leading notes.docx
meaning and what is the purpose of leadership and what are the different
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styles that you could apply if say for example you are put in that particular
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situation now if you're going to remember that in the aspects of
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management there are four elements to it basically you have your planning
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organizing leading and lastly monitoring and or controlling now leading on its
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own is actually a very essential part when it comes to running a business or
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running a particular company say uh per se
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since take note that your employees will not actually act if they are not being
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led by a leader take note that leaders must be stewards towards their um
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constituents wherein they will guide their constituents their um
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subordinates as to how they should do the work now in the aspect of leaders
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leadership there are two aspects or there are two ways on how you could do
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it actually not depending on your position so you have your directing and
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your supervising now as you can see here directing will have a wider scope as
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compared to supervising but what do we mean here now if you say directing you
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are actually taking into consideration each and everyone that you could um
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guide see for examples if you are a top level manage uh uh top level manager
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then of course there would be a lot of people who would be under you what do we
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mean by that you're going to examine the performance of each and every people
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that you're going to um handle whereas in the aspect of supervising no it is
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actually restricted to lower level management wherein people in this
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managerial level would actually just be supervising just a minimal amount of
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people now other um differences between the two would
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include the following no in the aspect of
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directing those leaders at that particular level of management would
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formulate uh formulate policies and take important decisions however in the case
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of supervision or supervising this will actually just allow for the
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implementation of the policies that were constructed by the top level management
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and as you can see here for directing this will now lead the efforts
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of the managers and supervisors whereas for supervising take
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note that supervisors will now measure the efforts of employees under their
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commands so yes there is uh there are a lot of differences between the two
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however this is actually very important to consider especially if you're going
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to consider what type of manager are you do you belong to the top level
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management or do you belong to the lower level management this will now dictate
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how you're going to lead your people whether you're going to direct them or
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you're going to supervise them now in the aspect of directing take
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note that this will now refer to the means employed to number one encourage
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all personnel in the organization to accomplish whatever assignment may be
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given to them by management in order to achieve the objectives in the matter
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they were planned and organized so basically directors or yeah top level
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management are responsible in uh to um monitor and also even to see
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if the people that are assigned to a particular task are actually
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accomplishing the objectives that they are set to do so basically directing
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would now uh check the performance of the work although yes if we could say
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that it could be a part of a monitoring and controlling scheme take note that it
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uh or rather being a leader you have to also apply those but in the aspect of
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leading take note that you have to encourage so this is the difference uh
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between monitoring and directing in this case no as leaders you have to learn how
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to encourage your people on how to do the things they are supposed to do now
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as leaders or as managers I want you to take note that you are the figure head
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thus if you are working diligently and you are working properly then your
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subordinates will look up to you because they see you as an example as to how
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they do the work thus as a manager encouragement is a very important aspect
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in the process of directing now if we're going to consider
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now the elements of directing there are actually a lot no but we could actually
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sum it up into four aspects so first they have
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supervision leadership
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motivation and communication so basically these are the four elements of
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directing now in the aspect of directing yes you still have to supervise the work
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of your subordinates as directors however you have a wider scope of
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supervision however supervisors have a narrower set of supervision since they
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are focusing mainly on those people who are under and typically there's just
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somewhere around two three maybe even five or 10 however for top level
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management there could be a lot say for example 50 or maybe even 100 so in the
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aspect of uh of supervising as a director or even as a supervisor this
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will now make you oversee the work of your subordinates in the aspect of
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directing take note that a sense of leadership may be needed or is needed I
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should say so leadership may be defined as a process by which manager guides and
