The distinction between leaders and non leaders

Published: Last Edited:

This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.

What distinguishes leaders from non leaders is that they are forward-looking - envisioning exciting possibilities and listing others in a share view of the future, this is the best attribute they have (Bernie Ritchie & Doug Moran, 2009). The trait that separates leaders from others is the habit of looking ahead and asks what can be done next/better? Good managers and leaders generate new possibilities and state each position clearly. Leaders can figure out what a particular company needs and is in, and how to tailor a new strategy for a particular organization and personal growth accordingly. All potential leaders are born and have all certain qualities but they develop into complete leaders when they forge their craft into the fire of challenge and competition. The values and traits of the leadership and even how to be a good leader cannot be taught in a module by academicians but they can, learn so by developing a set of core leadership skills and qualities - and that too by teaching themselves only. The leadership potential is thus activated by practice.

The very first thing which needs to be done in a budding organization is to find a leader with having a charismatic father figure in him and on whom to place our trust with. Power and authority can be shifted from one person to another by time to time in a company but if we talk about leader he is the one of all only and is still a pre - requisite for the high performance of company. They make a difference and yield good results over a period of time. They have explicit values and have a clear sense of purpose. It's a leader only who strategized and forge a group or a team of individuals to realize their individual and collective potential which works hand in hand.

STARS - five common situations that leaders find themselves moving in to are


Turn around

Accelerated growth


Sustaining success (Watkins. M. D, 2009).

This is a particular model that outlines the characteristics of a dynamic leader / manager and via this one can readily understand the organization changes needed or any personal adaptation required.

A leader sometimes displays a pattern of behavior that results from a succession of leadership acts. They at times leave an imprint on their times and institutions. They create an attractive future for the organization. Leaders manage the future and foster innovation, inspire others and motivate other employees and members. They tend to take risks and side by side try to explore new ways and territories for all in the organization. With this all it's the primary challenge and concern for the leaders to transform the organizations and maintain viability through the continuous process of self - renewal.

According to my experience in Hindustan Aeronautics Ltd. (HAL) our managers and vice presidents in the organization moved decisively to restructure the company so that they can emphasis on the growth via over all development and dwelling new opportunities. And so on for many months efficiency improved and now it's the top most company in the aviation industry in India. They deal in the maintenance of aviation equipments and also train students and budding engineers. So according to me once you have understood the organization and taken the initiative to head up , you can more effectively apply some principles which can help you in long term success and so on is your business situation as your apply those principles. One needs to build the leadership team fast. Communication in the team is very important to make it strong and flexible. Leader is to play a proactive role in the team so that he can promote high potential with innovative ideas. A leader should raise people awareness for the need to change and learn according to the respective opportunities and weaknesses.

Enhancement of self awareness is very important for a leader as he should be that much flexible, the kind of leadership style he is opting in front of target team members as we know once style does not fit all. For most leaders or managers reflexive responses can be adapted when ever necessary, so as people can clearly understand their tendencies and willing to make particular changes. (John Casey & Pam Wilson, 2005).

Now I would like to cite another experience of mine that is in Hindustan Petroleum (HP). There were some managers who where new to their leadership roles and often wanted to prove themselves by taking some shortcuts for getting only results. By taking this way one can easily fall into or the other trap which can under cut their success. To escape from these kinds of situations one need to change or shift their focus from personal or individual achievements to the growth and development of the team.

One needs to communicate a clear vision, develop new capabilities of people under him/her, willingness to learn and pull everybody together so that they can rise with the success in making of this group project. In this way managers and leaders depicts critical career oriented decisions and skills via change management and with particular style of leadership. I think leadership leads into that: leadership is about more than being able to articulate goals and objectives. Leadership is also about developing followers and convincing people, inspiring them to believe in your goals and objectives. I learned these lessons by studying these early pioneers and saying, And it isn't enough to believe in yourself-you have to make other people believe as well, both those people within your organization and the broader public. I believe that skepticism is one of the most important traits. It has to do with these changing paradigms; the people who tend to resist the paradigm change are people who are not skeptical. They are very comfortable with things as they are; they accept the narrow traditional view. Those people don't often develop into leaders; leaders need to be able to see beyond the current paradigm to how things could possibly be done differently. Now, by saying that I don't mean that you should reject things out of hand, I just mean that you should think about the way things are a little more deeply.

