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Effective Leadership Skills Necessary for Leadership Issues instead of Management Issues

Leadership is the art of effecting radical, transformative change through forethought, vision, and strategy. Key leadership characteristics include inspiring followers and making quick, flexible choices. On the other hand, management entails carrying out regular, scheduled operations with the assistance of subordinates. The manager’s exclusive responsibility is to carry out the four core managerial tasks of planning, controlling, leading, and organizing (Duggal, 2022). One of the essential qualities in a leader that will enable them to spend more time on leadership issues and less time on management issues is the capacity to convey ideas directly and diplomatically. There is more to effective communication than just hearing others out and reacting thoughtfully. Being explicit about what you want and need, clarifying misunderstandings, and providing helpful information are all components of effective communication. The most effective leaders are also excellent communicators, using their words to motivate and enliven their teams (Nawaz & Khan, 2016). Another skill is inspiring and motivating their teams by their motivation, inspiration, and motivation. Take the time to get to know the people under your leadership so you can better understand their skill sets, challenges, and goals. Not only will they appreciate the effort, but you’ll also gain insight into how to inspire them to do better. Keep reminding them how their hard work is helping, and push them to reach their full potential by setting ambitious but achievable goals and providing them with challenging yet achievable obstacles. Leaders are concerned with boosting morale and inspiring their followers. Leaders seek to instill a sense of urgency in their followers to take risks in pursuing shared objectives and challenge the status quo (Wajdi, 2017).

Management as an Art and Science

Management is interdisciplinary, encompassing elements of both science and art. It is classified as a science because of its systematic approach to knowledge acquisition and the presence of objective truths within its body of knowledge. Management is often considered an art form since every manager relies on their unique experiences and expertise in their work. Science provides knowledge, whereas art is concerned with applying skills and knowledge (O’Hare, 2010). Managers need management so that they may use their intuitions, judgments, and “gut feelings” in addition to the theories and evidence they have studied in the past when making decisions. Managers need “conceptual skills,” or the ability to think critically and develop novel solutions to their organizations’ problems. The process of translating abstract notions and ideas into a workable strategy for implementation is commonly referred to as planning. Therefore, the ability to conceptualize the plan’s potential benefits and drawbacks is also necessary. Second, managers must have humanity skills, including communication and interpersonal relational abilities. Humanity’s abilities include good communication with others, such as when managers collaborate with and engage with their staff. Managers who can persuade and connect with their teams personally are more likely to have their efforts rewarded with greater enthusiasm and success (Setiawan, n.d).

Covey’s (1991) Approach to Resolving Managerial Issues

Managerial issues entail matters that require decision, investigation, or action, such as disciplinary procedures, complaints, absence of the intern, periods of sick or annual leave, awards of benefits and payment, performance issues, and company induction procedures. According to Covey (1991), one of the approaches to resolving managerial issues is promoting a habit of mutual gain. Win/Win is a mental and emotional state that seeks mutual gain in all human interactions. Win/win solutions or agreements are mutually beneficial and pleasant. With a win-win solution, all stakeholders are satisfied with the decision and devoted to the action plan. Win-win agreements clearly define desired outcomes, instructions for achieving those outcomes, resources available, accountability metrics, and punishments (Covey, 1991). The same holds for efficient risk management. The group’s leaders want their employees to have a teachable attitude that places a premium on helping each other out rather than putting the spotlight on who’s at fault. Possibilities and dangers can each be assigned owners in a risk register. At this point, management may decide to fund certain initiatives or mitigating measures. The risk management procedure emphasizes loops of feedback, standards, responsibility, and repercussions. Win-win techniques foster a positive working relationship amongst all parties involved in a negotiation. In a win-win negotiation, all sides believe they can work toward a mutual gain. This common objective permits each participant in a win-win negotiation to collaborate, and they may explore future collaboration with the other party (Indeed Editorial Team, 2021)

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