Leadership qualities Desirable in Implementing Change Strategies in organizations Today

Leadership is the duty of building ideas and human resources. It is an activity of inspiring others and making them believe that they can bring transformation for the better. It involves organizing the talents of every person to get out their best. It is the capability to put efforts to get factual outcome, setting objectives harmoniously in order to accomplish a mission and setting priorities right as well as maintaining principles which can not be compromised in the endeavors to achieve a certain goal. Leadership involves motivating others to execute some duties and change their belief in certain issues as well as their way of acting. Leadership styles are the behavior models that a leader uses in order to influence the decision of others. Prudent leaders view their position as a responsibility to achieve the desired goal. In leading others, the responsibility of all that transpire should be accepted without shifting blame, even if the outcome is negative.

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There are several factors that a leader should put in to practice in order to improve on his strength. The ability to balance various interests, adaptability and the ability to innovate are particular strengths that have yielded prudence in my leadership style. Being trustworthy is a very important attribute in leadership. This is because others depend on the leader in order to be triumphant in their endeavors. Without trust, people can not believe in leadership and therefore do not follow the wishes of their leader. Leadership without a following can not achieve the desired objectives Nevertheless, in the course of leadership; trust worth does not guarantee popularity. Not every one agrees with the views of the leader. This is an issue that should be clear in order for harmony to prevail. Trust worth is a sign of integrity which many followers adore. It makes them believe that their leader will always execute his plans and fulfill his promises. Consistency in the activities as planned is of utmost significance. Trust is a combination of attributes and capability which are the fundamentals of developing leadership. This means that leadership can be developed and therefore one does not have to be born a leader in order to achieve the desired goals (Jeff Hill 2008).

The ability to visualize the future is a significant feature that gives a leader the correct reasoning about the incentives that can be used to motivate the people in order to work towards achievement of the goal. The leader should share his vision with others in order to build on their expectations. Workers striving to achieve a common objective with a predictable usefulness in future are motivated and work hard believing that they are working for their future. Working without a vision can demoralize them, lowering the output. The workers should be appreciated for their good work. The leader should polite and simple terms to appreciate the efforts of his juniors. This feedback is important in raising the spirit and morale of workers. Motivation on the other hand can be presented in form of word of caution about the outcome of irresponsibility in the working environment. The leader should be able to deliver his message in an intellectual manner so that it serves to caution rather than disappoint the people.

Having been bestowed the responsibility because of knowledge and skills, it is important that the leader uses his capability to empower the rest of the workforce. Passing the skills and know-how to the juniors not only improves on performance but also reduces the burden of full time supervision by the leader. This is because when people are taught how to perform certain tasks, they try to perfect it and eventually become independent in their performance. Once they are aware of what they are expected to produce, they should be provided with the necessary implements and allowed to undertake the tasks on their own. However, regular checks are important in order for the leader to offer guidance on the areas where the process might be going out of the way (John Bruce. 2001 pp. 28-32).

In order to achieve certain goals, the activities and ventures may involve taking risks. Risk taking in leadership signifies strength. This is because the greater the risk taken, the better the outcome. On the other hand, there are others who might take risks for the success of the organization. It is therefore necessary for the leader to appreciate and reward them so as to encourage and motivate even the others to actively strive to achieve the organization’s objectives. These rewards can be in form of tokens as well as promotions.

Good character is important in building excellence. In order for an organization to achieve excellence, leaders in the process should exhibit maximum discipline rather than act recklessly with the sole purpose of achieving the objectives with total disregard of good character. Objectives achieved in a dubious manner can not be celebrated the same way as achievements through a careful and prudent process. This is because the questionable activities may leave permanent marks that may be problematic in the future of the organization and may culminate in other players loosing confidence in it. Personality develops over a considerable period of time. A leader with strong personality shows willpower, strength of mind, resolution, and courage. He goes for what he feels is necessary and in the process manages to attract following. The actions of a leader are significant in setting the rate of development in an organization. Morally upright actions win confidence, allegiance, and make certain the organization’s sustained vivacity (Howard Paul. 1999 pp. 26-29).

Enthusiasm about work is significant for leader, as well as interest in the leadership role.   The response of the people will most likely be positive towards a leader who possesses personality and enthusiasm. He should be a team player and a source of inspiration and motivation for the people. He should actively participate in the process rather than play a supervisory role. Confidence eliminates doubts in the people. It instills confidence in others so that they provide the best performance for a successful end. The team tends to work confidently towards the proposed objectives. Orderliness and focus in the daily activities helps in detecting the contentious issues long before they disrupt the process. During the periods of uncertainty and lack of expertise, people normally rely on the leader to offer guidance and restore their confidence. Their encouragement and safety is reassured when the leader demonstrates tact and confidence in approaching the confronting issues. Tolerance is an important tool in building harmony within an organization. In times of crises, calmness, composure and commitment keep the leader focused and encourage positive thinking.

