Leadership: what is it in psychology, definition of the concept, functions, examples

We can safely say that people are history. Everyone is familiar with names such as A.V. Suvorov, L.N. Tolstoy, Marilyn Monroe or Winston Churchill. Despite the fact that their occupations are completely different, they have one thing in common: all of them, of course, can be called leaders. I will talk about the definition of leadership in psychology: what it is and what concepts exist in this article.

A few words about the concept

This is the ability to organize and captivate a mass of individuals, to make one’s own idea a priority for hundreds and thousands of others, and to single-handedly achieve what seemed impossible.

The lives of celebrities and great figures have been subjected to careful analysis by psychologists, sociologists and political scientists. And based on these studies, skills and abilities were identified that help unlock the potential of an ordinary person and its realization in society.

According to one of the many definitions, leadership is a process of influencing society, when an individual can resort to the help of others in order to achieve common goals. To study such influence, it is necessary to understand who a leader is and what set of qualities he possesses. But we will touch on this topic a little later.

Essence

Any system related to the socio-economic sphere needs a leader. After all, the main resources for its improvement are the potential, talents, strength and productivity of subordinates, as well as the manifestation of initiative. And all this is put together by those who have leadership qualities.

This feature is an inspiring, tactical and generative aspect in the formation of any group. And in the executive key, his operational, organizational role, designed to “keep the fire going,” comes to the fore.

It can manifest itself in how a person knows how to organize work activities despite the complexity of the tasks, convince employees to achieve goals, form a general picture of the future and maintain motivation to work.

The very concept of “leadership” in psychology comes from the German word “lead”, translated meaning “path”. Therefore, a leader is one who leads and shows direction.

His fundamental responsibility is to help others adapt painlessly and quickly to changing conditions and apply a creative approach to their work. In addition, the property aims to encourage employees to share knowledge, gain skills and experience through corporate courses and training, and develop new skills.

But quality can be of two types:

• formal;
• informal.

In the first case, this is a leader who should be obeyed. It is he who distributes responsibilities among subordinates. But in the second, the impact occurs due to a person’s personal traits. Often such a leader has greater influence on the opinion of the team.

III. The role of the leader and manager

How do the roles of a leader and a manager relate to each other?

From the point of view of increasing the efficiency of the team, it is most advisable if the manager is also its business leader. The manager's implementation of the role of emotional leader is not necessary. It is advisable, however, that his position is not excessively low, because this can negatively affect relationships with people in the business sphere.

Here we are simultaneously faced with another interesting question - about the interaction of the manager with employees occupying certain leadership positions in the team. The manager needs to be able to communicate with these people, because they have a certain influence on the team or on some part of its members. And for the benefit of the cause, it is preferable to count them as allies rather than to have them as adherents of the opposing side.

If a leader is focused on the interests of the business and the successes of the team, then he should encourage leadership. And not only encourage leadership, but also get involved in this process yourself. Success in it is important not only for the leader personally, the team needs it in order to feel confident that their goals are achievable.

The personality of a leader can be divided into three classes of components: biographical characteristics, abilities, and personality traits. Let us dwell in more detail on each of the named personal blocks.

Let's consider, first of all, the age of the leader. Let us emphasize one significant point. Age is largely an experience. It is not only a natural, but also a largely socially determined characteristic of a person, including a leader.

It would be a big mistake, however, to think that only extremely mature age (and therefore experience) gives its owner the right to count on a high position in the organizational structure. The history of the development of entrepreneurship shows that the origins of the creation of the largest industrial giants of our time were often very young people.

But at the same time, A. Hammer continued to work superbly even at a very old age. Just a few years ago, looking back on his life, this tireless entrepreneur uttered some very remarkable words: “If you are lucky enough to live to be eighty-eight years old without losing the ability to think and feel, then you have one advantage - you know for sure what is important in your life and what is secondary. I know exactly what I want to achieve in the time I have left, and if my goals are more difficult to achieve than many other people's goals, it means that I will have to work harder.”

Another considered biographical characteristic of a leader’s personality is gender. Like age, it is strongly influenced by social factors. It is generally accepted that a person’s gender identification is closely related to his assimilation and implementation of role standards of behavior accepted in society, cultivated in the immediate microenvironment of the individual, which is, for example, the family.

It is difficult to find an area of ​​life in modern society where women do not play an important, sometimes key, role. President, prime minister, head of a major political party, diplomat, businessman and even minister of defense - such a track record of our contemporary cannot but impress, although it is no longer surprising.

The social nature of such personal characteristics of a leader as socio-economic status and education is obvious.

Status and education are extremely important, both for occupying a leadership position and for successfully functioning in it.

To achieve success in work, a manager, especially one of high rank, must have a sufficiently high level of intellectual development.

Here is how L. Iacocca describes the intellectual level of his former boss:

“He was the smartest person I ever knew, had a phenomenal IQ and an unusually tenacious memory. This was truly a titan of thought. He had an amazing ability to accumulate facts and never forget anything he learned. But he not only knew the facts themselves, but also knew how to foresee them. In a conversation with him, you felt that in his head he had already compared the relevant details of all possible options and scenarios for the solution being discussed.”

