Research Paper On The Role Of Behavior In The Leadership Process

Leadership is a process that requires high levels of expectations from various quarters. When it comes to leadership development, traits and behaviors come into critical focus. In situations where a leader has to implement an organizational change in a firm or company, the responsibilities are usually so overwhelming. The success of such ventures does not just require a plan or adequate resources. Of much greater importance is the behavior exhibited by leaders during such momentous journeys. Plans may be so great and the human capital equally up to the task. However, the role of the behavior of the leaders plays an essential factor in determining success.
The behavior of leaders impacts upon the staff, the customers, and other stakeholders either adversely or positively. Unlike the management that strictly relies on tangible, measurable abilities that include adequate planning; the application of reliable communication techniques; and organizational systems, leadership entirely relies on character, inspiration, and vision. Other fewer tangible requirements of a little are things like trust, decision-making and honor. These cannot be processes or acquired skills, neither are they entirely inborn or a result of experience. They are facets of humankind that are powered mainly by the leader’s personal character and most notably, his or her emotional reserves.
Leadership does not rely on the method of management procedures a leader employs; it is primarily banked on the ways that the leader applies management processes and techniques. Therefore, even during times of change management, good leadership depends entirely on attitudinal behavior, not management processes. These practices play an essential role in the development of the leadership process that is vital for relationship building.
Confidence in a leader is paramount. A leader must be able to show belief in the plans and directions he gives. During organizational change, many employees may not trust the new methods of doing things. They may have doubt if the introduction of a new system will guarantee previous success seen by the company. Confidence and complete belief in the new processes by the leader is enough to assure other employees to follow suit and work at ensuring the business reaches its highest possible goals. A good leader must not detach himself from the workers by communicating fear. Confidence must be shown in speech, body language, intense focus, and renewed energy. Such behaviors develop not only the leader, but also the staff and the entire company.
Positivity is another form of behavior that should be adopted by leaders. Change times in companies are uncertain times for most employees. Most employees do not know how they individually stand to benefit from the changes proposed by the management. Positivity comes in vehemently in this situation. A leader must behave positively by giving realistic hope and acting in a manner that promises a better future. The downsides of not having a positive leader are the probability of stirring hopelessness and negativity among employees. Such eventualities communicate failure on the parts of the leadership.
During the change management process, there is usually lots of laxities. Reasons that contribute to this are that staff may feel like their interests may not be catered. To make matters worse, when a leader exhibits no passion, it serves to prove the employees right. In their minds, if the changes were to bring good returns even to the leader, then he would be passionate, but if he isn’t, the changes pose a potential danger to all of us. If the company is to implement a successful organizational change, then a leader has got to be passionate and have massive energy in discharging his duties. Passion is contagious and once a leader behaves passionately to a few processes in the organization, then automatically, the same will have a domino effect on the staff.
Treating employees with humility is essential. In the modern world, authority is frequently detested. Systems of management and the entire leadership process have changed. It calls upon the leaders to behave in a humble manner in order to reap good results. Human beings, the employees, in particular, are emotional in nature. One part of a person that determines how they respond to changes is their emotions. Healthy emotions, both from the leader and the staff are an incredible investment for the company. In giving directives, the leader must do so in full realization that he or she is dealing with a person of emotions and not machines. Humility is one of the purest forms of behaviors a leader can exhibit. In fact, a humble leader will always have his way with his or her employees. In uncertain times like introduction of far-reaching changes in an organization, a leader who respects his peers will be very effective and efficient.
Sensitivity on the parts of the leaders is equally of an undoubted necessity. Workers have needs and concerns. They have interests and views of the place and the person for whom they are working. A leader who listens to his or her employees concern gets to achieve much greater results. Sometimes it is isn’t about the company programs or plans that are failing or succeeding. It is how the particular needs of staff are handled. When the employees suggest a thing or two, it should not be wished away just because it is not part of the total scheme. A strategy that is not flexible to the plight of the human capital is doomed to fail. Employees must feel that they are appreciated and that the leader recognizes that they also require a little respect and sensitivity.
One of the most needed traits of a leader is the ability to motivate his or her followers or workers. Motivation can be packaged in various ways. These range from gifts of appreciation, to paid leaves, increases in wages and payment of overtime. When these actions are taken, the leader gets leverage in leading his team. A motivated staff will do anything the leader asks them to do. Therefore, in case there are any sweeping changes to be done in the company, the employees will own the whole process of change. it is so because ahead of their efforts isn’t just a motivated leader but one who motivates them too.
Teamwork, respect and trust cannot be gainsaid. These are the some of the core behaviors that hold the key to a leader’s success or failure. A leader must be part of the entire team, and not just some boss detached from the group. Doing this not only earns the leader respect but also earns him immeasurable trust among employees. Trust in a leader is so essential when a company is influencing some changes on how it does its business. With that in consideration, the staff will be able to believe the changes communicated to them by the leader. They will take it as a personal initiative to put in place any changes because they not only respect and believe in his vision, but they also trust his character in leadership.
How a leader behaves is far more important than the systems and management techniques put in place by an organization. The behavior of a leader is by far the greatest determinant in the implementation of a change strategy. People are more easily at ease with leaders they consider their role models. Role models are people of substantial personal character even out of their designated roles as leaders. They succeed more quicklyin leading positions, rarely because of what they do, but because of who they are.

REFERENCES

Boje, D. (2000, December 7). Behavior Theories of Leadership. Retrieved March 24, 2015, from New Mexico State University.edu: http://business.nmsu.edu/~dboje/teaching/338/behaviors.htm
Karriene Kalshoven, D. N. (2009). Ethical Leader Behavior and Leader Effectiveness:The Role of Prototypicality and Trust. International Journal of Leadership Studies, 1-19.