ideal leader essay

Feb 15, 2023

Essays on Leadership for Students | 200 - 500 Word Essays

Are you writing an essay about leadership? Check out these examples!

Leadership is often defined as "the action of inspiring others to act in concert to achieve a particular goal." It signifies the harmony in actions that lead to a common objective. A genuine leader not only exudes confidence but also paves the way for their followers towards triumph. Over the years, various leadership styles have been identified and discussed by psychologists.

 Qualities such as intelligence, adaptability, extroversion, innate self-awareness, and social competence often emerge as the hallmarks of impactful leaders. There's a consensus that these traits mold an individual into an effective leader. Interestingly, some theories suggest that extraordinary situations can thrust an ordinary individual into the spotlight, bestowing upon them the mantle of leadership. It's also believed that leadership isn't a static trait but an evolving journey. It underscores the belief that with dedication and the right resources, anyone can hone their leadership abilities.

 True leadership goes beyond merely advocating for a cause. It involves taking responsibility, igniting motivation in others, and differentiating oneself from just being a 'boss'. A leader's essence lies in their ability to inspire and propel people towards grand visions, whereas a manager typically focuses on oversight and operational aspects.

What Is a Leadership Essay?

A leadership essay falls under the category of student application essays and serves to provide student admissions officers with insight into your past leadership experiences. Despite appearing to be very specific, this type of essay acknowledges that the nature and perception of leadership can vary significantly depending on the individual and the context.

 If you find yourself in need of further insights or a unique angle for your leadership essay, consider exploring an expert essay-writing tool designed to assist students in crafting compelling narratives by analyzing vast data and generating fresh ideas within minutes. In this article, we'll also delve into various leadership essay examples to offer a clearer understanding of the genre and inspire your writing journey.

4 Examples of Leadership Essays

Qualities of a good leader, introduction.

Confidence is the most important attribute first of all. One of the most important qualities in a leader is confidence in one's own abilities. A lack of self-assurance is fatal to a person's leadership potential. If you want others to follow you, you need to exude self-assurance. It's imperative for a leader to have faith in his own judgment and actions. How can people want to follow him if he doesn't even know what he's doing?

Every effective leader knows that they need to be an inspiration to their followers. A leader needs to set an example for his team. In addition, he ought to inspire them whenever feasible. A leader must also maintain optimism in trying times.

What qualities a good leader must have?

Leadership is the ability to influence and guide individuals or groups toward a common goal. A leader must possess several qualities to be effective, including:

Communication skills: A leader must be able to communicate their vision and goals clearly and effectively, both verbally and in writing. This requires excellent listening skills, empathy, and the ability to adapt to different communication styles.

Emotional intelligence: A leader must be able to understand and manage their own emotions, as well as those of their team members. This includes being able to understand and respond to the emotions of others, and handling conflicts in a constructive manner.

Visionary: A leader must have a clear and inspiring vision of the future, and be able to articulate this vision in a way that motivates others to work towards it.

Strategic thinking: A leader must be able to think critically and creatively to identify and solve problems, make decisions, and develop plans and strategies to achieve their goals.

Flexibility: A leader must be able to adapt to changing circumstances and be open to new ideas and perspectives. This requires the ability to embrace change, be innovative, and continuously learn and grow.

Integrity: A leader must have strong ethics and values, and be willing to make difficult decisions that are consistent with their beliefs. This requires honesty, transparency, and accountability.

Decisiveness: A leader must be able to make tough decisions quickly, without undue hesitation or procrastination. This requires courage and the ability to take calculated risks.

Empowerment: A leader must be able to delegate responsibilities, give team members the resources they need to succeed, and foster a sense of ownership and accountability among their team.

Conclusion 

These qualities are essential for effective leadership, and when combined with hard work, determination, and a commitment to excellence, can help leaders to achieve great things.

How one can be a Great Leader?

Leadership is the act of performing the duties of a leader. In the business world, for instance, it is essential to have someone in charge of a team to ensure everything runs well. Effective leadership is essential for any group that wants to maximize its prospects of success.

Leadership Comes from Experience

As we've shown, leadership can be innate in some cases but is more often learned through practice and exposure. Sometimes the best traits of a leader must be learned over a lengthy period of time, so that one can become a notable one, proving that leadership is not always about a person's innate qualities. Leaders should continuously be on the lookout for opportunities to grow their leadership skills.

Nobody can disagree that experience is a key component of leadership. Numerous examples exist to back up this claim, such as:

Instance 1:

Our school's head boy or girl has traditionally been an older student who has been around for a while and thus has a better grasp of the ins and outs of school politics.

Instance 2:

When there is a vacancy for a team leader, it is common practice for the employee who has consistently put in the most effort and attention to the office job to receive a higher number of votes than their coworkers. 

“The best teacher for a leader is evaluated experience.” - John C. Maxwell

How one can be a Great Leader/Skills to be a Great Leader?

Effective leadership is a skill that develops through time. Developing into a leader with all the qualities that are needed takes a lot of hard work and potential. Being a prominent leader calls for a wide variety of traits. Some of these characteristics are addressed in further detail below:

One should be a Good Communicator

To be an effective leader, one must be able to convey his thoughts clearly to his/her/its subordinates.

Should have Confidence

The individual should have faith in what he says and does.

Give Credit to other Team Members too

A leader not only needs to impose his viewpoints and opinions instead he must also hear to the suggestions of other members of the team and offer them credit if their concept is appropriate.

Good Bond with the Team

A leader's ability to command respect from his team members depends on his ability to develop and maintain positive relationships with them.

Leads with Responsibility

A leader needs to be completely committed to his position. It's important that he takes on responsibility so that he can effectively deal with the various challenges he will inevitably face.

Any group or organization needs a leader above all else. Leadership development takes time and effort. One needs to have lived through a lot to be an effective leader. It's not enough to simply have years of experience in the field; one must also have the traits that make one an effective leader. You can't be a great leader unless you possess certain traits.

What makes a Good Leader?

Trying one's hand as a leader appears easy when viewed through this lens. Is that so tough? Of course not; leading is difficult, and not everyone aspires to be a leader. The vast majority of us have settled into well-established careers where we report to superiors and make a living. Still, not everyone is content to go along with the crowd. They become leaders in whatever field they pursue. A leader is an example to followers and will prioritize the needs of those around them.

Some Unique Qualities of a Leader

Many individuals resort to their leaders to vent their frustrations, therefore it's important for them to be good listeners.

A leader ought to be completely forthright; they can't play favorites or give anyone preferential treatment. One of the most essential qualities of a strong leader is the ability to make decisions with integrity.

They need to be aware of the bigger picture and understand what makes an individual stand out or become a leader. It's their expertise in addition to other distinguishing traits. Their awareness of current events and the results of recent studies is essential. In many ways, this is helpful, and it's the leader's responsibility to stay current.

Since some might not understand them, they should utilize straightforward, easily comprehended language. Leaders need to be able to communicate effectively at all times. In reality, what sets them apart is their exceptional communication skills. Adolf Hitler was such a gifted orator that his followers believed every word he said.

No matter how you're feeling or what's going on in the world, if you listen to a leader, they may make you feel energized. Since leaders are in charge of inspiring confidence in their followers, they can't afford to be wary or unsure of themselves. People tend to blindly follow their leaders.

Whether you're a leader or a doctor, you should devote yourself completely to your chosen field. Everything we do is for the benefit of others; engineers, for example, spend much of their time designing and constructing buildings for other people. So, take pride in what you do, and if you possess the aforementioned traits, you are also a leader who doesn't have to rely on others to succeed. No matter what you do, aspiring to leadership positions will always benefit others.

What is Leadership in Management and what are the weaknesses and strengths of a Leader?

Simply said, leadership is acting as a supervisor or manager of a group. Different mental pictures pop up when we hear the word "leadership" used in conversation. One might think of a political leader, team leader, corporate leader, school leader, etc. Leaders facilitate order and efficiency in the workplace. Teamwork and success are fundamental to effective leadership. Leaders utilize their managerial abilities to establish courses and guide their teams to success.

Strengths and Weaknesses of Leadership

Able to express oneself more clearly

Growth of character.

Self-awareness.

Possession of teamwork skills.

Gain assurance in yourself.

Weaknesses:

Acting favorably toward one's teammates.

Having no faith in the leader.

Thinks they're better than everyone else, but act hypocritically.

Not living up to the promised standard.

Insufficient morals.

Leadership and Management

Management and leadership are inextricably linked to one another. Leadership and management are both vital to the efficient operation of an organization; but, they accomplish very different things in the process. Leadership is a necessary skill for anyone aspiring to be an effective manager. The terms management and leadership are synonymous with one another. In this manner, we are able to draw the conclusion that a manager who demonstrates the traits of a successful leader is, in fact, a manager who is effective.

Leadership in School

Leadership is essential in nearly every group, as we've seen above. That group includes one's educational institution. Every school needs an outstanding figure to serve as its head of school. Class monitor, assembly captain, cultural leader, etc. are all examples of leadership roles that can be taken on at school, but this raises the question of what makes a person a successful school leader.

Any student hoping to be chosen as a student body leader will need to demonstrate a wide range of competencies. He or she needs to be a consistent student who pays attention in class and does well in extracurricular activities. For the simple reason that no intelligent and hardworking kid would ever be considered for leadership. Student leaders are most often selected from among those who participate fully in all activities.

Leadership in Organization

Leadership in an organization, also known as organizational leadership, is the process of establishing long-term objectives that further the company's mission and help it reach its ultimate destination. This is a classic illustration of how Bill Gates often works with his team: they agree on a strategy, and Gates implements it. To the same extent, it is the responsibility of the leader in each given organization to determine what it is that the group is trying to accomplish.

Leadership in Politics

Leadership in politics, also known as political leadership, is the process of becoming actively involved in a political party in the role of a party leader. Knowledge of political processes, their outcomes, and the political agenda is central to the idea of political leadership.

An effective leader can be developed in anyone who has the determination and drives to do so. Both the strengths and the areas for improvement should be nurtured. Whether in the classroom, the workplace, or the political arena, leadership is always necessary. Therefore, one can exercise leadership anywhere they like inside their own organization.

What are the types of Leadership?

The ability to lead is a rare trait that not everyone possesses. The ability to do so is a gift, so count your blessings if you possess it. It's recommended that you hone it even more so that you can propel your career forward and serve as an example to people around you. However, it is crucial to grasp the various leadership styles before you go ahead and polish your skills.

Types of Leadership Styles

Democratic Leadership

In this style of management, subordinates are given a voice in decision-making. Although the subordinates' efforts are highlighted, the leader is ultimately held responsible for the group's actions. Many people find this type of leadership to be effective.

Transformational Leadership

Transformational leaders motivate and inspire others to adopt new behaviors and ways of thinking in order to improve their own performance and that of their teams and organizations. A transformational leader is someone who encourages their team to strive for greater things and works to boost morale and output.

Team Leadership

A good leader fully incorporates his team into the task at hand. Members of the team are motivated to reach their goals and advance in their careers thanks to the leadership of the group.

Strategic Leadership

It requires a chief executive who doesn't restrict himself to brainstorming sessions with his superiors. He contributes on every level of the team. He is well-liked for his ability to unite the need for fresh ideas with the necessity of grounding them in reality.

Autocratic Leadership

The leader in a command and control structure is the center of attention. The chief executive has absolute power in this setting. He decides things on his own, without polling his staff. He relays this information to his staff and stresses the importance of swift action. The buck stops with him, and he alone must answer for his actions. Not much room for negotiation exists. It's no secret that this method of leading has its detractors.

Visionary Leadership

This kind of leader appreciates the abilities and requirements of his team members. He describes his ideal outcome and the teamwork that will be necessary to attain it.

Coaching Leadership

Leaders who coach their teams do so regularly in an effort to raise output. He inspires his employees to do better and works to keep them motivated. This approach to leadership has been much praised.

Facilitative Leadership

With occasional guidance, a facilitative leader ensures that the process runs smoothly for his team. As a precaution in case his team is ineffective. If the team is highly effective, the leader will take a hands-off approach.

Cross-Cultural Leadership

The leadership of this type is necessary when interacting with people from various cultural backgrounds. Because of the wide variety of cultures represented in the workforce across the United States, many managers and executives hold cross-cultural positions.