A leader repeatedly do the right thing and so too in the right way, this is on the hallmarks of the leadership that they have such an ability to recover from and learn from the failure or misjudgment. They awake a sense of high potential in their followers. They work for the welfare of the community (Arbour et al, 2006)

I tend to believe that there are two factors for the good leadership to happen and they are: innate- as you have to be born with some special qualities and traits which later on can be more developed and finished according to situations. Of course, the key there is "can be developed." As we can see some people say that there are born leaders because they think some people are born with the capability to lead only. But of course a lot of that depends upon the nature of circumstances and surroundings / environment. One can be born with all the right/required traits and characteristics, but road blocks are always there which will make your way tough. I would like to cite another example of an effective leader and that is of Dalai Lama. He is the person of all right traits but if circumstances had been different that he may not even know who he is. Now going back on the track, I will say that a leader needs all the qualities as a combination gift both from the nature and the help of outside forces as well. Some can be happenstance or accidents of history, like that example. It's not all just innate qualities. You're not predestined to be a world leader-or any leader-there's chance and circumstance involved.

To inspire your workers into higher levels of teamwork, there are certain things you must be, know, and, do. These do not come naturally, but are acquired through continual work and study. Good leaders are continually working and studying to improve their leadership skills; they are NOT resting on their laurels. According to the literature of leadership bass's theory in leadership depicts that there are some basic ways to explain how people become leaders so effectively and the first two can explain the leadership development for some small group of people which are as follows:

These are related to:

Some personality traits and characteristics which may lead people naturally into leadership roles and particularly to some styles as well. This is what a trait theory says.

An important event or any crisis may cause a person to rise to an occasion, which can sometimes come up with some extra - ordinary qualities of leadership in an ordinary common person also. This is known as a Great events theory.

Sometimes people can also choose to become leaders and or can learn leadership skills and attain some or the other features of the qualities related to particular style as well. This is known as the Transformational Leadership Theory. Now a day this particular theory is widely accepted and the premise on which this guide is based.

Risk is a part of leadership but with a positive attitude. In an effective leadership situation, the leader is a social architect whose leadership style is analysis and design. While in an ineffective leadership situation, the leader is a petty tyrant whose leadership style is details. Structural Leaders focus on structure, strategy, environment, implementation, experimentation and adaptation. Some theories are based on leadership which can show right direction to others and believe that leaders have some unique nature to do the work and strategies' everything proactively. The road to great leadership (Kouzes HYPERLINK ""&HYPERLINK "" Posner, 1987) that is common to successful leaders:

Challenge the process and build a new one - First, find a process that you believe needs to be improved the most. Try to make the base of old one and on that basis work innovatively.

Inspire a shared vision with others - Next, share your vision in words that can be understood by your followers. And help them solving the problems so on to make the way easy and as a learning experience for them.

Enable others to act efficiently- Give them the tools and methods to solve the problem. Delegate the responsibilities and empower them to work collectively and learn to take some responsibility individually also.

Model the way - When the process gets tough, get your hands dirty. A boss tells others what to do; a leader shows that it can be done. The various possibilities and good alternatives should be given and drawn and then the best way of all should be taken up to complete a particular challenge.

Encourages the heart of the employees or followers - Share the glory with your followers' hearts, while keeping the pains within your own. Show them the right way, correct them and ask them to move and work in a strategically mannered process.

You should make people or your team player believer of you. You should be fully engaged in the work of the team and have skin in the game. This is what we call collective we win. Moreover any opportunity which comes in the way as the team or organization progresses should be identified and then thoroughly analyzed in terms of values, caused, risk and feasibility. Even if you know how of everything that even can keep a project on track even the lasting value of your accomplishment will be the way you managed your teams.

