LEADERSHIP AND POWER

Leadership and Power

Leadership and Power

Contrast of leadership and power

As times change, the skills necessary to be an effective leader of change in this era of corporate downsizing and doing more with fewer resources, the job of being a leader is different. The traditional leadership model of "power" has become less effective and is now being replaced by a model of strength. One of the tools I use while coaching clients is to look "accolades." The awards are the differences between things, sometimes very subtle differences between things that look similar. For example, "power" and "strength" appear similar and are often used interchangeably when talking about leadership. However, the distinction between strength and power is what can make the difference between success and failure in our new surroundings. The beauty of truth "get" a distinction that real understanding of the difference between ideas gives us a new place of origin (Yukl, 2006).

Consider the traditional meaning and connotation of "power" with regard to leadership. General power suggests something given to you from the outside. For example, they are promoted, or your boss puts you in charge of a working group. The power is often linked to the position: as a general director, manager, partner, judge, father, Senator. The concept of power implies what you can do for others: hire and fire, limiting the freedom of others. Power often leads to the outward symbols of itself: great office, great staff, preferred parking and seating.

The leadership model of "force" implies something different. The force is internal vs. external. Strength is what you have inside, not what any outsider who rose a. The force does not depend on any position: The concept of force, not what you can do to others involved, but what you can create from their own resources. Where can sometimes motivate people through fear, force leads people through inspiration. Charisma connotes strength, attractive. The people naturally follow a strong person (Warneka, 2006). For example, comes from the power is: tell your staff what you want to do, leaving only minimal space for comments. The force is: to throw an idea of their staff and see gathering around the idea and plan their implementation. Of course, this requires more security personnel. What will you do if you do not measure up? The force can handle that. Power dictates.

How do I create functional conflicts?

Within an organization, creating role conflict ...