Laissez-Faire Leadership

The members of the team are given responsibility in this style of management. They are free to choose how they spend their time at work, with minimal oversight from the boss. It's not a good way to lead, according to experts.

Transactional Leadership

An interactive approach is integral to this kind of leadership. When team members successfully implement their leader's ideas and choices, they are rewarded with immediate, material benefits.

Charismatic Leadership

In order to bring out the best in his followers, this kind of leader makes the effort to change their attitudes, values, and actions.

This article should dispel the notion that leadership qualities can't be further subdivided. It should also assist you in pinpointing your own personal brand of leadership so you can perfect it over time.

Final Words

In conclusion, leadership is a complex and multifaceted concept that involves various qualities and skills. Effective leaders possess traits such as integrity, vision, empathy, decisiveness, and the ability to inspire and motivate others. They are able to navigate challenges, make difficult decisions, and lead their team toward success. Leadership also involves continuous learning and self-improvement, as leaders must adapt to changing circumstances and remain relevant. Effective leadership can have a positive impact on both individuals and organizations, fostering growth and creating a culture of success.

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• Published April 1, 2024
• 9 Minute Read

The Characteristics of a Good Leader

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Ivey Business Journal

The ideal leader.

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Leadership, an act or series of acts that moves people in a certain direction can no longer be displayed by a lone, heroic individual. Instead, as this author writes, we need to recognize that leadership can come from anyone who displays leadership as an occasional, discrete act of influence. Yes a leader must provide direction, but the person at the top isn’t the only person who can provide it.

The ideal leader has vision, charisma, integrity, emotional intelligence, an inspiring delivery and sterling character. But if there are leaders who don’t fit this image, then we cannot use our ideal to define leadership in general.

Here are some leaders who don’t match our ideal:

• The teenage gang leader who has “street cred”, is tough and prepared to defy the law, even if it means shooting his way out of trouble.
• Stalin, admired by some Russians who like tough leaders, even if ruthless.
• Technical leaders, whose new product ideas induce change even if they have no vision, an abrasive style and little emotional intelligence.
• Leaders in scientific or professional functions who exert quiet influence based on hard evidence but who are personally uninspiring.

If these are genuine examples of leadership, then our image of the ideal leader can’t be about leadership in general. Our ideal is biased in two ways: first it is culturally relative, and second, we narrowly focus on larger-than-life characters such as chief executives and heads of state, the heroic, glamorous end of the spectrum.

Idealizing leadership blinds us to its real essence. We need to stop viewing the leader as a type of person in charge of a group. Instead, we need to see how leadership can come from anyone who shows it as in an occasional, discrete act of influence. Leadership must be better aligned with a world that is too complex and fast changing for one person to provide all the answers. If crowds are wiser than individuals, then the lone, heroic, ideal leader is a liability.

The argument for this contention consists of four steps:

• Why we are in love with the ideal leader
• Why providing direction is the real essence of leadership
• Why direction today can come from anywhere
• Why leadership must be discrete acts of influence.

1. Why we are in love with the notion of the ideal leader.

Why is the glamorous CEO or head of state our paradigm case of leadership rather than front-line supervisors? Does our fascination with the larger-than-life leader reveal the essence of leadership or does it really say more about us, the followers?

We expect great insights from everyone we admire: pop musicians, movie stars and attractive, tall people. Anyone with charisma or a commanding presence, we assume, must have some unique power that we ordinary people lack.

We want leaders who transport us with their charm and dazzling wit, who exude confidence and seem impervious to anxiety. We feel brighter when their light shines on us, taking us out of the dull, cool shade we normally occupy. At the extreme, it doesn’t much matter what direction they advocate as long as they seem to know what they are doing.

Surely our need for the ideal leader reflects an acute need within us that only such a person can fill. Otherwise, why wouldn’t we see front-line supervisors as paradigmatic examples of what leadership means?

The needs that we want leaders to fill include: (1) a need for a dream, a cause or purpose to believe in, to give our lives meaning, (2) a need to belong, to be part of something, a group with which we can identify and (3) a need to calm our fear that we will fail or be rejected, feelings that generate dependency.

It is not just that we search for particular leaders to meet these needs; we actually define leadership in terms of our own needs. But, is this concept of leadership valid for modern, knowledge-intensive businesses or is providing direction more important?

2. Why providing direction is the real essence of leadership

Why is having and articulating a vision so critical for leadership?  Well, if we are being taken on a journey, we want to know that the person leading has a destination in mind.

Kouzes and Posner’s model of leadership is based on the metaphor of a journey . Leaders, they claim, inspire us with their vision of a destination and help us get there.

But would we follow a charismatic leader with no idea where to go or how to get there? Conversely, if we were certain that a leader could get us to a desirable destination, the lack of charisma, character and emotional intelligence would not matter.

Suppose you were pursuing an escaped convict in a remote forest. After apprehending him, you discover that you are lost and your mobile phone is out of range. Now, if your convict knows the way out of the forest, you would follow him, even though you did not admire or like him. With only minimal trust, you would watch closely where he led you.

While we ideally want an all-singing-all-dancing leader, the only essential requirement in crunch situations is for the leader to know where to go and how to get there. If you were in a theatre that suddenly caught fire, who would you listen to, the charismatic figure who leaps onto the stage and tells you not to panic or the uninspiring fireman who appears in a doorway and calls out: “This way”? Again, the ability to provide direction is critical.

If you could vote on who should be the next CEO in your company, would you put your own needs first or those of the business? You might say the latter but a lot of “research” on the meaning of leadership asks employees what they want in a leader, thus focusing on their needs, not those of the business.

Employees care less about the organization’s direction than whether it enables them to pursue their dreams and identify with leaders who they admire. That is, they put their own needs first in deciding the sort of employer or leader they want.

But if we put the business first, then leaders must be able to move it in a direction that generates sustainable prosperity. This is why direction is critical. This is easiest to see in crisis situations, like being lost in a forest or caught in a burning building, because we deeply care about our own safety . But it’s only managers, and not all of them, who care this much about the direction of a business where they are not the owners.

In trying to decide the relative importance for leadership of providing direction versus being charismatic, emotionally intelligent and nurturing, etc., we need to think of the business’s needs, not our own.

3. Why direction today can come from anywhere

Finding direction in simple situations, like the way out of a burning building, is a lot easier than in a complex, fast-changing business, where it is hard enough to do so without the unforeseeable actions of competitors and the shifting whims of consumers.

Pursing a direction or vision in a fast changing, complex business is like being in a boat race, where the destination is constantly shifting, where competitors are trying to sink your boat or outwit you with clever moves that you can’t anticipate.

How do modern CEOs show leadership in the midst of so much ambiguity and rapid change? Meeting this challenge adequately is why CEOs’ visions are often little more than vague motherhood statements.

Management thinkers like Henry Mintzberg talk about emergent strategy. Wherever it is hard to be definitive about where to go in advance of starting a journey, strategy emerges en route.

So-called learning organizations learn by experimenting with new products and services, only deciding what direction to pursue based on what works. Direction in fast changing contexts can only be discovered through trial and error rather than definitively set in advance.

If CEOs struggle to offer concrete direction, we then have two choices: (1) we can say that they no longer provide all of the leadership that an organization needs or, (2) we can change our definition of leadership so that providing direction is not so central to it.

Guess what? Thanks to our deep need to idealize the CEO as leader, we have chosen the second option. Leadership is now widely regarded as a facilitative, enabling function that encourages employees to find their own direction or help the organization find one. “Level 5” leaders draw ideas for new directions out of team members rather than provide them themselves. But choosing this option abandons the real potential that leadership has to offer, just when we need it more than ever.

4. Why leadership must be discrete acts of influence

Suppose we choose the first option, in which a CEO no longer provides all the direction an organization needs. Thus, all employees can show leadership, not just to team members, but to the whole business when they promote a better way. The crucial difference is that employees can only influence the organization’s direction, not decide it.

We can still say that we need CEOs to keep the ship afloat in the storm, help us keep our spirits up and encourage us to give our best. However, this is not leadership, but management upgraded to an engaging, supportive, nurturing, coaching function 1 . This is how we want CEOs to behave; we just need to stop calling it leadership.

Thus, providing direction is still the core meaning of leadership. However, CEOs can provide only some of it. Leadership can also be provided by other employees, where its meaning shifts from deciding new directions to influencing others to accept a new direction.

Innovation is a critical source of new directions. It was once carried out exclusively in-house. But today, some businesses are either outsourcing innovation or simply looking for new ideas wherever they can find them.

Providing direction means showing the way for others either by example or by explicitly promoting a better way. This is what Martin Luther King did by campaigning for justice for African Americans. Green leaders who promote a better way can have a leadership impact on communities all over the world. When a front-line innovator promotes a new product to management, leadership is shown bottom-up.

Leadership shown by outsiders or bottom-up does not entail occupying a particular role, being a certain type of person or using positional authority to make decisions. It simply influences us to accept a new direction. This is the leadership that innovation-driven businesses need. It sells the tickets for the journey, not to take us to the destination. We need to get there ourselves or with the help of facilitators and coaches operating as managers upgraded 2 .

If leadership simply means convincing others to take a trip they wouldn’t otherwise take, then all the usual traits required of leaders are situational. This is why a front-line innovator with zero emotional intelligence might be able to convince management to adopt a new product.

CEOs need to be emotionally intelligent, but showing leadership only requires it in certain situations. Where the content of a new idea is sufficiently compelling or can be backed by hard evidence, it doesn’t matter what the person who is promoting it is like. Here, content trumps style.

This is like the fireman pointing to the exit in a burning building. We don’t care if he has zero charisma because he knows what direction to pursue. Also, this is an isolated act of leading, which doesn’t mean joining a group headed by the fireman. He simply demonstrates leadership without being our leader in a role-based sense.

The move to discrete acts of leadership means giving up the idea that being a leader involves being in charge of a group. We can maintain this fiction in simple groups like street gangs and politics, but not in complex, fast changing businesses. If leadership can come from outside the organization or bottom up, then execution must be a separate, managerial phase.

From statics to dynamics

This discussion has shifted from a person to a process . We started with the ideal person, who can be a leader where leadership is an internal, top-down, static role. This perspective encourages talk about style rather than content, which is why direction has been supplanted by behaviour, the need for a leader to be a certain sort of person.

But switching the focus back to direction (content) has huge implications, because new content can come from anywhere. Microsoft copied Apple’s graphical user interface when it shifted from DOS to Windows. It also followed Netscape by introducing Internet Explorer.

Microsoft thus regularly follows the lead of competitors. Such leadership is quite clearly not manifested by a person nor a role. Rather, leadership-as-influence is fragmented into discrete impacts that induce a change in direction and which can come from outside or bottom-up.

In our postmodern world there are no ultimate authorities. Positional leadership suited the industrial age of static hierarchy. But today leadership is fragmented into discrete acts and impacts that can come from anywhere. This is a massive change of perspective but one that is essential for innovation-driven businesses.. Such leadership can only influence us to think or act differently. It can’t make decisions for us, look after us, or take us on any journeys.

It is time to give up the myth of the ideal leader. Leadership is not a role or type of person.

Whither our dreams?

Defining leadership according to the needs of the business rather than our own need for a dream, or to identify with admirable people, doesn’t mean we have to sacrifice our dreams. Our ideal leader just becomes our ideal CEO. With so much power, this is an important role. We just need to see that a CEO can only show leadership rather than be a leader. It’s not just that we should stop calling CEOs leaders. We should stop talking about leaders altogether, at least in large, complex businesses.

If leadership is indeed an influence process , then to be consistent we should focus on that process and forget about what sort of person is showing it. If we can buy a product on eBay without knowing the seller, then, clearly, influence is at work regardless of the type of person who influences us. Wherever the need for rapid innovation is essential, all employees must be encouraged to promote new ideas, thereby to show leadership without taking charge of those who follow.

In summary, we have moved through the following four steps:

• Why leadership must be discrete acts of influence

Our fascination with the ideal leader says more about us – the followers — than it does about leadership. Businesses need leadership that provides direction, which is hard for one person to do in an age of rampant change, complexity and the greater wisdom of crowds. We need to find direction regardless of its origin. Anyone with a better idea can influence change. Leadership is now a discrete act of influence that is independent of a role, or any character or personality traits.

• Reinventing Leadership and Management, Mitch McCrimmon, Ivey Business Journal , May/June, 2010.
• A New Role for Management in Today’s Post Industrial Organization, Mitch McCrimmon, Ivey Business Journal, July/August, 2010.

