMMUNICATE effectively
 Make sound and timely DECISIONS
 TREAT each person as an individual
 KNOW yourself and your team
 PROTECT your team
 Have VISION, COURAGE and COMMITMENT
Recipe of being Leader Continued…

11. The Leadership Challenge
• Focus on the individual members and the team
• Provide employees and stakeholders the opportunity to
develop and utilize their talents and strengths
• Listen to employee’s concerns
• Allocate the right resources for the right project, at the
right time
• Specify standards and expectations
• Delegate responsibility through empowerment
• Let employees and stakeholders identify their own interests
and abilities
• Lead by example: set the standard for excellence

12. Hierarchy of Authority - Important in an Organization
The hierarchy of authority in an organization is designed to benefit
the company and the employees
The hierarchy of authority in an organization is important to the
sustained success of the company

13. Accountability
Managerial accountability in the hierarchy of authority
should not be used to point fingers and accuse staff
members of being incompetent. A clearly defined hierarchy
creates a path of accountability for every project and
activity within the company

14. How to avoid conflict at work
place
 Encourage a culture of
mutual trust and respect
 Encourage diversity within
the system
 Best cure is communication
 Be encouraging
 Find ways to reduce stress

15. Delegation
Delegation is used to describe a variety of
different forms of and degrees of power sharing
with individual subordinates.

16. Advantages of Delegation
• Improvement in decision quality
• Greater subordinate commitment
• Making subordinates’ jobs more
interesting, challenging, and meaningful
• Improved time management
• Important form of management
development

17. Reasons for Lack of Delegation
 Aspects of the leader’s personality
 Fear of subordinate making a mistake
 High need for personal achievement
 Characteristics of the subordinate
 Nature of the work

18. Empower Your Team
Never tell people how to do things.
Tell them what to do and they will
surprise you with their ingenuity.
DON’T PUSH PEOPLE, LEAD THEM.