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influences the work of subordinates in desired direction so what do we mean by
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that now take note that as managers you are leaders not captains or maybe even
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not even kings or monarchs in the uh managerial line now you have to guide
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your people on how they should do their work you're not just going to command
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them no you have to teach them in a way that they will understand say for
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example no you have to consider how your people would learn best would they learn
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best by doing would they learn best if they will see an example or would they
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learn best if they're going to listen so as a director or as a supervisor
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supervisor you have to have this sense right here
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now another element of directing would involve motivation wherein it will just
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simply mean inspiring stimulating or even encouraging your subordinates with
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passion to work now again as figure heads you have to remember that your
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subordinates are looking up to you thus you have to motivate them to work well
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by you doing your work well as well okay now in the aspect of mo uh motivation
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take note that this could be either a positive or a negative type of
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motivation so when we say a positive mo motivation we're going to appraise their
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work okay we're going to praise them in a way that they will be uh they will
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feel that they are valued okay negative motivation would typically mean
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reprimmendation because of a poor job done by your subordinates now depending
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on how the outcomes are you have to give the proper motivation to your
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subordinates so that they will continue to work
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without having any bad blood with you and of course as leaders or as directors
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you have to have a proper set of interpersonal skills thus communication
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is actually necessary in the aspect of directing because this will now help you
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tell people what is to be done and you have to explain how to do it thus you
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have to build your interpersonal skills in this case because if your workers do
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not understand you then would you think that they would do the right thing think
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about it now if we're going to see leadership
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and management here take note that leaders must be aware of their role
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within the management line thus it uh what in whatever um level of management
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you are take note that managers must be able to lead and manage at the same time
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okay a management is more formal and scientific whereas a leadership will now
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involve more persuasion influence and motivation so let's talk about points
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two and three here okay management is more formal and scientific so
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basically if you have already a plan you have to stick to it since managers
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particularly top level managers would want to accomplish the obset objectives
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that are set forth because of the plans that are already made however take note
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that you as a leader but not just a manager would have to motivate your
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people okay take note that as leaders again you have to have a proper set of
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interpersonal skills okay you're not just sticking by the book but you also
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have to have means in order uh you have to have means of communication with your
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people so that they will do the work properly and they will not just be like
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robots working in a factory okay now leaders would have to have a vision of
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what an organization can become okay so with foresight take note that leaders
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must be able to forecast what are the different things that may or may not
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happen during their line of work or during the time that they are managing
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or leading something and lastly take note that managers or
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rather in order for you to become an effective leader one or you must also be
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an effective manager so as you can see here as directors supervisors or in
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general leaders you have to have the a sense of management as well because this
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is very important when it comes to leading your
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people now take note that as a leader you have to become effective now what do
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we mean by that take note that as an effective leader you are made to inspire
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your people in order to make their work with the highest quality so as an
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effective leader you must have the drive and passion to work with your associates
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and you have to also have a drive and passion with your own work because again
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if you are doing your work very diligently then your workers will also
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do their work as diligently as you are as effective leaders you must have
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self-confident confidence that it must be combined with humility okay take note
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that overconfidence will actually result into arrogance thus you must humble
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yourself okay take note you have to humble yourself do not have
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overconfidence because this will now help you with your interpersonal skills
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actually okay humility is making others more important than yourself now yes you
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are important in the managerial aspect but take note people that are working
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for you are actually more important than you because they are doing the uh work
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for you already okay what you had what you just need to do is to lead them
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properly okay and if say for example you are too proud of yourself would you