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Leadership Essay

27 August, 2020

12 minutes read

Author:  Richard Pircher

As a college student, you must write essays on a regular basis since the latter is one of the most common types of home assignments. All this means is that in order to get good grades and be successful with writing the papers, you need to have a sound understanding of the structure. Additionally, what you should never neglect is the variety of essay types. Indeed, your essay will significantly differ from one type to another: description essay will most likely have a structure that is slightly different from an argumentative one.

What you may have already encountered in your academic life is the work on a leadership essay. Although it sounds pretty complicated and vague, it is mostly possible to master an essay on leadership. Below is a guide for you to get an insight into this particular essay type.

What is a good leadership essay?

A good leadership essay is the one in which the essay writer has fully covered the topic of leadership and understood its core ideas. More specifically, to end up with a flawless leadership essay, you will need to indicate what makes a person a good leader. For achieving the latter, you will most likely need to conduct research and trace how a particular person reaches his or her goals. In other words, the task is to discover which actions the person undertakes, what their followers say about him or her, and how the person organizes the work. So, a leadership essay implies providing real-life success examples and further revealing them.

Above all, a good leadership essay is the one that follows a precise, clear, comprehensive structure. Structuring your essay about leadership in the most coherent way leads to a win-win situation: you have fewer troubles and barriers to writing a brilliant essay, and your teacher is able to comprehend the essay easily. This guide is what you will need to refer to to get an insight into how the flawless structure for a leadership essay looks like and how it will let you take a benefit.

How to write a Leadership essay?

To write a leadership essay that stands out, you first need to brainstorm all the ideas that you have and come up with a topic for your essay. If you are struggling with this step, you may think of some of the most influential people, read about them, and find out what makes them unique. Or, you can pick any topic which is mentioned at the end of this article. After you have chosen an issue, it is time to structure your essay appropriately.

As you already know, an essay constitutes three essential sections: introduction, main body, and conclusion. Below is the more detailed description of each of the parts.

Introduction

Of course, your leadership essay introduction will always vary depending on the topic of the essay. However, you can always begin by stating your vision of leadership regardless of the topic. Additionally, to motivate the reader and instantly catch his or her attention, you may use a quote of a famous leader, or simply a quote which you find relevant to the topic. Be aware that you should avoid outlining the essence and the role of the leadership in your introduction; leave it for the body paragraphs.

What you may also do in your leadership essay is ask a question, which will most likely intrigue the leader. Or it will at least give your reader an overview of what you will dwell on  in your essay.

Body Paragraphs

You will need to divide the main body into 3-5 paragraphs to make the structure more comprehensive. What you have to do at this point  is  give your reader a sound understanding of your ideas. Therefore, try to fit each idea in a single body paragraph so that you do not confuse your reader. Do not hesitate to indicate your examples to strengthen your arguments. For instance, you may explain a fact that makes a particular person you are writing about a real leader.

Also, always stick to your thesis statement and don’t forget that the body paragraphs should reveal the parts of your thesis statement.

As you may already know, you need to restate your opinion and briefly summarize all the points from the main body in conclusion. For instance, if you wrote your essay on qualities of an effective leader, state the most fundamental qualities and indicate why they matter the most. Besides, try not to copy what you have already written in the body – it is better to restate your opinion using different words. And, of course, beware adding any new and extra information; indicate only those points that you have already outlined in the text. Finally, keep in mind that it is always favorable to keep your concluding remarks short.

Leadership Essay Examples

Writing a leadership essay requires some research and time. In case you feel the necessity to go through an essay example, below is a leadership essay sample you can refer to.

Is leadership an inborn or an acquired feature?

Is everyone capable of becoming a leader, or is this ability innate? A lot of researchers have been struggling to answer this question. One assumption about leadership implies that the leader is the person who possesses particular characteristics. Another assumption claims that leaders are capable of acquiring specific features over their life span. As the evidence shows, leaders own many features that distinguish them among others and make more and more people become their followers. These might be cognitive abilities, psychological traits, professional qualities, and a lot more, and all of them will be either acquired or innate. Based on the importance of leadership qualities, such as commitment, stress resistance, and the ability to make quality decisions, it is reasonable to claim that leaders are made, not born. 

One can deem commitment as one of the top fundamental qualities of the leader. In essence, such a feature indicates that a person is passionate about the common goal, strives to be a team player, and makes every effort to reach a shared goal. As the history shows, none of the successful companies was uncoordinated by an influential, committed leader: Apple, Amazon, Microsoft – all of these companies are examples of dominant teams led by a dedicated leader. A committed leader also inspires his or her team to achieve common goals and put more effort into the shared activity. Besides, commitment is unlikely to be an innate feature; it instead comes with experience. This is so, since commitment implies dedicating oneself to the shared task, and one can reach it only via learning and continuous self-improvement.

Stress resistance is another incredibly important feature that every good leader should possess. This is because only a stress-resistant leader has sufficient capabilities to overcome any complexity and not let the anxiety and stress prevent him or her from making proper decisions. Besides, such a leader will most likely have a positive influence on the team, as long as leading by example will motivate the team members to attain the same emotional stability. What is so far familiar about stress resistance as an effective leader’s feature is that it can be either innate or attained. However, although some researchers admit that emotional stability is something one is born with, it is not entirely true; many people still put a great effort into self-improvement, changing the attitude to unfortunate situations, and so on. Therefore, being resistant to stress can be mostly attributed to a personality.

An ability to make high-quality decisions most likely determines the chances for an enterprise’s success. In particular, such quality is incredibly fundamental for a company of any size and professional orientation. Additionally, it is one of the top tasks of a good leader to make final decisions. What he or she should do implies brainstorming, discussing various opinions in the group, making forecasts, analyzing all the pros and cons. However, the leader is the one to make a final decision. Thereby, he is in charge of researching the market, discovering all the hidden truths, and analyzing the organization’s potential and capabilities to result in the most effective decision. As it flows logically from the latter, an ability to make sound quality decisions is purely a professional quality. This leads to the conclusion that one has to work hard to become a genuine leader and master the skill of making effective decisions. 

Overall, the leader may possess a multitude of different skills and master them perfectly. However, what has so far become transparent is that any leader, regardless of which team he leads, must possess three essential qualities. These qualities are commitment to the common goal, ability to handle and resist stress, and, finally, an ability to make effective decisions. All of the three qualities are most likely to be acquired over a lifetime. The statement below leads to the conclusion that even though some qualities can be innate, most are not the ones that leaders are born with. Hence, this answers an essential question: leadership feature is acquired, and not necessarily inborn.  

20 leadership essay topics

When coming up with your next leadership essay topic, it is imperative to brainstorm ideas and think of what leadership might be related to. If you are struggling with a topic of the importance of leadership essay or any relevant type of essay, you may quickly take a look at some of the possible topics we prepared for you:

• What are the main qualities of the leader?
• Successful Time Management as a feature of an effective leader
• The role that rhetoric plays in leadership
• The most exceptional leader in the history of the 20-th century
• The role of female leadership
• What are the challenges of the leader of the 21-st century?
• How college helps students develop leadership skills?
• Qualities of the leader that motivate people to follow them 
• Top things to avoid doing to become a team leader
• Examples of effective and ineffective leadership in the history
• Top techniques for developing leadership skills
• The interconnection of creativity and leadership 
• Is a university’s role fundamental in developing leadership skills?
• Dictatorship as an anti-example of leadership
• Liberal vs Authoritative leadership: which one works better?
• The influence of the leader’s role model on the followers’ mindset
• Main difficulties that the new leader may face in a new team
• Leadership of today vs leadership of the past: what has changed?
• Reasons why I want to become a member if the leadership program
• The role of cognitive abilities for the leader 

A life lesson in Romeo and Juliet taught by death

Due to human nature, we draw conclusions only when life gives us a lesson since the experience of others is not so effective and powerful. Therefore, when analyzing and sorting out common problems we face, we may trace a parallel with well-known book characters or real historical figures. Moreover, we often compare our situations with […]

Ethical Research Paper Topics

Writing a research paper on ethics is not an easy task, especially if you do not possess excellent writing skills and do not like to contemplate controversial questions. But an ethics course is obligatory in all higher education institutions, and students have to look for a way out and be creative. When you find an […]

Art Research Paper Topics

Students obtaining degrees in fine art and art & design programs most commonly need to write a paper on art topics. However, this subject is becoming more popular in educational institutions for expanding students’ horizons. Thus, both groups of receivers of education: those who are into arts and those who only get acquainted with art […]

Leadership Essay for Students and Children

500+ words essay on leadership.

First of all, Leadership refers to the quality of leading people. Probably, it is one of the most important aspects of life. Above all, Leadership has led to the progress of human civilization . Without good Leadership, no organization or group can succeed. Furthermore, not everyone has this quality. This is because effective Leadership requires certain important characteristics.

Qualities of a Good Leader

First of all, confidence is the most quality. A leader must have strong self-confidence. A person lacking in confidence can never be a good leader. A person must be confident enough to ensure others follow him. The leader must have confidence in his decisions and actions. If he is unsure, then how can people have the desire to follow him.

A good leader must certainly inspire others. A leader must be a role model for his followers. Furthermore, he must motivate them whenever possible. Also, in difficult situations, a leader must not lose hope. How can a leader inspire people if he himself is hopeless?

Honesty is another notable quality of a leader. Honesty and Integrity are important to earn the love of followers. Above all, honesty is essential to win the trust of the people. Probably, every Leadership which loses trust is bound to fail. People will not work with full effort due to an immoral leader.

Good communication is a must for a good leader. This is because poor communication means the wrong message to followers. Furthermore, good communication will increase the rate of work. Also, the chances of mistakes by followers will reduce.

Another important quality is decision making. Above all, if a leader makes poor decisions then other qualities will not matter. Furthermore, good decision making ensures the success of the entire group. If the leader makes poor decisions, then the efforts of followers won’t matter.

A good leader must be an excellent innovator. He must display a creative attitude in his work. Most noteworthy, innovation is a guarantee of survival of a group or innovation. Without creative thinking, progress is not possible.

Get the huge list of more than 500 Essay Topics and Ideas

Real-Life Examples of Good Leadership

Mahatma Gandhi was an excellent example of a good leader. He was a staunch believer in non-violence. With his brilliant Leadership skills, he made the British leave India. Probably, this was the most unique independence struggle. This is because Gandhi got freedom without any violence.

Abraham Lincoln was another notable leader. Most noteworthy, he ended the slavery system in the United States. Consequently, he made many enemies. However, he was a man of massive self-confidence. His struggle against slavery certainly became an inspiration.

Sir Winston Churchill was a great patriotic Englishman. Most noteworthy, he led Britain in the 2nd World War. Furthermore, he was extremely inspirational. He inspired Britain to fight against Nazi Germany. His great communication motivated the entire country at a time of hopelessness.

To conclude, Leadership is required in probably every sphere of life. Good leadership is the door to success. In contrast, bad leadership is a guarantee of failure. Consequently, good leaders are what make the world go round.

FAQs on Leadership

Q.1 Which is the most important quality for being a good leader? A.1 The most important quality for being a good leader is self-confidence.

Q.2 Why Sir Winston Churchill is a good leader? A.2 Sir Winston Churchill is a good leader because he inspired Britain to fight in 2nd World War. Furthermore, his excellent communication also raised the motivation of his people.

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6 Characteristics of an Effective Leader

• 04 Oct 2018

Although there isn’t a single right way to effectively lead a team, there are several characteristics common among successful leaders and managers you should consider when developing your leadership skills .

Incorporating these abilities into your professional development can enable you to make difficult decisions, align your organization on common goals, and lead your team to success.

Why Effective Leadership Is Important in Business

Ineffective leadership can cost companies more than just morale. According to research from Gallup , 24 percent of employees are actively disengaged as a result of poor management, leading to teams that are less productive, less profitable, and more likely to cause turnover. And that turnover adds up quick: translating into nearly two times the annual salary of every employee who quits.

That’s why effective leadership skills are important. In order to retain employees, satisfy customers, and improve company productivity, you need people who can effectively communicate the company’s vision, guide teams, and influence change.

If you aspire to be that person, here's how you can become a more effective leader.

Access your free e-book today.

Characteristics of an Effective Leader

1. ability to influence others.

