Managers can be developed but leaders

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Managers can be developed but leaders

When one looks at the related literature it is clear that there is general agreement that leadership is something that can indeed be developed. It is, however, not a case of taking just any person and developing him or her into a leader, as personal qualities and characteristics are important; as well as the presence of a pro-leadership development culture in the workplace.

She goes on to say that many workplaces reinforce this misconception by believing that people with the leadership potential will emerge through a process of natural selection — the cream will rise to the top.

The result is that many companies see formal training as only being part of management development and neglect leadership development in the process.

Today there is no more doubt that management and leadership are two separate concepts. It is, however, true that a manager may possess leadership qualities and that a leader in a company may also play a managerial role Ruvolo, et al.

The difference is that management focus is on the transactional and that of leadership on the transformational. The main purpose of managers is to maximise the output of the company or organisation they work for by Managers can be developed but leaders that administrative processes are implemented rigorously.

To achieve this, they undertake the following functions: Leaders, on the other hand, influence others to accomplish an objective and direct activities in the company or organization they work for in a way that makes it a more unified and reasonable entity. Many factors shape an individual into becoming a leader including genetic predisposition, family environment, school experiences, hardships and training Conger, Therefore, in order to develop leaders in the work environment, it would be important to identify the individuals who have these predispositions; individuals with confidence, determination, drive and empathy.

It is, therefore, not entirely untrue that leaders will rise to the top no matter what, but the company climate must also be conducive to leadership development. Conditions and processes in the work environment must allow individuals to develop their capabilities as leaders.

Mentoring is thus an important component of leadership development. Secondly, a person must be willing to constantly reflect on their style of leading.

To optimise personal reflection, a leader must not be afraid to ask for feedback. All people have blind spots or a shadow side and therefore need feedback from other people who they work with to shed light on this side of their personality.

These sources of feedback could be peers and subordinates as well as superiors. The work environment should be conducive for the person to ask for this feedback such that there is no fear of negative consequences.

Thirdly, individuals must be willing to — and be allowed to — take the opportunity to lead in different contexts. In other words, they must not be afraid to move outside their comfort zone. Fourthly, it is not always good for someone to assume a leadership position when it is not appropriate. This may do the person and potentially the company more harm than good.

It is therefore important for an individual to get the opportunity from an early age to be in a leadership position, with varying levels of responsibility. This will allow someone to develop her or his leadership skills.

The last criterion for leadership development in the workplace is that superiors shoul allow someone to make mistakes during their leadership development process. This will however not be without responsibility. The person must be able to identify exactly what it was they did wrong, learn from it, and become a better leader through the process Conger, ; Financial Management, ; Ruvolo, et al.

Leadership development is essential for companies to survive the modern day economic climate where constant change is the order of the day. The strength of the following commanded by a leader is also essential as people have to trust the vision of the leader and work as a cohesive unit to bring around the change needed.

Recognize when the fixed mindset is trying to take over your brain.

A conservative managerial approach will not be enough to guide an organization through such changing and challenging times Tichy and Ulrich, Leaders in the workplace are developed through mentoring, self reflection and job related experience.

Companies therefore have to get rid of the misconception that leaders will emerge no matter what and see to it that the environment is conducive to the development and training of leaders and not only managers.

Companies need leaders to survive the ever changing economic landscape. They need forethought, analytical capabilities, a loyal following and the ability to bring about change which only leaders can provide.

Academy of Management Executive, 18 3 Good leaders are made, not born.

Managers can be developed but leaders

Leadership theory and practice. New Delhe, Sage Publications, Inc. Leaders are made, not born: The critical role of a development framework to facilitate an organizational culture of development. Practice and Research, 56 1Shared leadership is a leadership style that broadly distributes leadership responsibility, such that people within a team and organization lead each other.

It has frequently been compared to horizontal leadership, distributed leadership, and collective leadership and is most contrasted with more traditional "vertical" or "hierarchical" leadership that resides predominantly with an individual.

Document Fills a Void of Practical Business Ethics Information for Leaders and Managers. Current Literature is Focused on Needs of Philosophers, Academics and Social Critics Operational Networking. All managers need to build good working relationships with the people who can help them do their jobs.

The number and breadth of people involved can be impressive—such. Succession planning is the process whereby an organization ensures that employees are recruited and developed to fill each key role within the company.

Managers can be developed but leaders

Mona Berberich is a Digital Marketing Manager at Better Weekdays, a Chicago-based company that has developed a platform to help HR leaders source, screen and develop talent based on job is a researcher and writer covering HR, career growth, talent management and leadership development.

The median annual wage for training and development managers was $, in May The median wage is the wage at which half the workers in an .

Shared leadership - Wikipedia