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think that would make a good report with your teammates obviously
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no now you also have to have a sense of a power motive now as leaders you have
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the power in order to command those who are under you but take note that you
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must not be powerdriven that you are going to overwork your people yes you
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have control on how your people would work but take note that they are still
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people they are not robots thus they will not often comply with you because
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they deem that that is uh your ideas may be too extreme already so you have to
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assess as well if you are overworking your people or not okay
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you as an effective leader as well must be trustworthy and honest as much as
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possible that's why you have to be transparent and you have a you have to
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have a sense of authenticity as leaders again you must
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have a good intellectual ability now again now as a leader you are put in
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that particular position since your bosses okay those that are leading your
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pe uh the people who are at your level no have seen that you have the skills
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needed to become a leader okay so based on those skills and the knowledge that
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you have you have to pass it as well to your subordinates thus you must have a
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good intellectual ability so that you you if say for example there are any
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problems in the workplace that you are working in you could actually um help
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out with the work that is given to you guys now you you must also have a good
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knowledge and technical competence that are needed for the work that your
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workers must accomplish as well as effective leaders take note that
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you have to be emotionally intelligent no now what do we mean by this it is
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actually important to keep relationships well within the workplace so that you
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could work as harmoniously as possible if say for example your um um work
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environment does not have a good um relationship environment already then of
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course do you think you can work as a team again obviously no because there's
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bad blood between some people there or maybe even you would be mad or do not
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have a good connection with your team thus you have to have a proper set of
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emotional intelligent intelligence in order to understand the situation and
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how your people are feeling as of the moment you also have to have a good
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sense of humor okay now take note that leaders would have to relieve some
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tension that may be building up inside their workplace thus this is actually
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needed no you have to have a good sense of humor in order to inspire okay or
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bring up the mood of your workers thus if all of these are applied then you
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could actually make your work more effective as a leader okay
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now what are the different behaviors and skills that must be present within an
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effective leader now take note that as effective leaders you must have
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different strategies in order for you to meet your goal thus as effective leaders
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you must be adaptable next as effective leaders take
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note that you must always be seen by those who would need to see you say for
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example your bosses or maybe even those that would require your aid thus as an
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effective leader you must always be visible and you must always maintain a
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social presence within your workplace that is still actually true
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especially if you are a chief medical technologist no you must also establish
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a direction and de and demand high standards of performance from your group
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if we're going to go back you have a power motive okay or you have the power
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to control your people thus you have to demand from them a good quality type of
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work okay and you also have to tell them what are the things that they should and
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should not do thus directing them now again as effective leaders you must
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have a good emotional intelligence because take note that for
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your workers they would actually look for you
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for emotional support as effective leaders take note
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that you are monitoring the work of your people thus as part of the monitoring
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and evaluation aspect of being a leader or as a manager take note that you have
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to give frequent feedbacks and you also know how to accept feedbacks from your
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workers as well so that again you can work harmoniously within the workplace
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and you must also be able to recover quickly from any setbacks including even
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crisis so as leaders you must not hide in the
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face of any problems thus you have to face your problems headon so that you
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could solve it now a good or an effective leader
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would play the role of a servant leader now what do we mean by that now as
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leaders or more specifically as servant leaders it is actually expected that you
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have to teach your workers in order for them to learn from you then after that
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it's just simply as guiding your people in order for you to do your work as well
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okay without that much supervision to your
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workers now as a leader you must have your different influence uh influence
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tactics that you can apply in order for you to motivate your people no so say
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for example you would be the type of person that would
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require less interaction from people but uh your people would actually be