“[Leadership] is all about influencing people,” said Kirstin Lynde, founder of leadership development firm Catalyze Associates, in a Facebook Live interview .

Early in your career, you might exercise authority by being the go-to person on a certain subject within your organization, or by actively listening and building consensus among your team. As you advance, you may exert influence by knowing how to articulate the direction you think the company should head in next.

According to the online course Power and Influence for Positive Impact , influence is “the ability to produce effects on other people’s behavior.” Influencing others requires building a strong sense of trust with your colleagues.

“This means [you] need to understand the types of resources people value when it comes to achieving safety and self-esteem,” says Harvard Business School Professor Julie Battilana in her course Power and Influence for Positive Impact .

Focus on understanding their motivations and encourage them to share their opinions. You can use that knowledge to make change and show their voice matters.

2. Transparency—to an Extent

Part of building trust is being transparent. The more open you are about the organization’s goals and challenges, the easier it is for employees to understand their role and how they can individually contribute to the company’s overall success. That sense of value and purpose translates into higher levels of employee engagement .

“To get people on board, they need to grasp what you’re conveying so they’re excited to join you in turning that direction into a reality,” says HBS Professor Anthony Mayo in the online course Organizational Leadership . “Your communication should meet people where they are, give them a sense of where the organization is going, and then give them a roadmap for how they can bridge the gap from where the organization is now to where you want to take it.”

While transparency is often intended to promote collaboration, knowledge sharing, and accountability, too much of it can have the opposite effect, according to Ethan Bernstein, an associate professor of organizational behavior at HBS.

“Wide-open workspaces and copious real-time data on how individuals spend their time can leave employees feeling exposed and vulnerable,” writes Bernstein in the Harvard Business Review . “Being observed changes their conduct. They start going to great lengths to keep what they’re doing under wraps, even if they have nothing bad to hide.”

Bernstein encourages balancing transparency with privacy and setting different types of boundaries to still foster experimentation and collaboration.

3. Encourage Risk-Taking and Innovation

Experimentation is critical to establishing and maintaining your company’s competitive advantage. Great leaders recognize this and encourage risk-taking and innovation within their organization.

“You can’t wave a wand, dictate to people that they need to be more creative, and wake up the next day to find people taking risks and trying new things,” Mayo says in Organizational Leadership .

Instead, leaders must actively foster a culture of innovation by supporting experimentation, challenging unwritten rules, and embracing mistakes. These steps, backed by data, can yield innovations that wouldn’t have otherwise surfaced.

By creating a culture that embraces failure and experimentation, employees are more emboldened to test theories or propose new ideas, because they see that creativity is valued. For example, Google’s innovation lab, X, offered bonuses to each team member who worked on a project the company ultimately decided to kill as soon as evidence suggested it wouldn’t scale, in an effort to “make it safe to fail.”

After all, big breakthroughs don’t happen when companies play it safe; experimentation is needed to reach lofty business goals. If well-intentioned, failures often become valuable lessons.

Related: How to Be an Effective Leader at Any Stage of Your Career

4. Integrity and Accountability

One of the most important aspects of leadership is demonstrating integrity. In a survey by consulting firm Robert Half , 75 percent of employees ranked “integrity” as the most important attribute of a leader. In a separate survey by Sunnie Giles , creator of Quantum Leadership, 67 percent of respondents ranked “high moral standards” as the most important leadership competency. Yet, it can be easy for leaders to deprioritize integrity when faced with organizational power. The ability to balance power and accountability can set successful leaders apart from ineffective ones.

“It’s precisely these two levers—sharing power and accountability—that enable workplaces and societies to keep power in check,” Battilana says in Power and Influence for Positive Impact .

Employees want to know that their manager will advocate for them, treat them fairly, and, ultimately, do what’s right for the business. As a leader, it’s important to not only avoid the consolidation of power but also any decision-making that could negatively affect others. Doing so can foster trust within your team and model behavior for others in the organization. The culmination of these factors can help you build a successful team.

5. Act Decisively

In today’s fast-changing, complex business environment, effective leaders need to make strategic decisions quickly—even before any definitive information is available.

Once you make a choice, stick with it, unless there’s a compelling reason to shift focus. Your goal is to move the organization forward, but that won’t happen if you can’t make a decision without wavering.

While timely decision-making is essential for any effective leader, it’s important to remember that decision-making is a process.

“The majority of people think about making decisions as an event,” says HBS Professor Len Schlesinger in the online course Management Essentials . “It’s very rare to find a single point in time where a ‘decision of significance’ is made and things go forward from there. What we’re really talking about is a process. The role of the manager in overseeing that process is straightforward, yet, at the same time, extraordinarily complex.”

By acting decisively, continuously evaluating, and pivoting when necessary, you can lead your organization through the ever-changing business landscape.

6. Demonstrate Resilience

Every decision you make won’t result in success. There will be times when you’re met with failure; it’s your job as a leader to exercise resiliency.

Consider the example of Antarctic explorer Ernest Schackleton presented in HBS Online’s sample business lesson on resilient leadership , led by HBS Professor Nancy Koehn.

When Shackleton’s ship, the Endurance, was trapped and crushed by icebergs, the original mission—traversing Antarctica—suddenly became irrelevant. The new mission was to get his team of 28 men home alive. To do so, he needed to quickly lead his team through crisis.

The lesson outlines three key components of Shackleton’s approach that all leaders can learn from when facing major challenges:

• Continuously assess and reassess your leadership approach
• Commit to your primary objective while exercising flexibility
• Maintain belief in the team’s mission by managing collective and individual energies

Effective leaders don’t avoid hard truths or difficult challenges. Instead, they take responsibility for their decisions, maintain optimism, and focus on charting a new course of action. They also help others cope with organizational change and address issues quickly, so that problems don’t fester and escalate.

Assessing Your Strengths

Becoming an effective leader doesn’t happen overnight. It’s an iterative process and requires you to assess your strengths and evaluate who you are as a communicator and collaborator.

“In many cases, it’s your strong performance as an individual contributor that lays the foundation for your leadership roles,” says Mayo in the course Leadership Principles . “But what got you there won’t get you to the next level. As you shift from doing the work yourself to creating the conditions in which others excel, your identity is less about your individual accomplishments and tasks and more about the collective work of the group.”

With that shift in mind, you can take action to develop your leadership style and become the type of leader your organization needs.

Do you want to enhance your leadership skills? Download our free leadership e-book and explore our flowchart to see which online leadership and management course can help you become a more effective leader and unleash the potential in yourself and others.

This post was updated on February 17, 2023. It was originally published on October 4, 2018.

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Plato and Socrates on the Ideal Leader’s Virtues Essay

Plato held that philosopher guardians would run a just state. Plato thinks that given their education, talents, virtues, and the way their lives would be controlled in his Republic, such people are the best possible rulers.

In my opinion, Plato is right. In Plato’s Republic, Socrates makes a poignant point on the nature of an ideal leader. Equitable leaders need to be wise. Also, philosophers have a lot of wisdom. Socrates’ assertion resonates with the wisdom of the ages which posits that the best leaders need to have a generous heart and wisdom. His allegory of ‘the cave’ is another excellent illustration of the natural inclination that humanity has to take illusions for reality.

People indeed have remarkably different and mostly incorrect ideas of what constitutes personal fulfillment in life. Some do not even have any idea. They spend their lives experimenting on different agendas trying to quench an inexplicable thirst.

Socrates posits that all of humanity possesses this thirst. It is what drives people through their daily struggles with life. They are seeking a ‘higher’ good. In the context of a community, different factors contribute to the definition of this ultimate success. Therefore, different people have different ideas. This is where leaders come into play. Communities should live in harmony. However, that would not be possible if everybody were to pursue his/her private desires.

Leaders come in to make a collective decision for these people. This becomes a formidable responsibility which the society cannot vest on just any other person. For one to qualify for this privilege, he/she needs to demonstrate the capacity to shoulder the weight of the mantle.

For instance, sacrifice is a critical value that such a person needs to demonstrate. Many leaders fall short of this point because their personal or private needs override their sense of duty to society. People naturally seek personal development. They put the needs of the community after their own. An upright leader should be a master at utilitarianism. Utilitarianism refers to a condition whereby the bosom of society precedes individual satisfaction. This requires a different breed of people altogether.

Intellect is another quality that these leaders should possess. This brings to light the importance of education. In contemporary society, people do not give too much emphasis on the education of their leaders. Most are swayed by the fallacies that these leaders spin during election campaigns. However, it is all propaganda. Consequently, after electing them into their respective offices, they depict their true colors which are often unsightly, to say the least.

Education is a tremendously essential quality in a leader. At the very least, a leader will be in charge of a highly diverse society. He/she will be presiding over people who are likely smarter than him/her. Therefore, the less educated this leader is, the more opposition he/she will face. Similarly, the more discontent there will be in society. It becomes necessary, mandatory even that effective leaders have the education to back them up.

Education denotes an appreciation for history. Ergo, an educated leader is more likely than not to learn from the past mistakes of his/her predecessors. Just as Socrates opines, he/she needs to have ‘memory’ (Kent, 2006, p. 23). Education also means that the leader has a base of Knowledge which serves to inform his/her actions. Such knowledge becomes useful in the deployment of their duties as leaders.

As a result, they will simply be implementing procedures that have proven to be efficient in the past. Leaders acquire this wisdom through training. At this point, Socrates uses the example of an eye attached to the body, thus, requiring the body’s manipulation to turn to the light. The leaders first need to acquire wisdom for themselves, which they will use to teach their subjects. This is important, as people in the community will stand a chance to achieve the higher statuses that they seek throughout their lives. Part of the training that the leaders administer will base on the understanding that material possessions are not the ideal goal in this life. The result of learning this lesson is that people will put less emphasis on selfish private endeavors and instead focus on healthy ventures to seek the truth.

Just leaders should also apply reason in reaching their decisions which is among the qualities of philosophy. In so doing, they will be able to exercise wisdom, thus, distinguishing between illusions and reality. Socrates says, “They will learn the truth about fair, just, and praiseworthy things” (Kent, 2006, p. 23). Part of this quality requires them to have inquisitive minds so that they are teachable. As a result, they will learn the different illusions and what they allude to so that they are better placed to advise their subjects on what to do.

The sacrifice mentioned at the beginning of this paper is a virtue that frowns upon self-indulgence. These leaders need to stay focused on meeting the needs of society. They cannot do this while attending to unimportant personal fetishes. Socrates mentions sex, personal wealth, and food as obvious because if a leader, for instance, is obsessed with wealth, he/she will likely manipulate his/her authority and status amassing this wealth at the expense of his/her subjects.

A philosophical leader is virtuous by his/her education level. The difficulty arises in finding a person who satisfies all these requirements. It is also possible to find a person. However, it may be even more difficult to convince the person to take the leadership mantle, as not all “just people” are interested in being leaders. Therefore, Plato is right concerning this issue.

Kent, J. (2006). Philosophical Discourses on Just Leadership. Philosophy , 1 (1), p. 23.

• Plato's "The Apology of Socrates" Speech Analysis
• Socrates Figure: Based on “The Apology” by Plato
• Analysis of Socrates and Plato Theories
• John Locke's vs. Malcolm X's Political Philosophy
• Louis Althusser on Ideology, State Apparatuses and Interpellation
• Legislative Power, Natural Law and Social Contract
• Karl Marx's Philosophy: Camera Obscura
• Justice and Ideal Society in Plato's Republic
• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2021, January 30). Plato and Socrates on the Ideal Leader's Virtues. https://ivypanda.com/essays/plato-and-socrates-on-the-ideal-leaders-virtues/

"Plato and Socrates on the Ideal Leader's Virtues." IvyPanda , 30 Jan. 2021, ivypanda.com/essays/plato-and-socrates-on-the-ideal-leaders-virtues/.

IvyPanda . (2021) 'Plato and Socrates on the Ideal Leader's Virtues'. 30 January.

IvyPanda . 2021. "Plato and Socrates on the Ideal Leader's Virtues." January 30, 2021. https://ivypanda.com/essays/plato-and-socrates-on-the-ideal-leaders-virtues/.

1. IvyPanda . "Plato and Socrates on the Ideal Leader's Virtues." January 30, 2021. https://ivypanda.com/essays/plato-and-socrates-on-the-ideal-leaders-virtues/.