Those leaders who are focusing greatly on team building and people development skills are performing dramatically better than their peer one. It's better training program to the leaders or managers during their transactional phase. Now according to me there are few important components of leadership that are envisioning - which is related to vision, mission and strategy that connects everybody in the company , empowering followers and delegating responsibilities and sharing information , energizing them and motivating employees to achieve goals then rewarding and giving them feedback which should be constructive in nature , making employees aware of outside partners , bringing and upgrading their mindsets into global mentality and at last EI that is emotional intelligence which is very important nowadays this includes who are self aware and treat others by great respect and understanding.

By means of all above mentioned lines leaders can sense opportunities and threats in any environment possible via simplifying complex problems and situations and foreseeing events that will affect the organization in the near or far future. They set the strategic direction to encourage new business and defining new strategies and making decisions which will stand advantageous within an eye towards a big picture. Effective leader is its one who serves and understands the need of ethical behavior among group members and in organization, social responsibility and economic stability as well. Every leader inherits diversity in his/her organization and understands that various people have different degrees of competencies and commitment. Leader is there to develop and provide means and resources for personal as well as organizational growth for followers at all levels in the company. As per my experiences in various companies I believe that a leader above all should have one quality which is of utmost importance to him and in his practice that is skill of negotiation. The various strategies include in this is: ignoring or avoiding some issues, accommodating, competing and compromising on some situations as well.

So the leaders are the sources of motivation and inspiration for the members of their organization in different ways which are as follows:

They try to make it clear to all that collectively the company has significant purpose and goals. This is what they communicate to the stakeholders.

They should stress on importance of individual work and try to make everyone understand that how important and critical is that for the performance levels to increase.

This attends to values, purpose and meaning and these are the foundations and basics on which a successful organization will base its daily activities and short term as well as long - term plans. A leader shall collate all data and after analyzing they reach to an appropriate conclusion which may be advantageous to all. He is the one who endeavors to raise the morale and energy level of the organization, team members and of all employees. When they apply their mind and knowledge by practice to different situations then indirectly they contribute large to long - term success and plans as well. Leaders make an enduring impact on their organizations by whatever they do and even how they act. The ultimate measure of a leader's greatness is his or her legacy.

Micro - managing is not the trait of a good leader. And some people tend to do micromanaging as I have witnessed as per my experiences. They scrutinize the direct reporters to them and get afraid that their decision will not align with them; they do guess it and so on micro - manage the whole thing.

Wise leaders asks themselves that what they are good at or what I like doing? And they develop their teams to focus on the stock and resources they have so on to develop and use their heroic energies. Regardless of any business situation which may be there, leader should always figure out what needs to be done next - whether to expand the market share or to expand in different markets for their business to achieve their vision and goals. One must define and understand which leadership style best fits this particular culture of the company.

With bringing such clarity, all the employees and members of the organization they should prepare effective plans to manage everything and themselves also. They need to play new roles and fresh, visible contributions need to be made in the business. The literature of leadership is more glamorized in the world or arena of management.

Any manager who rises up enough becomes leader as they have clear thinking process and good decision making power with them, which can help a company succeed in its path. They have a different orientation towards their goal, and a unique ability to work innovatively and with freedom. Definitely leaders have different leadership styles and personalities but on the other hand they are flexible to their roles, circumstances and given situations. They are successful to achieve that advantageous organizational transformation. They shall trigger strategic change and set a big picture (focusing on macro - issues) of new processes and products and so on which can result in increased competitiveness. Leaders effectively can manage dilemma or any situational problems, they collate every data possible and then act according to what is right at that particular point of time. A leader is like a guide to self directed group of members, and they have tolerance of chaos and shape ideas. Leaders are superiors and are very important to the organization. They seem to be so because they have tendency to value laden views of leadership and that of leaders too. They have positive attributes which give them higher value in the hierarchy in the company or organization. Leaders and managers serve quality roles in the company. And that they too have basic responsibilities of providing the organization and its members or employees with direction, protection, orientation, conflict management and norm shaping.

