Leadership is the course of social influence where one person enlists the support and aid of others in the achievement of a common undertaking. Choosing the right leadership approach to effectively influence change is imperative if large managerial change is to be successful. It is of utmost importance that leaders need to inculcate good leadership traits in their term of leadership. Good qualities are one key factor that differentiates the different leadership styles we have in our societies.
Former president of the United States, George Bush and current president Obama are two key leaders whose leadership traits differ largely; there are certain traits that differentiate the two leaders in their terms of leadership;
Obama has demonstrated exemplary leadership traits which has made him be trusted and known with honesty and integrity. He ‘walks the talk’ and earns the responsibility right for others. He understands that true authority is born from respect for the trustworthiness and good character he portrays; this is contrary to Bush’s administration that is viewed as a leader who was never committed to the values of his country people. He advanced policies which were contradictory to his professed values.
A leader should be a source of motivation and inspiration. They should be enthusiastic about their position in the leadership ladder. People often respond openly with dedication and passion to such leaders. Obama is no exception to this as he has demonstrated his oratory character and the motivation he inculcates in the lives of the people. He is seen as part of a team that works towards making America a place to be.
Effective leadership in the management process of change is predominantly imperative because of all the involved factors in organizational change. Considering the factors differentiating effective organizational leadership; integrity, self confidence, intelligence, leadership motivation, drive, emotional intelligence and knowledge of the business. The above traits corresponds with the factors required for effective organizational management and, therefore, leaders bearing these set of skills and competencies should be effectual in their ability to lead regardless of the style of leadership that they support.
Judging from the numerous positive things Allan Mulally has fundamentally changed Ford’s culture since arriving at Ford. He’s cultivated cooperation among regions and divisions that used to contend viciously with each other for internal supremacy and resources. He has instituted a dashboard system, modeled transparency, meeting regularly with employees for Q&A sessions making key metrics regarding market share, sales, and other important styles more perceptible to the organization. He has portrayed outstanding judgment by ignoring inside complaints and selling Land Rover and Jaguar – luxury products that were tapping attention away from the Ford.
He is pushing for uniformity of purpose, collaboration in the management culture at Ford and transparency. Mulally has set up comprehensible systems that keep his team and himself answerable to their plans.
In conclusion, Allan Mulally being a team player probably acknowledges his colleagues for the remarkable Ford’s progress – and it’s factual that leaders cannot individually effectively run global companies by themselves. Occasionally a single leader’s persistence and vision can turnaround – and Mulally merits substantial credit for that and this will make him succeed.