Leadership in management ppt with case study

Ppt about leadership

1. Leaders h ip in Management By: Arpita Mohata, Ashutosh, Anusha Verma, Sneha Nagar, Yash Chandra, Yash Agnihotri (In speaking order)

2. Definition and Scope of Leadership Leadership, at its core, is the ability to influence and inspire others towards the achievement of a shared vision. It goes beyond simply giving orders; it involves motivating, guiding, and empowering individuals to contribute their best. The scope of leadership extends far beyond individual roles. Effective leaders cultivate a positive work culture, foster innovation, and drive organizational success. Influence The capacity to guide and shape the actions and decisions of others. Inspiration The power to ignite passion and enthusiasm in others, motivating them to strive for excellence. Vision A clear and compelling picture of the desired future, guiding the team's direction and efforts.

3. Types of Leadership Styles There is no one-size-fits-all approach to leadership. Different situations call for different styles. Understanding the common leadership styles is crucial for adapting to various contexts. This can help managers find their most effective leadership approach. Autocratic A leader who makes decisions independently, with little input from the team. This style can be effective in crisis situations but may stifle creativity and engagement. Democratic A leader who encourages collaboration and seeks input from the team. This style fosters engagement and creativity but can lead to slower decision-making. Laissez-Faire A leader who provides minimal guidance and allows the team to operate independently. This style can empower self-directed individuals but can also result in lack of direction.

4. Challenges in Leadership Leading effectively is not without its challenges. Every leader faces obstacles that require careful navigation. Understanding these common challenges can equip managers to address them proactively. 1 Communication Gaps Misunderstandings and ineffective communication can hinder collaboration and create friction. 2 Conflict Management Addressing disagreements and conflicts constructively is essential for maintaining a healthy work environment. 3 Change Management Successfully navigating organizational changes requires clear communication, empathy, and strong leadership. 4 Delegation Balancing control with empowerment when delegating tasks can be a delicate balancing act.

5. Qualities of an Effective Leader Effective leadership is not solely about position or authority; it's about possessing certain qualities that inspire trust, respect, and followership. These qualities are crucial for building strong teams and achieving success. Integrity A leader with integrity is honest and relies on their own moral compass and values to make decisions for the organization. An individual with a strong sense of integrity is motivated to do what is right simply because it is right. They will make that same decision whether they have an audience in public or whether they are working in private. Resilience One of the most important qualities a leader can have is resilience. The ability to quickly learn from mistakes and bounce back from a failure — whether personal or professional — is invaluable when you have a team of employees looking to you for guidance.

6. Communication Strong communication skills are essential for effective leadership. A good leader can clearly articulate their expectations, provide constructive feedback, and actively listen to their team members. They are skilled at both verbal and non-verbal communication, ensuring that their message is understood and well-received. Effective communication fosters collaboration and encourages open dialogue, enabling a team to work together efficiently and harmoniously. Vision A good leader possesses a clear vision for their team or organization. They can articulate this vision effectively, inspiring their team to work towards a common goal. A leader with a strong vision is able to anticipate challenges and adapt their strategies to overcome obstacles. This foresight enables the team to stay focused on their objectives, even during turbulent times.

7. Confidence Confidence is essential for effective leadership. A good leader displays self-assurance, which instils trust in their team. Confident leaders can make difficult decisions and take risks when necessary, knowing that they are supported by their team. It is important for a leader to remain calm and composed in high-pressure situations, as this will ensure their team remains focused and motivated. Decision-making Good leaders are able to make sound decisions in a timely manner. They can weigh the pros and cons of a situation, gather input from their team, and make choices that align with their team’s goals and values. Effective decision-making requires a leader to remain objective and impartial, taking all relevant factors into consideration. A leader who can make well-informed decisions will demonstrate their competence and expertise to their team, garnering trust and support.

8. Developing Leadership Skills Leadership is not an innate trait; it's a skill that can be developed through continuous learning and experience. Investing in leadership development can equip managers with the tools they need to excel in their roles. 1 Self-Awareness Reflecting on your strengths and weaknesses is the first step in leadership development. Identifying your leadership style and areas for improvement is crucial. 2 Mentorship Seeking guidance from experienced leaders can provide invaluable insights and support. Learning from mentors who have walked the path can accelerate your leadership journey. 3 Training and Development Formal training programs, workshops, and courses offer structured opportunities to acquire new skills and expand your leadership knowledge. 4 Real-World Experience Taking on leadership roles and challenges, even in small capacities, provides practical experience and helps you refine your skills in real-world situations.

9. Case Study: EY's Bad Working Culture Ernst & Young (EY), a global professional services firm, faced a crisis in its work culture, leading to a tragic increase in work pressure on employees. This case study highlights the devastating consequences of unchecked leadership issues and the need for systemic change. Issue Description Excessive Workload Employees reported relentless pressure and unrealistic dead lines, with work being assigned at 9 PM with an expectation of a morning submission . Toxic Work Environment Continuous reminder of work and propagation of toxic culture by using remarks like, “ You will have a hard time with this manager.”. Lack of Support Employees felt unheard and unsupported, with inadequate mental health resources . Meetings are being delayed for irrelevant reasons, such as watching a cricket match. McKinsey & Co. / IIM Calcutta / IIT Madras Chartered Accountant / Bcom / National Level Debator

10. Causes of Poor Leadership at EY EY's work culture issues stemmed from a combination of factors related to leadership. These factors contributed to a toxic environment that ultimately had tragic consequences. Lack of empathy and understanding Leaders failed to recognize and address the toll that excessive workload and pressure were taking on employees' well-being. Hierarchical and Authoritarian Culture A rigid structure with limited opportunities for employee feedback and participation created a sense of powerlessness and isolation. Focus on Profit over People An overwhelming emphasis on financial performance at the expense of employee well-being created a culture where mental health was undervalued.

11. Lessons Learned and Recommendations EY's case serves as a stark reminder of the importance of ethical and responsible leadership. The firm's response to the crisis has highlighted the need for significant changes in corporate culture and leadership practices. This case study provides valuable lessons that can be applied across organizations to foster healthier and more sustainable work environments. 1 Prioritize Employee Well-being Organizations must recognize that employee well-being is essential to long-term success and invest in initiatives that support mental health. 2 Foster Open Communication Creating a culture of open dialogue and feedback enables leaders to address concerns early and prevent issues from escalating. 3 Empower Employees Giving employees a voice and a sense of ownership encourages engagement and promotes a positive work environment. 4 Promote Ethical Leadership Organizations should hold leaders accountable for their conduct and foster a culture of ethical decision-making. Gen Z founders working to make the world a better place Gen Z employees are calling out workplace bullies HR Brew Quit-Tok: Gen Z trend exposing toxic workplaces Quit-Tok refers to the trend of employees, primarily Generation Z, sharing videos of their resignation or layoff stories publicly … on TikTok.