Bibliography

IvyPanda . "Plato and Socrates on the Ideal Leader's Virtues." January 30, 2021. https://ivypanda.com/essays/plato-and-socrates-on-the-ideal-leaders-virtues/.

What is leadership?

All leaders, to a certain degree, do the same thing. Whether you’re talking about an executive, manager, sports coach, or schoolteacher, leadership is about guiding and impacting outcomes, enabling groups of people to work together to accomplish what they couldn’t do working individually. In this sense, leadership is something you do, not something you are. Some people in formal leadership positions are poor leaders, and many people exercising leadership have no formal authority. It is their actions, not their words, that inspire trust and energy.

Get to know and directly engage with senior McKinsey experts on leadership

Aaron De Smet is a senior partner in McKinsey’s New Jersey office, Carolyn Dewar is a senior partner in the Bay Area office, Scott Keller is a senior partner in the Southern California office, and Vik Malhotra and Ramesh Srinivasan are senior partners in the New York office.

What’s more, leadership is not something people are born with—it is a skill you can learn. At the core are mindsets, which are expressed through observable behaviors , which then lead to measurable outcomes. Is a leader communicating effectively or engaging others by being a good listener? Focusing on behaviors lets us be more objective when assessing leadership effectiveness. The key to unlocking shifts in behavior is focusing on mindsets, becoming more conscious about our thoughts and beliefs, and showing up with integrity as our full authentic selves.

There are many contexts and ways in which leadership is exercised. But, according to McKinsey analysis of academic literature as well as a survey of nearly 200,000 people in 81 organizations all over the world, there are four types of behavior that account for 89 percent of leadership effectiveness :

• being supportive
• operating with a strong results orientation
• seeking different perspectives
• solving problems effectively

Effective leaders know that what works in one situation will not necessarily work every time. Leadership strategies must reflect each organization’s context and stage of evolution. One important lens is organizational health, a holistic set of factors that enable organizations to grow and succeed over time. A situational approach  enables leaders to focus on the behaviors that are most relevant as an organization becomes healthier.

Senior leaders must develop a broad range of skills to guide organizations. Ten timeless topics are important for leading nearly any organization, from attracting and retaining talent  to making culture a competitive advantage. A 2017 McKinsey book, Leading Organizations: Ten Timeless Truths (Bloomsbury, 2017), goes deep on each aspect.

How is leadership evolving?

In the past, leadership was called “management,” with an emphasis on providing technical expertise and direction. The context was the traditional industrial economy command-and-control organization, where leaders focused exclusively on maximizing value for shareholders. In these organizations, leaders had three roles: planners (who develop strategy, then translate that strategy into concrete steps), directors (who assign responsibilities), or controllers (who ensure people do what they’ve been assigned and plans are adhered to).

What are the limits of traditional management styles?

Traditional management was revolutionary in its day and enormously effective in building large-scale global enterprises that have materially improved lives over the past 200 years. However, with the advent of the 21st century, this approach is reaching its limits.

For one thing, this approach doesn’t guarantee happy or loyal managers or workers. Indeed, a large portion of American workers—56 percent— claim their boss is mildly or highly toxic , while 75 percent say dealing with their manager is the most stressful part of their workday.

For 21st-century organizations operating in today’s complex business environment, a fundamentally new and more effective approach to leadership is emerging. Leaders today are beginning to focus on building agile, human-centered, and digitally enabled organizations able to thrive in today’s unprecedented environment and meet the needs of a broader range of stakeholders (customers, employees, suppliers, and communities, in addition to investors).

What is the emerging new approach to leadership?

This new approach to leadership is sometimes described as “ servant leadership .” While there has been some criticism of the nomenclature, the idea itself is simple: rather than being a manager directing and controlling people, a more effective approach is for leaders to be in service of the people they lead. The focus is on how leaders can make the lives of their team members easier—physically, cognitively, and emotionally. Research suggests this mentality can enhance both team performance and satisfaction.

In this new approach, leaders practice empathy, compassion, vulnerability, gratitude, self-awareness, and self-care. They provide appreciation and support, creating psychological safety so their employees are able to collaborate, innovate, and raise issues as appropriate. This includes celebrating achieving the small steps on the way to reaching big goals and enhancing people’s well-being through better human connections. These conditions have been shown to allow for a team’s best performance.

More broadly, developing this new approach to leadership can be expressed as making five key shifts that include, build on, and extend beyond traditional approaches:

• beyond executive to visionary, shaping a clear purpose that resonates with and generates holistic impact for all stakeholders
• beyond planner to architect, reimagining industries and innovating business systems that are able to create new levels of value
• beyond director to catalyst, engaging people to collaborate in open, empowered networks
• beyond controller to coach, enabling the organization to constantly evolve through rapid learning, and enabling colleagues to build new mindsets, knowledge, and skills
• beyond boss to human, showing up as one’s whole, authentic self

Together, these shifts can help a leader expand their repertoire and create a new level of value for an organization’s stakeholders. The last shift is the most important, as it is based on developing a new level of consciousness and awareness of our inner state. Leaders who look inward  and take a journey of genuine self-discovery make profound shifts in themselves and their lives; this means they are better able to benefit their organization. That involves developing “profile awareness” (a combination of a person’s habits of thought, emotions, hopes, and behavior in different circumstances) and “state awareness” (the recognition of what’s driving a person to take action). Combining individual, inward-looking work with outward-facing actions can help create lasting change.

Introducing McKinsey Explainers : Direct answers to complex questions

Leaders must learn to make these five shifts at three levels : transforming and evolving personal mindsets and behaviors; transforming teams to work in new ways; and transforming the broader organization by building new levels of agility, human-centeredness, and value creation into the entire enterprise’s design and culture.

An example from the COVID-19 era offers a useful illustration of this new approach to leadership. In pursuit of a vaccine breakthrough, at the start of the pandemic Moderna CEO Stéphane Bancel increased the frequency of executive meetings  from once a month to twice a week. The company implemented a decentralized model enabling teams to work independently and deliver on the bold goal of providing 100 million doses of vaccines in 12 months. “The pace was unprecedented,” Bancel said.

What is the impact of this new approach to leadership?

This new approach to leadership is far more effective. While the dynamics are complex, countless studies show empirical links among effective leadership, employee satisfaction, customer loyalty, and profitability.

How can leaders empower employees?

Empowering employees , surprisingly enough, might mean taking a more hands-on leadership approach. Organizations whose leaders successfully empower others through coaching are nearly four times more likely to make swift, good decisions and outperform other companies . But this type of coaching isn’t always natural for those with a more controlling or autocratic style.

Here are five tips to get started  if you’re a leader looking to empower others:

• Provide clear rules, for example, by providing guardrails for what success looks like and communicating who makes which decisions. Clarity and boundary structures like role remits and responsibilities help to contain any anxiety associated with work and help teams stay focused on their primary tasks.
• Establish clear roles, say, by assigning one person the authority to make certain decisions.
• Avoid being a complicit manager—for instance, if you’ve delegated a decision to a team, don’t step in and solve the problem for them.
• Address culture and skills, for instance, by helping employees learn how to have difficult conversations.
• Begin soliciting personal feedback from others, at all levels of your organization, on how you are experienced as a leader.

How can leaders communicate effectively?

Good, clear communication is a leadership hallmark. Fundamental tools of effective communication  include:

• defining and pointing to long-term goals
• listening to and understanding stakeholders
• creating openings for dialogue
• communicating proactively

And in times of uncertainty, these things are important for crisis communicators :

• give people what they need, when they need it
• communicate clearly, simply, and frequently
• choose candor over charisma
• revitalize a spirit of resilience
• distill meaning from chaos
• support people, teams, and organizations to build the capability for self-sufficiency

Learn more about our People & Organizational Performance Practice .

Is leadership different in a hybrid workplace?

A leader’s role may look slightly different in remote or hybrid workplace settings . Rather than walking around a physical site, these leaders might instead model what hybrid looks like, or orchestrate work based on tasks, interactions, or purpose. Being communicative and radiating positivity  can go a long way. Leaders need to find other ways to be present and accessible, for example, via virtual drop-in sessions, regular company podcasts, or virtual townhalls. Leaders in these settings may also need to find new ways to get authentic feedback. These tactics can include pulse surveys or learning to ask thoughtful follow-up questions that reveal useful management insights.

Additional considerations, such as making sure that in-person work and togetherness has a purpose, are important. Keeping an eye on inclusivity in hybrid work  is also crucial. Listening to what employees want, with an eye to their lived experience, will be vital to leaders in these settings. And a focus on output, outcomes, results, and impact—rather than arbitrary norms about time spent in offices— may be a necessary adaptation in the hybrid era .

How should CEOs lead in this new world?

Just as for leadership more broadly, today’s environment requires CEOs to lead very differently. Recent research indicates that one-third to one-half of new CEOs fail within 18 months.

What helps top performers thrive today? To find out, McKinsey led a research effort to identify the CEOs who achieved breakaway success. We examined 20 years’ worth of data on 7,800 CEOs—from 3,500 public companies across 70 countries and 24 industries. The result is the McKinsey book CEO Excellence: The Six Mindsets That Distinguish the Best Leaders from the Rest (Scribner, March 2022). Watch an interview with the authors for more on what separates the best CEOs from the rest .

Getting perspective on leadership from CEOs themselves is enlightening—and illustrates the nuanced ways in which the new approach to leadership described above can be implemented in practice. Here are a few quotes drawn from McKinsey’s interviews with these top-level leaders :

• “I think the fundamental role of a leader is to look for ways to shape the decades ahead, not just react to the present, and to help others accept the discomfort of disruptions to the status quo.” — Indra Nooyi , former chairman and CEO of PepsiCo
• “The single most important thing I have to do as CEO is ensure that our brand continues to be relevant.” — Chris Kempczinski , CEO of McDonald’s
• “Leaders of other enterprises often define themselves as captains of the ship, but I think I’m more the ship’s architect or designer. That’s different from a captain’s role, in which the route is often fixed and the destination defined.” — Zhang Ruimin , CEO of Haier
• “I think my leadership style [can be called] ‘collaborative command.’ You bring different opinions into the room, you allow for a really great debate, but you understand that, at the end of the day, a decision has to be made quickly.” — Adena Friedman , CEO of Nasdaq
• “We need an urgent refoundation of business and capitalism around purpose and humanity. To find new ways for all of us to lead so that we can create a better future, a more sustainable future.” — Hubert Joly , former chairman and CEO of Best Buy

What is leadership development?

Leaders aren’t born; they learn to lead over time. Neuroplasticity refers to the power of the brain to form new pathways and connections through exposure to novel, unfamiliar experiences. This allows adults to adapt, grow, and learn new practices throughout our lifetimes.

When it comes to leadership within organizations, this is often referred to as leadership development. Programs, books, and courses on leadership development abound, but results vary.

Leadership development efforts fail for a variety of reasons. Some overlook context; in those cases, asking a simple question (something like “What, precisely, is this program for?”) can help. Others separate reflections on leadership from real work, or they shortchange the role of adjusting leaders’ mindsets, feelings, assumptions, and beliefs, or they fail to measure results.

So what’s needed for successful leadership development? Generally, developing leaders is about creating contexts where there is sufficient psychological safety in combination with enough novelty and unfamiliarity to cultivate new leadership practices in response to stimuli. Leadership programs that successfully cultivate leaders are also built around “placescapes”—these are novel experiences, like exploring wilderness trails, practicing performing arts, or writing poetry.

When crafting a leadership development program, there are six ingredients to incorporate  that lead to true organizational impact:

• Set up for success:
• Focus your leadership transformation on driving strategic objectives and initiatives.
• Commit the people and resources needed.
• Be clear about focus:
• Engage a critical mass of leaders to reach a tipping point for sustained impact.
• Zero in on the leadership shifts that drive the greatest value.
• Execute well:
• Architect experiential journeys to maximize shifts in mindsets, capabilities, and practices.
• Measure for holistic impact.

A well-designed and executed leadership development program can help organizations build leaders’ capabilities broadly, at scale. And these programs can be built around coaching, mentoring, and having people try to solve challenging problems—learning skills by applying them in real time to real work.

What are mentorship, sponsorship, and apprenticeship?