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watching you all the time thus you have to lead by example okay so what do we
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mean by that again if you're working as diligently as possible then your other
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workers will follow suit you also have to have values sometimes no in order for
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you to properly lead so these values that you have as a person could actually
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be also be applied if you're going to become a leader in say in a workplace no
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so thus why uh by having values no say for
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example ethical values we could mention here you can set an example to your team
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because you are working ethically and working within your own set of
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values now as leaders you also you must have a sense of rational thought as well
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in order for you to make decisions better
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as leaders you must have a sense of ingratiation wherein you have to let a
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person like you based on who you are and what you do typically no so as leaders
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you must have this sense of
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ingratuation now as leaders you could also even strike a bargain between your
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workers as well thus an exchange may be needed sometimes
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now criticism typically a sub subtle
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criticism joking and kitting would actually again make the workplace more
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um conductive thus if say for example this
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you can actually do this then actually this is very good however you have to be
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careful with your jokes because most of the time some people are actually too
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sensitive for some jokes or maybe even some kidding arounds thus you have to
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check on the sensitivity levels of your constituents now as a leader you have to
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encourage that your team should work together in order for them to meet their
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objectives easier okay so you can work with them in order to form a coalition
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in order for you or your team to finish the work as quickly as
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possible now as a lead as a leader you must also become assertive
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now in the different types of leaders take note that there are actually um
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styles that we could apply in order for us to have a proper workplace but take
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note no depending on whatever type of leadership that you're going to use here
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this will actually depend on the situation
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so first off okay first off we're going to discuss what is a participative
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leader is now basically a participative leader would share in the decision
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making process okay so as leaders if say for example there are meetings between
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your subordinates then you can talk with them in order for them or in order for
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your team no to make any important decisions during the meeting
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process now as a participative leader you could actually become either a cons
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a conservative a consensus or a democratic
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type of leader okay now participation works well for people who want it but it
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can actually be tight time consuming because again you have to have your own
24:06
opinions and you have to explain as to why these are your opinions
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now an individual has own uh typically an individual has ownership because they
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are a part of the decision making process so
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all say for example him her or maybe even her are accountable when it comes
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to the decision-m process because they made it together with you as the
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participating leader now typically these are done by the section managers of the
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clinical laboratory an autocratic leadership
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style would be some uh somewhat like that in the military wherein if if we
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say autocratic we could also say here authoritative no so typically leaders
24:55
would have most of the authority however for the subordinates they don't have any
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voice at all when it comes to this type of leadership now typically these are
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applied by your CEOs laboratory owners or maybe even by your pathologists in
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order to put those medex back in track in the
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workplace now what are the different um advantages and disadvantages now of an
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authoritative of or an autocratic leader leadership style now one good thing
25:33
about the autocratic leadership style is that they can be efficient especially
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when it comes to decision making because typically it is only the leader who will
25:42
make the decisions as for the subordinates they will just sit
25:46
down however because of you you alone just making the plan it could actually
25:53
impact the creativity of the plans that they are already constructed this will
25:59
also impact collaboration and even innovation now a situational type of
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leader would actually assess the skills and the capabilities of their workers
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now what are the different um factors that would now determine the
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success rate of a situational leadership so as I've said you have to check the
26:26
compatibility of your workers with their line of work together with the tasks
26:32
that you are going to give them okay now you also have to understand the maturity
26:39
level of your group members because there are actually some no that are not
26:44
that mature when it comes to thinking and also even you have to consider an a
26:49
leader's authority level now as you can see here this is
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actually a diagram showing you now the scenarios for a situational leadership
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so for a questioning employee say for example you
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have a new employee no okay so you have to direct them first in order for them
27:12
to get at least the process now if they got the process okay you can now coach
27:19
them in order for the worker to become more competent in their own
27:25
work after that provide support to the worker in order for you again to focus
27:31
more on your work without that much um input from your um workers and if say