Leadership is not different from management but it is the basic and important component of management and is related to the important responsibility of management. Good managers have to be good leaders and good leaders are always good managers.

At last, in order to conclude I will say what I analyzed is that the effective leaders realize the high performance and longevity of them in their organizations by the way that they develop some purpose and meaning to their profession and role, set directions and create and develop a vision. They inspire community as a whole so as to support other's learning and adaptation in a particular environment. Compassion is the cardinal virtues of the leader. Leaders with such compassion view significant elements and value the success of the enterprise. This is like a anecdote to leader temptation by using the power of his or her chair. He or she is the one who addresses the question how we all collectively achieve the goals and our visions and realize and by the time that too move to new aspirations as well. The model which I can draw of EI that is emotional intelligence which is very important in this topic, it has few subsets which are as: self - awareness, self - management, social - awareness and relationship management in a whole manner.

This critically and importantly depends on the effective communication flow from all the sides. And it is said rightly that a leader should listen very actively to the problems, suggestions or voices of employees or members of the organization.

So the responsibility of the leader is to ensure that continuing high performance demands that he or she is respected by every individual who share the values, vision, mission, goals, objectives and strategy followed in the organization. Leader is only one who is like a driving force in the company and is unstoppable in nature and its like impossible to replicate him or her. Many people may want to become leaders and they may have that potential to do so, or to prove so but I think there may not be much people who can prove themselves as good or exceptionally good transformational leaders in the industry or in a organization. We cannot teach men or women to be leaders, never because this particular force, trait and thing is within them. We can only teach them a particular set of skill and rest is totally depends upon how they get motivated themselves, how they realize their latent ability or potential inside them to be leaders, to learn and finish that particular inner trait and so on willingness to practice it in a real sense.


Abraham, Z. (1992), Manager vs. Leader Personality. Managers and leaders, are they different?, issued by Harvard Business Review.

Arbour, et al. (2006), Where have all the leaders gone? The centre for the study of democracy,

Bass, Bernard (1990). From transactional to transformational leadership: learning to share the vision. Organizational Dynamics, Vol. 18, Issue 3, Winter, 1990, 19-31.

Boutros, et al. (1998) Essays on Leadership. Washington DC: Carnegie Corporation.

Business Ball. (2009), Training and Development. [Online] Available at: [Accessed on 8th Dec, 2009].

Casey, J and Wilson, P. (2005). A practical guide to providing flexible learning in further and higher education. Glasgow: QAA Scotland.

Christipher, M.B. (2008), Achiving Organizational change through values alignment. Journal of Educational Administration, 46(3); pp. 376-395

Daniel, G. and Richard B. (2008), Followers Mirror Their Leaders. Social intelligence and the biology of leadership, Issued by Harvard Business Review.

Deryl, R. L. (2003), Journal of Academic Leadership, 2(4); pp. 17-24

Elizabeth, O.L. (2000), Guide to Leadership, 2nd Edition, USA: Alpha Books.

GE (2009) How GE teaches teams to lead change. [Online] Available at: [Accessed on 10th Dec, 2009]

Kathy, D. (2007), The role of games in creating world class work place teams. Leadership action tips. 5(2)

Kouzes, James M. & Posner, Barry Z. (2003). The Leadership Challenge. 3rd Edition. San Francisco: A Wiley Imprint.

Leonard, D.S. (2002), The Leadership journey, Issued by Harvard Business Review.

Management sushi. (2009) Dough Morgan on Leadership Attributes and the Kipling factor. [Online] Available at: [Accessed on 28 Nov, 2009]

Robert J. Allio (2003), the seven faces of leadership. Early models of leadership and visionary leader. 31(3), pp. 19-26.

Watkins, M.D. (2009) Picking the right transition strategy. Leadership strategy in a new business environment, 87(1), pp. 46-53.