Mentorship, sponsorship, and apprenticeship can also be part of leadership development efforts. What are they? Mentorship refers to trusted counselors offering guidance and support on various professional issues, such as career progression. Sponsorship is used to describe senior leaders who create opportunities to help junior colleagues succeed. These roles are typically held by more senior colleagues, whereas apprenticeship could be more distributed. Apprenticeship  describes the way any colleague with domain expertise might teach others, model behaviors, or transfer skills. These approaches can be useful not only for developing leaders but also for helping your company upskill or reskill employees quickly and at scale.

For more in-depth exploration of these topics, see McKinsey’s insights on People & Organizational Performance . Learn more about McKinsey’s Leadership & Management  work—and check out job opportunities if you’re interested in working at McKinsey.

Articles referenced include:

• “ Author Talks: What separates the best CEOs from the rest? ,” December 15, 2021, Carolyn Dewar , Scott Keller , and Vik Malhotra
• “ From the great attrition to the great adaptation ,” November 3, 2021, Aaron De Smet  and Bill Schaninger
• “ The boss factor: Making the world a better place through workplace relationships ,” September 22, 2020, Tera Allas  and Bill Schaninger
• " Leading agile transformation: The new capabilities leaders need to build 21st century organizations ," October 1, 2018, Aaron De Smet , Michael Lurie , and Andrew St. George
• " Leading Organizations: Ten Timeless Truths ," 2017, Scott Keller  and Mary Meaney
• “ Leadership in context ,” January 1, 2016, Michael Bazigos, Chris Gagnon, and Bill Schaninger
• “ Decoding leadership: What really matters ,” January 1, 2015, Claudio Feser, Fernanda Mayol, and Ramesh Srinivasan

Want to know more about leadership?

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My Ideal Leader (Essay Sample)

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Introduction

As a person or a group, we always seek a reference person to resonate our skill and knowledge. Having an ideal leader is important because every person should have a guide or supporter that enlightens their skill and attitude to improve their performance. As a follower, we always need a leader who will always lead us the way. In this case, having an effective leader is essential because they associate us with the background and capability to bring us to a productive endurance to accomplish a certain task efficiently. We often associate our values and principles that have been set-up by our leaders because their thinking capacity and actions make us motivated to follow what they have already contributed to our society.

My ideal leader is a quick thinker because we always want an immediate accomplishment to every scenario that is needed to be settled. As a leader, having the capability to accomplish things in a quick manner enables us to correlate our values and understanding to the practices that we made. Leaders who are quick witted are always granted with the ability to accomplish tasks effectively and accurately. It is important to finish any task ahead of time because as a leader, we always want change and improvements that can improve our values and abilities to improve our skills. An ideal leader that always thinks fast inspires their followers because they are able to show that they are already expert or have mastered a certain routine that can elicit productive practices. Decisions that are made ahead of time increase the capability of managing time effectively. The reason behind is that we are able to lend out extra time to start other tasks to fulfill our goals.

An ideal leader is always responsible for letting their decisions known. As a leader, the character of being affectionate to their followers provides a role to improve their character that can engage in a healthy relationship. This is because leaders are always responsible for upholding the behaviors and attitudes of their followers to prevent any distant relationship with each other. Improving the values of the workplace allow leaders to become more responsible for the decisions made by their followers. In this case, following the hearts and the desires of their followers indicate that leaders are always available to improve their productivity. Encouraging interpersonal relationships between two individuals in the workplace is important because it prevents any risk of developing conflicting interests or misunderstandings at work.

Some say that a leader should have a competitive background; however, an effective leader does not agree that background is always the main basis. This is because it is their present actions that matters most to benefit their follower’s interests. Whenever a leader is ready to fulfill the vision and tasks of their followers, it indicates that they are ready to ensure that their productivity becomes reliable with other stakeholders. An ideal leader is reliable and trustworthy so that they can always gain the cooperation with other individuals. Their influence makes them influential to their followers because they are able to coordinate and teach their followers using their character, leadership, and empathy. These three issues make a leader effective, which could help improve the character of a person to become more reliable with their respective jobs and actions that influence an efficient social policy (Clasen, 2013).

• Clasen (2013) Defining Comparative Social Policy. New York: Academic Press.

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The 13 essential leadership values for anyone leading a team

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What are leadership values?

The importance of a leader with values

13 Important values of a leader

Core values of a leader make for great leadership.

What makes a great leader?

Is it someone who takes command with a firm leadership style ?  

Does it take an ethical leader who seeks to follow their moral compass and embraces the shared values of their employees?

Or is a successful leader one who can transform a company’s culture  so that it allows each individual to thrive? While also reaching company goals  and staying true to each core value of the business?

It is all of these things and many more.

If you’re an aspiring leader who is intent on supporting your team, you might be feeling a little overwhelmed at all you need to be. Especially if you're also focusing on transforming and improving organizational culture. And want to be recognized as exhibiting ethical leadership behavior .

Take a breath because we’ve got your back.

We’re going to explore the 13 core values of a leader that you should foster to be the type of leader you dream of.

Let’s start, in a typical leadership style, at a high level.

Values are the underlying beliefs that guide our decisions and actions and ultimately shape our days and careers.

Leadership values are a subset of those values that positively influence one’s ability to lead effectively or be a ‘good leader .’

You can foster and develop leadership values with time. However, as with many character traits, you will probably have a tendency toward one specific leadership skill or another.

You can uncover these natural leadership qualities  by asking yourself questions such as:

• What values guide my personal life?
• How do I react in common situations (such as when confronted with change)?
• What kind of leaders do I gravitate to (such as a passionate leader or a more strategic leader)? Do you gravitate toward leaders who lead with a strategic foresight ? 

You should also consider this question: What are the goals, mission, and culture of my company?

The leadership values related to effective leadership at your company will lie at the intersection of your personal values and your company’s values.

The importance of a leader with values

Everyone has values , but not everyone exhibits good leadership values.

Anyone in a leadership role should be aware of the values they hold, their strengths, and the areas they can improve on as they grow as a leader.

Because your values determine how you execute leadership, the team environment you create, and the success of your company. The values you display as a leader will permeate your entire organization and affect its performance.

Leaders who adhere to their values earn respect and commitment from their teams. Value-driven leadership can inspire others not just to follow them but to adopt those values as their own.  

By embracing the notion that you can develop leadership qualities, you can also choose leadership values to develop. This is possible both through leadership training and mindful attention and practice.

Let’s review 13 core values that an outstanding leader should demonstrate.

1. Empowerment and development

As a leader, you are in a position of power.

Instead of trying to keep all that power and control for oneself, an effective leader empowers others and amplifies their own impact as a result.

This empowerment can come from formal employee training, ongoing coaching, and workforce development . Mentorship and the delegation of responsibilities can also help.

Empowering others through mentorship and delegation of complex tasks creates a stronger team. With it, you will help build future leaders you can rely on with confidence.

Leaders have the important responsibility of creating and maintaining the organizational vision. What does the company seek to become in the next 5, 10, or 20 years, and what steps are required to realize that goal?

“...As a visionary leader, you should be thinking about more than just the next quarter. You should also be thinking about the next decade, and what your company’s reputation and place in the world will be after 40 quarterly results.”  Mary Barra, CEO of General Motors

When you center vision as a leadership value, this means you keep the big picture at the forefront of your decision-making.

It also means employing foresight to plan for obstacles. Keep an eye out for anything that may get in the way of your company’s vision, and be ready to update the vision as you gain more experience and information.

Successful leadership also includes the leader’s ability to communicate that vision to their team members. The message must be shared in a meaningful, actionable, and engaging way.

3. Communication

“Communication and communication strategy is not just part of the game—it is the game.”  Oscar Munoz, executive chairman of United Airlines

Communication  is the foundation of any relationship.

In a work setting, centering communication as a core leadership value manifests in many ways. It can take the form of conveying context to employees. Or it can be setting clear expectations for individuals and teams. Or even providing and seeking constructive feedback .

A leader may have a clear vision, but unless communication is a driving value, others will not be able to share it.

4. Reinforcement and influence

Positive reinforcement and recognition to your team members are important forms of communication.

“The number one thing that you have to do as a leader: to bolster the confidence of the people you lead.”  Satya Nadella, CEO of Microsoft

When things are busy, it can be all too easy to speed along without making an effort to show that you noticed someone’s contribution.

However, positive reinforcement is a huge aspect of improving employee motivation and engagement. Not only that but in lifting your influence as a business leader.

Without recognition, the motivation of team members  can lag, and their productivity will grind to a halt.

By demonstrating appreciative behavior, you encourage others to reinforce each other too. This helps boost employee morale across the organization.

Empathy  is the ability to understand others, see from their point of view, and feel what they are feeling. It is a value that is held in high regard by many senior executives and good business leaders.

The importance of empathy as a leadership value is not simply to be nice or likable. You can build a far stronger team by exercising empathy and understanding each person’s motivations with whom you work.

Empathy will help you match people’s strengths and skills to roles where they can make the most impact. It will help you build and sustain positive and productive relationships. It will also help you recognize the core values of others on your team.

This is the knowledge that you can harness for the betterment of each individual and the company.

6. Humility

Leaders must constantly be learning . To be in that receptive state of mind requires humility.

Opportunities to build wisdom can easily be lost if you are not willing to recognize and process mistakes. Humility also means knowing when to ask for input from others.

If you have a gap in knowledge in a certain area, seek advice from those with more experience or from coaches. If your strategy is not connecting with your audience, consult the people closest to the work or your customers.

Having a strong sense of emotional intelligence , self-awareness , and humility is a key leadership trait. It prevents leaders from becoming insulated from the outside world. In turn, this allows them to focus on becoming better leaders all-around.

7. Passion and commitment

An extraordinary leader is not only capable of commanding influence or communicating successfully.

They are also:

• committed to meeting organizational goals  
• passionate about the company and their leadership role within it
• and demonstrate ferocious resolve when faced with adversity

A leader with this kind of mindset can motivate everyone around them. Their passion and energy are so infectious that it drives and uplifts the entire team.

As a leader, you can demonstrate respect through many of the behaviors already listed here:

• Empowering others
• Strong communication skills
• Recognition of employee abilities
• Empathizing with the situations of others

Respect should also move in all directions. Treat upper management, your board, employees, and customers with the respect they deserve to gain respect in return.

It’s also important to build a culture  where differences are respected and appreciated. Having diverse viewpoints within the organization is a strength, and those who differ from you in opinion should feel as valued as those aligned with you.

9. Patience

Patience is a value that is often learned with time but is an incredibly important skill for those in leadership roles. At its heart, patience is about delayed gratification .

Leaders need to be patient with new hires who aren’t up to operating speed yet. They also require patience with existing team members who are working out how to deal with complex issues. This is especially true where the leader may be able to tackle with greater ease.

Patience also benefits leaders who have long-term goals, such as quarterly or annual sales targets. These goals can only be achieved incrementally through perseverance and patience.

10. Resilience

A key nature of business is change, and as a leader, you often take the brunt of big changes — or even initiate them.

You must be able to weather these times, not only for yourself but for your team.

This is not to say you can’t have human reactions to challenges, but ultimately your team will respond to how you handle hardship and communicate the outcomes.

Employees look to their leaders for cues during unpredictable phases, and a show of resilience at the top will bolster the entire organization.

Resilience has tangible positive outcomes  as well. As BetterUp’s study on resilience shows, it increases revenue, encourages innovation, and retains employees .

11. Honesty and transparency

Employees want a coach and leader who is honest and transparent about their performance, business objectives and directives, and internal company politics.

Nobody likes to feel like they are being lied to or deceived. A little leadership authenticity goes a long way.

Transparency does not mean telling everyone everything as soon as you hear it — there is a time and a manner in which to convey information.

You want to be aware of how new information impacts people and impart it with care, utilizing values we’ve discussed like empathy, communication, and respect.

Take a company reorganization, for example. You don’t want to sound the alarm that change is coming before you’ve worked out the details. Nor do you want to spring the news on people the day before everything shifts.

Valuing transparency, in this case, would mean communicating why there is a reorganization and getting other company leaders on board with how it affects them and their teams. It could also include hosting a Q&A for everyone who will be affected and setting clear expectations for how and when changes will occur.

“Being transparent about our plans enables us to get better feedback.”  Shantanu Narayen, chairman, president, and CEO of Adobe Inc.

12. Accountability

One of the values that many employees admire in a leader is accountability .

Accountability means taking responsibility for one’s duties and goals and, at times, owning responsibility for the shortcomings of one’s team.