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for example no that the worker belonging into the scenario tree already is
27:45
capable of doing work or yeah doing work for you then they can actually delegate
27:52
the instructions so if you get my point here again an eager learner okay or an
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enthusiastic beginner would opt to ask questions during the time that they are
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performing the test or a uh draft test we should say no and after that if they
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somewhat mastered the process take note that they are capable already of doing
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the things that they could however there still might be some flaws when it comes
28:27
to their process that's the time that you're going to supervise their
28:32
handiwork now if say for example no your worker within this particular scenario
28:38
is already competent enough then they would be just supervised minimally by
28:47
those who are watching over them okay thus as a
28:53
worker they would already be capable of doing the things that are requested for
28:58
or that are needed but uh from them then after that
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if they are already very much learned when it comes to the process that are
29:08
happening within the workplace then they could actually delegate information for
29:13
you so that it would make your work easier so where does situational
29:18
leadership step in here so as a situational leader again you have to
29:23
check the capabilities of your workers and if they will fall from uh
29:29
within here in this parameter then we have to follow the cycle over
29:36
here now a transactional leader in this case no is defined by control
29:41
organization and short-term planning and they typically rely on a system of
29:47
rewards now take note that incentives are actually very important when it
29:52
comes to again um leading your people no thus if you're going to appraise their
29:59
work then of course they would work more for you however
30:05
no it could actually limit creativity growth and
30:10
initiative and it could actually be discouraging for people who are looking
30:15
for professional and personal development opportunities so it could
30:20
actually be hard for those people in these
30:23
cases so there no if you're going to give more to your people then by all
30:29
means they would do the work okay now as a transformational leader I want
30:37
you to take note of this word right here needs because take note that as a
30:43
transformational leader you have to understand the needs of your people so
30:47
that they could grow better okay so what are now the pros when it comes to being
30:55
a transformational leader take note you
31:00
are um you are asking for what they need thus if it will be given then they would
31:08
work better so it will actually motivate the dean uh the team no however take
31:13
note that for transformational leadership they may not be the best fit
31:18
for specific organizations such as a bureaucratic type of organization and it
31:24
could actually cause feelings of instability while disrupting the status
31:31
quo now we have actually mentioned this one earlier no when we say servant
31:37
leader okay you have to really teach those subordinates that would really
31:44
need training in order for them to do the work that is acted uh that is um
31:50
asked from them okay so it will actually put the needs and the wellbeings of the
31:57
followers first before the servant leader now typically for servant
32:03
leadership styles this will focus on the development and growth of others yes
32:08
that's true because they're just going to let the people do what they uh just
32:16
dis uh just discovered to do okay so just an example however a problem when
32:21
it comes to servant leadership is that servant leaders can become more easily
32:25
burned out now why is that so if we're going to check the diagram here at the
32:30
lower right corner of course there are a lot of people who are looking up to you
32:36
for anything now lastly you have your lazy
32:42
fair type of leadership basically when we say lazy fair we're just going to
32:47
encourage independent thinking here wherein as a leader we're going to have
32:52
a handsoff approach when it comes to guiding them so we just let our workers
32:59
do the work for them however we have to supervise at least in order for us to
33:04
check if they are still doing the right thing now your lazy fair type of
33:09
leadership is applicable in highly functional settings like working with
33:14
interns and residents okay so this is somewhat good
33:18
in a way because we're going to just let the people do the work that they are
33:24
assigned to do and with minimal supervision
33:30
now lastly for our discussion I would like to I would like to show here an
33:35
example of a managerial greed that will show us a manager's concern for people
33:43
and the concern for results or the quality of results now take note that as
33:49
managers no we have to see whether our people are still doing the work that
33:56
they are given to them and if they are satisfied with their type of work okay
34:03
and you as a manager or as a leader no you have to also think about the quality
34:11
of the results that are being given to our patients
34:17
so with the use of a managerial grid this could actually be used in order for
34:22
us to see in what type of lead uh what type
34:26
of um management are we having right now so say for example no if the manager has
34:35
a poor concern for impo uh for results and even people then obviously the
34:43
quality of work will be very much affected here because take note
34:49
no results or the quality of results must
34:54
be considered here thus if say for example waste
34:59
management oh sorry waste management sorry sorry no say for example
35:07
um if you have a poor quality type of work and even you're going to overwork
35:13
your people then take note that you're going to have now an impoverished
35:19
management okay however if say for example you are or ra yeah yeah you are
35:27
considering the um the quality of the uh the quality of
35:32
the products that are releasing however you're not already concerned with the
35:36
people that you have then as you can see here no that the people are only doing
35:41
the work because you are just controlling the quality you're not cons
35:48
you're not already thinking about the um wellness or the well-being of your
35:54
people okay so in order for us to better understand
35:58
this here is a more worthy type of a managerial grid that was just shown to
36:05
you okay now again as managers you have to be concerned with your people and the
36:11
quality or the output that is being made by the people who are under you so if
36:18
say for example you are a manager that is not concerned with the people that
36:22
you are working with and you are not even concerned with the product that is
36:27
being released then what you have now is an impoverished type of management
36:32
because again take note how you're going to run your lab laboratory or maybe even
36:37
workplace would actually influence the um the
36:45
outcomes of course this is a very bad prognosis when it comes to management
36:51
levels what we are trying to aim no would be team management for most of the
36:56
time if possible so that's um again that those
37:04
are the behavior dimensions that we have to consider if we are going to change
37:09
our tactics of leadership so there we go in an
37:17
impoverished management type okay the m uh the workplace would become more
37:23
disorganized and there would be an impact when it comes to the
37:27
dissatisfaction ratings that you will have as a
37:33
team now a country club type of management is typically a uh would
37:38
typically have a friendly atmosphere but take note no that because of them being
37:45
too lax within their comfort zone they may not actually do the work that they
37:52
are assigned to do
37:56
now this is actually a good another good example of a manager um style of
38:02
management no wherein you uh we are meeting at the middle wherein there is
38:07
an equal concern for the people with equal concern with the
38:12
management or the production I should say okay so that's for authority
38:21
obedience and lastly you have your team management type of man
38:29
management