Organizational Leadership

What is expected of leaders?

Provides direction and purpose for an organization
Realizes that there is a compelling reason to change
the way an organization operates.
Originator of the commitment to quality management
Outline the vision of the organization
Establish the goals and objectives based on this vision.
Provides ultimate encouragement and reasoning
behind why people would want to do their jobs
The Aim of Leadership
W. Edwards Deming states:
“The aim of leadership should be to improve the
performance of man and machine, to improve quality,
to increase output and simultaneously to bring pride
of workmanship to people....”
“....put in a negative way, the aim of leadership is not
merely to find and record failures of men, but to
remove the causes of failure: to help people to do a
better job with less effort.”
Leadership must align expectations at three levels:

 The overall organizational goals and objectives

 The organization’s processes
 The performance of individuals during their day-to-day
activities.
Leadership:
Must define systems and standards that support the
overall organizational goals and objectives
Under their guidance, employees work within the
system to create value for the organization’s
customers.
How Do Effective Leaders Create an Organizational
Culture Focused on Creating Value for Their Customers?
Culture –
“pattern of shared beliefs and values that provides the
members of an organization with rules of behavior or
accepted norms for conducting operations”
It is the philosophies, ideologies, values, assumptions,
beliefs, expectations, attitudes, and norms that knit an
organization together.
How Do Effective Leaders Create an Organizational
Culture Focused on Creating Value for Their Customers?
Effective leaders apply a missionary zeal to the job of
creating an organizational culture focused on creating
value for the customers.
 They use their boundless energy;
 Put into practice the skills and techniques they have
learned;
 Committed to that culture;
 Knowledgeable about what will it take to support the
desired culture;
 Visibly practice and support the desired culture on a daily
basis;
In order to encourage people to create value for their
organization,
Effective leaders provide value-driven leadership
They ensure the alignment of needs, wants, and
expectations of the customer with the strategic
objectives of the organization
Leaders are responsible for managing change in the
organization. Leaders must learn to use their talents,
training, and skill.
Leadership Roles
As a Workforce Motivator
Set Performance Expectations
-set realistic goals
-set realistic standards
-establish checkpoints to measure progress
-establish measures of performance to measure progress
-encourage creativity
Communicate Effectively
-clearly communicate goals and objectives
-handle resistance to change
-listen and act upon employee concerns
-inspire cooperation and commitment
-encourage discussion of ideas
Provide Feedback
-create feedback system
-provide timely feedback
-provide constructive criticism
-manage conflict
Track Progress
-Set priorities
-approve solutions
-encourage improvement
-manage differences
-provide recognition and rewards
As a Decision-Maker
Assess Situation
-provide clarification
-ask questions
-simplify confusing situations
Analyze Problems
-Formulate well-structured problem statements and
descriptions
-isolate root causes
-look beyond the obvious
-avoid jumping to conclusions
Define Strategy
-create a strategy based on situation assessment and
problem analysis
-clearly align strategy with goals and objectives of the
organization
Evaluate Potential Solutions
-explore potential solutions
-think outside the box
-listen to others’ ideas
Make Effective Decisions
-state goals clearly
-align goals with strategy
-formulate alternatives
-involve others in decision-making
Deploy Strategy
-follow through!
-take steps to make planned changes
-use measures of performance to monitor progress
-use checkpoints to track progress
-follow up with delegated tasks.
Leadership Styles
Participative
Provides guidance
Gets involved only when necessary
Accepts work and decisions of employees
Helps others analyze and solve problems
Recognizes employees for seeking support
Consultative
Seeks input, advice, and suggestions
Makes final decision
Recognizes employees for their contributions
Delegating
Assigns responsibility
Assigns authority
Provides minimal input
Provides recognition
Verifies work
Recognizes employees for accepting responsibility
Directing
Engages in unilateral decision-making
Expects employees to follow orders
Gives information about what to do
Gives information about how to do it
Gives information about why it should be done
Recognizes employees for following directions