However, strong leaders also need to be prepared to hold their employees accountable for the tasks they are responsible for, which helps to promote personal growth with your team.

13. Integrity

Integrity is a character trait that gains respect and trust.

As a leader, integrity means approaching all of your work with consistency and coherency: the way you communicate with others, carry out your organization’s mission , and approach new situations.

Integrity means honoring commitments (including to yourself) and doing what you say you will do, as well as approaching challenges in ways that are coherent with other values and beliefs.

Leading with integrity can sound abstract because it encapsulates so much, but you can think of it as integrating all of your core leadership values  — the end doesn’t justify the means if the means violate our core values.

The people who work for us notice if we only exhibit our values when times are good. By knowing your leadership values, reviewing them, and having them guide your actions, you will be leading with integrity no matter what your company faces.

Becoming a great leader is a journey that will last your entire career.

Of course, the sooner you start focusing on these leadership values, the faster you’ll become the leader you want to be:

• Empower and development
• Communication
• Reinforcement and influence
• Passion and commitment
• Honesty and transparency
• Accountability

Are you looking for a helping hand in developing your leadership skills? Check out how we help leaders grow .

Enhance your leadership skills

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Maggie Wooll, MBA

Maggie Wooll is a researcher, author, and speaker focused on the evolving future of work. Formerly the lead researcher at the Deloitte Center for the Edge, she holds a Bachelor of Science in Education from Princeton University and an MBA from the University of Virginia Darden School of Business. Maggie is passionate about creating better work and greater opportunities for all.

How leadership coaching helps leaders get (and keep) an edge

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6 Common Leadership Styles — and How to Decide Which to Use When

• Rebecca Knight

Being a great leader means recognizing that different circumstances call for different approaches.

Research suggests that the most effective leaders adapt their style to different circumstances — be it a change in setting, a shift in organizational dynamics, or a turn in the business cycle. But what if you feel like you’re not equipped to take on a new and different leadership style — let alone more than one? In this article, the author outlines the six leadership styles Daniel Goleman first introduced in his 2000 HBR article, “Leadership That Gets Results,” and explains when to use each one. The good news is that personality is not destiny. Even if you’re naturally introverted or you tend to be driven by data and analysis rather than emotion, you can still learn how to adapt different leadership styles to organize, motivate, and direct your team.

Much has been written about common leadership styles and how to identify the right style for you, whether it’s transactional or transformational, bureaucratic or laissez-faire. But according to Daniel Goleman, a psychologist best known for his work on emotional intelligence, “Being a great leader means recognizing that different circumstances may call for different approaches.”

• RK Rebecca Knight is a journalist who writes about all things related to the changing nature of careers and the workplace. Her essays and reported stories have been featured in The Boston Globe, Business Insider, The New York Times, BBC, and The Christian Science Monitor. She was shortlisted as a Reuters Institute Fellow at Oxford University in 2023. Earlier in her career, she spent a decade as an editor and reporter at the Financial Times in New York, London, and Boston.

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Essay on “An Ideal Leader” Complete Essay for Class 10, Class 12 and Graduation and other classes.

Essay No. 01

An Ideal Leader

The ideal leader has got to have sterling qualities, the impression of which should be such that the pupils persons of masses treasure his memory all their lives. The ideal leader arouses love and respect from all those whom he leads. In other words, people naturally feel drawn towards him. This is attributable to his quietly inviting personality which is bedecked with elderliness. The ideal leader aims at winning the hearts of his followers. He should effortlessly create a living bond between himself and the people.

The ideal leader should be in possession of all the qualities that go to make an ideal leader. As a matter of fact it is the efforts and environment and heredity factors that contribute to leadership. Efforts and industry are the key factors towards  making such a leader. If he fails to lead the people well and towards a proper direction he ceases to be an ideal leader.

The ideal leader has, as such, to understand the aspirations of his people and make them realize and feel that he is going to do his best to achieve them their goal. The woes of the people are his woes. He has to share the woes of people and partake their joys. He cannot be selfish. He cannot serve his interest before the interest of people. His quality is self confidence and determination. He can achieve his goals by sticking to his aim and no failures deter him from his path. Righteousness is the beacon light of an ideal leader. He does not believe in any double- dealings. He speaks the same language before  individuals and  parties. Truth is his greatest strength. He does not fear failures and does not celebrate successes. Such leaders do have a deep public base. Wherever he goes people follow him to take his guidance. He does not believe in making a a high image of himself before the media and the public. His success is his reputation as he is always busy in finding his  faults. He does not like to find the weak points in his rival leaders and exploit them for his personal ends. He has no personal life or interest. He is dedicated to his people. He gradually loses interest even in his family members and relatives because they do not matter much to him.   

Only the men of imagination and vision have made spectacular advances and led people to a proper direction. Mahatma Gandhi was a leader with a mass base. He delved  deep into the problems of the masses and saw through the main cause of the suffering of people. He worked with them to solve their problems. He became one among them and succeeded in driving away the Britishers from this country along with making a sound foundation for an independent India.

The ideal leader knows the pulse of his people, loves them, encourages them to fight for their just cause. He inspires them and enthuses new zeal in them. He never misses the track of his people. He is selfless and the good of his people is his ultimate ambition.

Essay No. 02

Leadership in The 21st Century 

Securing and maintaining control over some territory for hunting food is the top existential priority of higher animals. Sometimes they die for it because they must die without it. There are a variety of interesting and amusing ways and means adopted by the different species to demarcate their area of operation.

Our ancestors, too, while living in caves, drove their adult progeny out. Slowly and painfully, and may be accidentally, they must have discovered the strength in number. And first tentative steps forming a society were taken. It is not very surprising, then, that the most primitive societies adopted the animal-political system. The ability to fight best was the criterion for selecting its leader. He had to be strong, cunning and ruthless. When it came to dealing with other societies, it was again the jungle law. Murder, plunder and rape were heroic acts.

Though agriculture began to civilize the members within the society, a new territorial strife cropped up among the member families of the society as also among the members of a family. Laws for property (including wives and children), its transfer and inheritance were formulated. These agricultural societies only refined the animal-political system of settling the issues with force and violence especially with people of other races and tribes.

When the diabolical tool of spiritual subjugation made its entry is an academic point, it is still with us at the close of the twentieth century, with the same deadly effect. Kill or break the spirit and you get the ideal obedient automaton. Human society, then, encountered its first freak—the megalomaniac who craved for more and more territory without any existential needs. With industrialization and onset of democracies, the criterion for leadership changed. It was the first true departure from jungle law as mental prowess (acting, oratory, scheming etc.) now took place of brute force. Complete subjugation gave way to exploitation only. At last we were close to ants’ political organization minus their efficiency and harmony. In this dark political scenario of the present times, there is a silver lining, too. So far we have been fighting for land, water, minerals and other resources. The air was taken for granted and the Ozone layer shielding us from the ultra—violet rays of the Sun was unknown. The nations are for the first time beginning to realize that on the environmental and ecological issues they must sink together if they cannot swim together. This is the truth our present industrial civilization has discovered the hard way on the brink of extinction. Selecting our leaders by mental quality alone is inadequate to meet this challenge. We must devise more effective methods for choosing our true leaders. Some objective mind detector for the safety of the earth and survival of this high-tech civilization is indispensable now. Besides honesty and sincerity, these leaders must be loyal to the mother earth as a whole; not only to a part or parcel.

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Essay on “An Ideal Leader” for School, College Students, Long and Short English Essay, Speech for Class 10, Class 12, College and Competitive Exams.

An Ideal Leader

The ideal leader has got to have sterling qualities, the impression of which should be such that the pupils, persons or masses treasure his memory all their lives. The ideal leader arouses love and respect from all those whom he leads. In other words, people naturally feel drawn towards him. This is attributable to his quietly inviting personality which is bedecked with elderliness. The ideal leader aims at winning the hearts of his followers. He should effortlessly create a living bond between himself and the people.

The ideal leader should be in possession of all the qualities that go to make an ideal leader. As a matter of fact it is the efforts and environment and heredity factors that contribute to leadership. Efforts and industry are the key factors towards making such a leader. If he fails to lead the people well and towards a proper direction he ceases to be an ideal leader.

The ideal leader has, as such, to understand the aspirations of his people and make them realize and feel that he is going to do his best to achieve them their goal. The woes of the people are his woes. He has to share the woes of people and partake their joys. He cannot be selfish. He cannot serve his interest before the interest of people. His quality is self confidence and determination. He can achieve his goals by sticking to his aim and no failures deter him from his path. Righteousness is the beacon light of an ideal leader. He does not believe in any double-dealings. He speaks the same language before individuals and parties. Truth is his greatest strength. He does not fear failures and does not celebrate successes. Such leaders do have a deep public base. Wherever he goes people follow him to take his guidance. He does not believe in making a high image of himself before the media and the public. His success is his reputation as he is always busy in finding his faults. He does not like to find the weak points in his rival leaders and exploit them for his personal ends. He has no personal life or interest. He is dedicated to his people. He gradually loses interest even in his family members and relatives because they do not matter much to him.

Only the men of imagination and vision have made spectacular advances and led people to a proper direction. Mahatma Gandhi was a leader with a mass base. He delved deep into the problems of the masses and saw through the main cause of the suffering of people. He worked with them to solve their problems. He became one among them and succeeded in driving away the Britishers from this country alongwith making a sound foundation for an independent India.

The ideal leader knows the pulse of his people, loves them, encourages them to fight for their just cause. He inspires them and enthuses new zeal in them. He never misses the track of his people. He is selfless and the good of his people is his ultimate ambition.

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My Favourite Leader Essay

Leadership is an important aspect of any society, as good leaders help to provide direction, guidance, and organisation. Leaders can also help to bring about change and progress in a society by setting goals and working towards them. Leaders can also play a critical role in solving problems and conflicts that arise within a society. Here are a few sample essays on the topic ‘My Favourite Leader’.

100 Words On My Favourite Leader

My favourite leader, Mahatma Gandhi, was a beacon of hope and justice in a time of oppression. His unwavering dedication to the cause of Indian independence and the rights of the marginalised inspired countless individuals to join him in his fight for a better world. Gandhi's bravery and resilience in the face of adversity were nothing short of extraordinary. Despite facing discrimination and violence, he never wavered in his commitment to nonviolent resistance and always stood firm in his beliefs. His leadership style was truly visionary, as he believed in the power of the individual to bring about positive change and encouraged others to follow their own conscience. His message of unity and compassion transcended boundaries and brought people from all walks of life together towards a shared goal of creating a more just and equal society.

200 Words On My Favourite Leader

My favourite leader is Mahatma Gandhi who dedicated his life to fighting for the rights and independence of his people. Born in 1869 in Porbandar, India. Gandhi received an education in law in London before returning to India to practise. However, he was not content with simply being a successful lawyer and instead sought to bring about positive change in the world. Gandhi's political career began in South Africa, where he fought for the rights of the Indian community living there. He faced numerous challenges and faced discrimination, and violence, but he never gave up. He also was on the forefront of the independence struggle for India.

Gandhi's leadership style was unique in that he believed in the power of the individual and the importance of personal transformation which is something I find truly inspiring.. He encouraged others to follow their own conscience and to be the change they wanted to see in the world. Gandhi also believed in the importance of unity and worked to bring people from different communities and backgrounds together. His ideas and actions continue to influence people today, and he is considered one of the greatest leaders in history. I only hope that I can follow some of his principles in my life.

500 Words On My Favourite Leader

My favourite leader is Mahatma Gandhi, who was an Indian independence activist and is considered to be the father of the nation. Gandhi was born in 1869 in Porbandar, a small coastal town in Gujarat, India. He received his education in law in London and later returned to India to begin his legal practice.

However, Gandhi was not satisfied with simply being a successful lawyer; he wanted to bring about positive change in the world. Gandhi’s political career began in South Africa, where he fought for the rights of the Indian community living there. He faced numerous challenges and faced discrimination and violence, but he never gave up. Gandhi believed in the power of nonviolent resistance and used it as a tool to fight for justice and equality.

Gandhi's Philosophy And Nonviolent Resistance

Salt Satyagraha is considered as one of Gandhi's most famous campaigns, in which he and thousands of others marched to the coast of Gujarat to collect salt from the sea, defying the British law that imposed a tax on salt. This campaign was a symbol of resistance against British rule and became a turning point in the independence movement. Gandhi was also a spiritual leader and believed in the importance of living a simple and humble life. He embraced a philosophy of self-sufficiency and believed that people should rely on their own resources and abilities rather than relying on others.