The leader should be analytical while focusing on the main goal. His vision should focus on the situation as a whole as well as the simple segments that form the system. Visualizing the small components enables him to develop convenient procedures to make progress in the achievement of the objectives. Commitment to excellence ensures that a leader maintains the highest standards as well as prosperity in all areas. The leader becomes a standard bearer. He sets up a decent structure to work in within the organization. He remains committed to continue preserving the working environment and the culture that he intends to infuse the organization. What the leader portrays as an example eventually turns out to be the regulations of the organization. This is because the examples set through actions are more understandable than mere listening. Also when the leader wants the people to learn quickly and adapt to certain situations, examples serve better as teaching tools than the long process of taking people back to class to learn (Geoffrey Anderson. 2004 pp. 78-81).

Assisting others to develop in learning and teaching skills is important for a leader. This brings enthusiasm and excitement in the organization. While teaching others, the leader gets an opportunity to learn new things from them. The workers should be encouraged to be innovators. They should also be encouraged to learn from each others experiences. The strengths and weaknesses of each of them are a good avenue for analysis. The leader should assist others to identify and analyze their strengths and weaknesses and help one another to capitalize on the strengths and find a solution to the weaknesses. Shared personal experiences and mistakes made in the past ensure that they do not recur in future. Integrating the major activities that are conducted within the organization and visualizing the future with the tact to achieve the goals brings unity in the organization that culminates in success. It is important to foresee the possibility of the emergence of problems while the workers are on their own and to know when to intervene. Developing a framework for workers to work with facilitates their performance when they are left alone.

Self sacrifice and determination to achieve the desired results is very important in a leader. He should respect his junior staff and endeavor to get the best from them. Being humble is necessary but he should be strong in his way of command. Such leaders do not allow their personal opinion to hamper progress of the organization. Prudent leaders set out proper strategy, but they begin with selection of the best people. They put the right people in the right place move the wrong people and then begin implementing the strategy. They understand what the strengths of the organization are, how its financial plan can perform best and what motivates the people to get the best results. The leaders make a break through when they follow these steps while doing away with what fails to bring progress to the system. Innovativeness is an important tool for success. Wise leaders become pioneers in the most appropriate innovations which are carefully chosen while focusing on the future of the organization (Jim Collins 2001). Strong leaders always attribute their excellent performance to their subordinate, chances and conditions of the business environment. They seek the guidance of regimented personalities.

It is necessary for a leader to identify and make proper assessment before making decisions that affect the whole organization. Thoughtful leaders succeed due to their keenness in decision making. They make profound assessment on the factors that affect the functioning of the organization before settling on a decision. They are usually aware of the changes in the working environment as well as changes in the external factors that affect the organization. They normally seek to get answers to issues in the working environment. Consultation and constructive debates are tools that define good leadership. Consultation within the organization helps leaders to appreciate the problems that the organization may be facing and therefore plan on how to tackle them. On the other hand, constructive discussion with subordinates and stake-holders is significant in the efforts towards improvement of output as well as assisting in the identification of possible threats to the organization. For a leader to be successful in decision making he needs to be sure of what suits him best and what does not suit him. It is important to know the factors that motivate his economic propulsion. These factors are significant in the long run since he will base his decision making on them. It is also necessary that the leader understands where his passion lies within the activities of the organization. The more the leader is attached to the activities of the organization that he leads the higher the chances of success (Feldman Alan 2008 pp. 33-36)

Leaders should be able to network and organize others to work as a team for the best performance. They should be able to aggressively search, make out and build useful acquaintances for the organization. These associates should be maintained for reciprocated assistance. Communication and interpersonal skills are necessary in order for the leader to relate well with the contacts he wishes to establish a mutual relationship. They should acquire and preserve information about the possible contacts with people who may be helpful in achieving the objectives of the organization. These contacts should be utilized in decent approach in order to get the best from them. It may be done through engaging in joint projects in which the organization and the contacts might have a common goal. Together with networking, the leader should invest in team building. He should encourage others to work in groups in order to achieve a common objective. He should give confidence to the people in order for them to cooperate and accept the opinion and ideas of each other as well as collaborate in learning skills. A leader should have the capability to generate interest and liveliness by being optimistic, determined on discovering the way out and upholding optimism at all times in even when the organization is faced with hard times. It is important to encourage others to raise solutions. He should pay attention to their thoughts and present a positive response. This can be done through constructive debates on each of the ideas presented by the people. He should be ready to work alongside others in implementing the agreed activities even if they are risky, and accept the outcome whether positive or negative without blaming anyone over the results of the venture.

Effectiveness in leadership is an asset for an organization. The leader pursues his dreams aggressively and with dedication thereby inspiring everyone to perform in the best standards. He is competent in his management style, organizing workers in the most appropriate manner to achieve the desired goals. He contributes to the efforts of others thereby strengthening team work which upgrades the performance of the organization. His ability is indubitable while his familiarity and experience make him the best leader (Jim Collins 2001). The leader appreciates the way others are and respects their being so. He assists them to improve on their capabilities in order for them to help him to make positive changes in the organization which improves its competitive advantage. Enthusiasm, fervency, farsightedness and acting boldly are fundamental for innovativeness.