Gandhi's philosophy of nonviolent resistance and self-sufficiency has inspired many people to adopt a more sustainable and compassionate way of living. His ideas about the power of the individual and the importance of personal transformation have encouraged people to take action and make a positive difference in the world.

Gandhi's leadership and message continue to inspire and influence people around the globe, making him a truly remarkable and enduring leader. His leadership and determination inspired millions of people around the world, including Martin Luther King Jr. and Nelson Mandela. His ideas and actions continue to influence people today, and he is considered one of the greatest leaders in history.

Gandhi’s legacy is one of nonviolent resistance, unity, and personal transformation. His message of peace and justice resonates with people of all ages and backgrounds, and his influence continues to be felt around the world. Gandhi's leadership and dedication to bringing about positive change in the world makes him my favourite leader.

My Inspiration

One incident that inspires me the most about Gandhi, is the Salt Satyagraha of 1930. This was a non-violent protest against the British-imposed salt tax in India, and it was a significant moment in the Indian independence movement. Gandhi believed that the salt tax was a symbol of British oppression and he saw the Salt Satyagraha as an opportunity to unite the people of India against British rule.

He called for a nationwide protest in which people would march to the sea and collect their own salt, defying the salt tax and the British law that banned the production of salt by Indians.

This incident inspires me because it shows the power of nonviolent resistance and the ability of one person to bring about change. His leadership and determination were instrumental in leading India to independence and his legacy continues to inspire people around the world today.

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The Ideal Future Leader

Leadership is a relevant topic in various fields and disciplines today, such as business, politics, healthcare, and religion. Every aspect of the economy entails an individual appointed or elected by other team members to inspire change or lead them toward accomplishing strategic goals. A feature of a leader may include recognized style, traits, behaviors, or attitudes they need to have or apply in their area of influence to cause effective change. For instance, leaders who demonstrate empathy, honesty, humility, or open-mindedness possess qualities that allow them to be more effective in their duties and influence or inspire their followers. Leaders are responsible for effectively addressing challenges in the present and the potential future. To better tackle issues, individuals in higher authority should have qualities that directly align with immediate problems to ensure positive change.

Constant shifts in the business, political and technology, and education environment, whether positive or negative, affect countries and call the need to adjust leadership tactics to stand out as exceptional. Most individuals have a specific perception or expectations they associate with leaders, whereby they view certain traits as more important (Stelmokienė & Endriulaitienė, 2020). Leadership in the modern world requires individuals elected or appointed for the role to demonstrate specific attributes in line with the fast-paced changes and challenges arising. Various theories and research materials provide an evidence-based approach to inform practical leadership attributes. The leadership qualities and features an individual possesses and demonstrates determine the sense of direction, level of productivity, and progress among their subordinates.

Contemporary Issues in Leadership

Leaders become ideal when they display certain qualities and traits that encourage and inspire people during hard times. The emergence of catastrophic or unstable situations in society demands leaders to take charge and guide individuals through those hard times, encourage them to overcome fear, and work harder through those hard times. Leaders in different organizations and institutions face multiple dynamic, social, and emergent challenges and complexities. The crisis of environmental degradation, global warming, and carbon dioxide (CO2) emissions has been a topic of discussion for decades and is still relevant now and possibly in the future (Asbari et al., 2020). Additionally, the COVID-19 global pandemic that first emerged in 2019 is a health crisis that no citizen, group, organization, or nation had anticipated. This global pandemic has torn down countries, towns, neighborhoods, and cities and affected most individuals’ sources of livelihood, health, and wellbeing (Mora Cortez & Johnston, 2020). Leaders also encounter social challenges concerning the inability to make decisions in the sense of urgency in consideration of contributions from multiple stakeholders who hold diverse views and perspectives on different issues, hence giving rise to conflict.

However, throughout history, specific world and business leaders or individuals have shown up in times of uncertainty and helped others through the hard times. For instance, Ernest Shackleton, the 1915 Atlantic explorer, demonstrated effective leadership when his ship got stuck on ice. He and his crew had to stay on a floating iceberg all winter (Koehn, 2020). Shackleton delegated duties and responsibilities to all crew members, such as manual labor, to acquire food and products that would sustain them throughout the period (Koehn, 2020). Similarly, when the 1971 Washington Post’s leader, Katherine Graham, faced opposition from the government concerning publishing Pentagon papers, she demonstrated courage, guided her editors and journalists, and encouraged them not to fear. These leaders have shown strength in calamity and established a strong legacy and reputation. Effective leadership and administration facilitate better response to a crisis and social changes, resulting in permanent solutions.

Transformational Leadership

Rapid globalization and modernization in the current world are shifting the market dynamic and demanding advanced knowledge and expertise in leadership for overall success. Constant innovation, creativity, and entrepreneurship are core determining factors for growth and success in every field of operation. Transformational leadership fits the mold of an ideal leader because it is mainly future-oriented and designed to effect positive changes for generations to come (Stelmokienė & Endriulaitienė, 2020). Transformational leadership refers to motivating and inspiring individuals to achieve stipulated goals and exceed performance expectations in the organization (Grošelj et al., 2020). These leaders often share and clarify their vision for the future and empower subordinates to make it their own and work toward achieving it. For instance, Nelson Mandela used transformational leadership in the efforts to eliminate racism in South Africa and cause positive change in the country (Reza, 2019). Similarly, companies ranked in the Fortune 500 global list, such as Walmart, Apple, and Exxon Mobil, have enjoyed successful transformation primarily through innovation under the leadership of specific individuals; Timothy Cook, Darren Woods, and McMillon.

Transformational leaders display a high level of charisma when they change outdated systems and processes and introduce new, current ways of handling tasks. A leader must apply inspirational motivation and understand the global market and environmental changes (Islam et al., 2021). For the successful transformation of organizations, a leader has to achieve intellectual stimulation by encouraging individuals to think creatively and critically when handling tasks or solving problems (Reza, 2019). Similarly, a transformational leader needs to apply the element of individualized consideration by offering individual support, care, and concern for subordinates.

Despite evidence-based proof of the effectiveness of transformational leadership in leading change now and in the future, certain scholars claim the style is antidemocratic and emphasizes heroics rather than teamwork and collaboration (Asbari et al., 2020). However, researchers have challenged this statement by arguing that transformational leaders can be democratic, participative, or directive. Additionally, this leadership trait is multi-faceted and does not entail the element of charisma solely. Another main criticism and weakness of this style are that leaders may misuse it for self-interest and mislead followers. To counter this argument, researchers propose authentic leadership encompassing attributes of self and moral awareness to deal with the problem of charisma. Transformational leadership behavior is a practical approach to keeping up with technological changes and shifts in the market.

The issue of sustainability and corporate social responsibility (CSR) is crucial in the current economic environment that helps organizations gain public trust and retain a pool of highly skilled and talented individuals. Integrity allows individuals to maintain consistency in their beliefs, values, and behavior to influence positive change (Al-Abrrow et al., 2019). Many organizations and institutions have adopted the concept of CSR as a self-regulation strategy and a source of competitive advantage, especially after the massive disruption brought about by the COVID-19 pandemic. Integrity refers to being honest and demonstrating the ability to adhere to moral principles and values (Engelbrecht et al., 2017). For a leader to be ethical, they have to apply integrity in their decisions and operations. A leader’s attitude affects the productivity and engagement of employees in organizations. Leaders are responsible for establishing clearly defined organizational policies, daily control practices, principles, culture, and core values that are desirable and will contribute to long-term survival. Leading with integrity entails analyzing one’s values and beliefs and sharing them with subordinates in every situation (Hemberg &Salmela, 2021). Public criticism is a significant challenge in leadership, where subordinates lash out when leaders fail to deliver on their promises and expectations associated with practicing integrity. Hence, demonstrating integrity allows leaders to develop a trusting relationship with followers.

Employee retention is a crucial challenge in the job market today. Leaders need to encourage an open culture and decision-making procedure to minimize high turnover and enhance performance. Findings from a structural model comprised of 204 South African employees reported a positive relationship between consistency, reliability of moral behavior, and trust among followers (Engelbrecht et al., 2017). Despite the valuable insight generated from the study, the research only focuses on a single data source rather than including peer ratings or self-assessment among leaders to determine the relevance of leadership integrity. Similarly, the sampling technique applied in this research does not represent the general business population effectively, thus limiting the significance of the findings. The social exchange theory (SET) suggests that establishing trust between leaders and subordinates relies on quality interactions and relationships. Economic and social rewards such as money, open sharing of ideas, and satisfaction are relevant forms of relational exchange in interactions (Cortez & Johnston, 2020). The concepts of leadership and SET are interrelated in this context because displaying integrity enhances trust. In the future world, business or academic leaders need to demonstrate integrity in their words and follow through with corresponding actions that will build confidence and facilitate better policy formulation and adherence to ethical requirements.

Emotional Intelligence

Organizations and institutions face constant market pressure to shift strategies and methods of operation to ensure they survive and maintain relevance. As the world is still recovering from the COVID-19 pandemic that has paralyzed various sectors and resulted in millions of death, leaders in those sectors should implement changes to counter the losses accrued. Leaders in the education sector adopted different best practices upon the onset of this crisis, especially emotional intelligence, to connect with people and empathize with their needs (Fernandez & Shaw, 2020). The academic leaders wrote to stakeholders to acknowledge the severity of the pandemic and offer assurance of their efforts and plan to address the issue. Connecting with and understanding the teachers, students, and parents’ emotions and concerns over the challenge facilitated a quick response and transition to home-based learning.

The ability model states that emotions are a relevant source of information that leaders can process, utilize, and respond intelligently in a dilemma or change situation. The ability to perceive, use, understand, and manage emotions enhances emotions, which are crucial aspects of this model, facilitating emotional intelligence (Lee, 2019). Goldman’s competency model of emotional intelligence comprises various competencies and skills categorized into four groups to influence performance in a personal and social context. Training of future leaders will help them develop emotional intelligence for effective leadership. For instance, implementing a Leading Nurses Program for 3,750 nursing home residents facilitates the development of emotional intelligence and new skills for effective handling of duties (Crowne et al., 2017). Leaders who possess emotional intelligence traits are often aware of their emotions and others’ and can efficiently regulate or utilize them to perform assigned responsibilities.

Change often results in emotional turmoil, causing anxieties, uncertainties, or fear, particularly when the matter challenges their values and beliefs, thus making them reluctant to accept it (Issah, 2018). Present and future leaders should be able to connect with followers and respond to their needs with empathy for organizational effectiveness. Due to the sense of urgency or vision, leaders often lack patience and insist on getting things done their way without considering followers’ needs and values. The issue of diversity and gender equality in the workplace, government, schools, and other institutions is garnering massive attention in the 21 st  century (Lubbadeh, 2020). Thus, current and future leaders should show emotional intelligence by applying empathy, self-awareness, and sensitivity to understand the perspective of others before making decisions or offering advice. This leadership trait can also have a dark side in instances where leaders may use it to promote self-interests leading to strategic action (Lubbadeh, 2020). A leader with high emotional intelligence may use it to manipulate subordinates to engage in immoral and unethical practices. Individuals with narcissism and psychopathic tendencies may use their emotional intelligence to guide people to the wrong path with malicious intent. However, other empirical studies argue against the shady side of this leadership feature by suggesting that it is double-faceted. Leaders can utilize emotional intelligence to advance themselves or subordinates and achieve self-centered goals at their expense.

Influential leaders in different aspects have to possess strong leadership qualities that will facilitate proper guidance. During periods of intense difficulty and calamity or disaster, leaders have to rise to the occasion and guide their followers through those hard times. Additionally, present and future leaders are responsible for leading change in their areas of influence. Four distinct models, including trait, ability, and competency, entail unique forms and means of measuring and understanding emotional intelligence. Transformational leadership, emotional intelligence, and integrity are qualities ideal current and future leaders should have to deal with contemporary challenges effectively. However, leaders should avoid any form of trickery, manipulative or dishonest actions that may lead followers astray for selfish gain. Therefore, current and future leaders should possess specific qualities that will drive change and empower, inspire or motivate followers toward better days.

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