Innovative leaders support and capitalize on the creativity of subordinate workers in order to make advancement in the organization. They facilitate the achievement of the dreams of others. They are always alert and respond swiftly to upcoming methods of production while carefully analyzing the possible impact of incorporating new inventions in to the system. They do not lose opportunities that present themselves in the business environment. For them, making the wrong decision would be better than letting a prospective opportunity to pass. They work towards reducing bureaucracy in their organization. The change that they bring in the organization is adapted and incorporated in the system to be regarded on equal terms with the traditional principles. They foster a practice of continuous learning, adaptability, evolution and incessant improvement in the organization. Changes occurring in the business environment are their first priority and they struggle to succeed in managing these changes to improve their performance.

The excitement in the possibility of success in future is a major feature for innovative leadership. Such leaders have a tendency envisage the future of the organization and define a route through which to implement strategies for achievement of the set goals. They bring excitement to others first, then instill a sense of commitment in them and eventually get them moving fast towards accomplishment of the objectives. They influence the minds of the people to change their thoughts and view the future in a different perspective. The recognition that they give their followers is significant in building their morale and enthusiasm. It makes them appreciate belonging to the organization thereby enhancing their creativity and positive attitude towards work. They instill hope in others as well as optimism for realization of their desires. Employees become grateful for the fulfillment of their wishes to become resourceful and inventive. They turn out to be in charge of their innovations (Edwards James 2006 pp. 72-74).

Visionary leaders use the top-down approach. This facilitates the attainment of credibility from the followers. The leaders become part of the group instead of playing an administrative role. Expression of authority in leaders is not strength. It rather creates tension amongst the workers who become uncertain of the desires of their leader. Leaders should seek effectiveness through securing influence and allegiance amongst the followers. Innovative leaders convincingly demonstrate a sanguine, brilliant and appealing representation of prospects for their subordinate staff. They bring forth support through out their course. They preserve their vision by referring to the aim at each chance. They encourage people to become part of the system and remain in it. Prudent leaders set challenging goals one after the other in order to accomplish their desired goals. They take advantage of the slightest opportunity before anyone else. They keep an eye on any new developments in the business environment, while visualizing the impact that such developments could have on their organization.

All these leadership traits create strength in a leader. He becomes adaptable to changes in the working environment and improves the performance of his organization through innovativeness. This assists him to balance various interests in the course of strategy implementation. However, weaknesses in leadership always present themselves in one way or another. This is because faultlessness in every aspect of leadership is hard to achieve for a human being. The most important thing that can defend an organization from failures attributed to the weaknesses of its leadership is the realization of weaknesses by the leader and seeking solutions to reduce their impact of the weaknesses on the outcome. If a leader is able to identify and analyze his weakness, it becomes easy for him to evade situations that may expose the system to his weakness (Charlie Chapman 2007 pp. 21-24).


Impatience is one weakness that is exhibited by many leaders. The desire to see things working in a fast pace may result in impatience especially when there happens to be impediments in the course of strategy implementation. Many times the leaders forget to take time and pay attention to the source of the hindrances, and establish possible solutions. A superfluity of impatience in leadership can lead to unwarranted tension on the working team. The leader may cause nervousness in others. Impatience leads to making hasty decisions and rushing which may result in mistakes and undue expenses. It may result in a leader jump to conclusions when faced with data without full analysis. Lack of patience in a leader may generate frenzied and incomplete results as well as wastage of funds. To overcome impatience, leaders need to ensure that it is not used as a solution to matters of urgency. Instead they should prioritize on the essential activities of the organization and only respond to urgent tasks when it becomes very necessary to do so. It is also important to pay attention to detail in order to avoid late rushes in order to rectify a situation that could have been avoided. On the other hand, it is important to make clear the expectations while giving instructions. This will also help in avoiding impatience that may be brought about by incomplete work due to uncertain directions.


It is important for a leader to understand his strengths and weaknesses in the working environment. This assists him to capitalize on his strengths and find ways to suppress the impact of his weaknesses on the final outcome. Understanding and analyzing my strengths and weaknesses helps me to perfect my leadership style which tends towards attaining level five of Jim Collin’s leadership hierarchy. My strengths are more than the weaknesses and with the clear understanding of how to overcome the weaknesses; it is possible to make a break through in leadership.


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  2. Collins, J. 2008, Level 5 Leadership: the Triumph of Humility and Fierce Resolve, Havard Business Review, viewed on 21 Dec. 2008 <http://www.psychology.org.nz/industrial/level_5%20leadership.pdf>
  3. Edwards J. 2006, “Leadership in the Labor Market” Journal of Leadership Behavior & Research.11 No. 1, July.
  4. Feldman A. 2008, International Integration: Impact of Bad Leadership in Less Developed Economies, California University Press.
  5. Geoffrey A. 2004, “Modern Economies: Difficulties Encountered in Leadership,” International Development Journal, 3, no. 2, August.
  6. Hill, J. 2008, Characteristics of a Leader, Melaleuca Inc. viewed on 17 Dec. 2008
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  8. Howard P. 1999 “Empowerment of Leaders: Effective Community Development” Journal on Leadership matters. 5, no. 3, September.

John B. 2001, Problems, Solutions and Prosperity: a Post-Modernism Approach, University

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