No less important in leadership activities are the specific abilities of the individual, such as special skills, knowledge, competence, and awareness.

When we say the word “leadership,” what is heard, what is revealed in this word? Brilliance or ordinaryness, greatness or mediocrity?

I would like to end this work with these words: “Courage, vitality, strength, inspiration; the fate of armies and nations - all conjured up in one word - leadership. Having been vital since the first steps of humanity, leadership remains the subject of greatest interest, dressed in the garb of myths, legends and images. Great leaders have immortalized themselves in songs, poems, novels and history; and names such as Churchill, Patton, Joan of Arc, Napoleon and Washington became synonymous with leadership. We talk a lot about leaders in science, philosophy, medicine, politics and military affairs. We deal daily with the leaders of our organizations, clubs, social groups, cities and nations."

Varieties

The term “leadership” comes from psychology. This process involves social influence, when a person receives help from others to achieve a common goal. The set of characteristics of a leader depends entirely on what type he belongs to.

The most famous classification identifies the following types:

• Business. Places in teams united by work or production tasks. Here you will need such features as competence, experience, the ability to make quick decisions, as well as authority. The main requirements in this case: productivity and creative thinking.
• Emotional. Characteristic of psychological groups. A person gains weight due to individual sympathies and his own charisma and charm. Such a leader must inspire respect, trust and love among those around him.
• Situational. It can belong to both the first and second categories. Its difference is that it is unstable. Expressed under specific circumstances, such as during an emergency.

But there are also differences in terms of the scale of issues within the competence of a specialist. According to this condition, they distinguish:

• Everyday - in a school or university environment, in leisure organizations, in the family circle.
• Social – sports or creative associations, production or trade union companies.
• Political – figures of the state and society.

Classification based on leader functions

• Organizer. His needs are the needs of the entire group. Therefore, he is active in achieving common goals.
• Fighter. He is characterized by such traits as perseverance, self-confidence, perseverance and developed willpower. He is no doubt entering the fray.
• Creator. Possesses innovative, creative thinking and solves problems of any complexity. He follows a method of communication rather than giving orders.
• Comforter. The strength of such a person is empathy. He treats everyone with respect, shows understanding and empathy.
• Diplomat. The situation is under his control and he masters it down to the smallest detail. This person knows how and on whom he can influence.

It is important that in any society several of the species described above may be present. Each of them takes its place and does not compete with the others.

Psychologist Daria Milai

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Classification

There are many classifications of leadership. The small group operates in two areas - business and emotional. Accordingly, they are classified as instrumental and expressive leadership. Sometimes these two types are represented in one personality. But more often these are different people. The first organizes work and the solution of assigned tasks, the second – the process of communication and relationships from a psychological point of view.

If we take into account the style and methods of work, the following types of leadership are distinguished:

1. An authoritarian is a person who manages, makes decisions himself, and does not listen to the opinions of others. Sees the goal and does everything to achieve it. This is a kind of despot who is not interested in the problems of team members.
2. Democratic – problem solving is achieved through joint efforts, each member of the group can express their point of view. Relations between the participants are warm. But it takes much longer to achieve results.
3. Conniving - the group works independently. There is a leader, but he does not stand out and does not influence the activities. Participants make their own decisions and achieve goals. It takes a lot of time to organize a workflow.

Sociologists divide leaders into the following types:

1. For whom nothing is impossible - a person with highly developed mental abilities. He can turn the situation the way he needs. Has good logical thinking, thanks to this he manages the team. The participants trust him.
2. As fate would have it, he was chosen, but nothing depends on him. This often happens in small teams. An example is when a student group chooses a prefect. There may be a change in leadership soon.
3. Who has the makings from birth - thanks to his psychological characteristics, he is good at leading people.
4. Charismatic - distinguished by qualities that attract people and inspire confidence in them. The structure of the team is unstable, so everything depends on the leader’s attitude towards its members, which can change abruptly. As long as a person has charisma, he will be at the head of the group. If he loses his attractive power, he may be replaced.
5. Machiavellian - takes advantage of human weakness and other people's mistakes. He benefits from them for himself. Manipulates people.
6. Expressive – highly emotional, which attracts people.
7. Instrumental - the group nominates him because they believe that he has qualities that will help achieve their goals.

Story

The concept of leadership begins in the 20s of the twentieth century. It was then that interest in the control mechanism as a science first appeared. First of all, scientists have discovered the presence of identical properties in the most famous leaders. This is how the “Theory of Great Men” appeared.

But, alas, she did not achieve success, since it turned out to be quite difficult to identify unifying character traits. Of course, among them were the presence of developed intelligence, a broad outlook, and a memorable appearance. But it was still not possible to create a generalized picture, since those who did not have such characteristics still became leaders.

The researchers then came up with the idea of ​​situational focus. It says that one becomes an authority due to certain circumstances. And depending on what the task is, a person with leadership inclinations may change.

F. Feeder, having carried out labor-intensive work, established that the leadership style is associated with the atmosphere prevailing in the team. So, for example, if the situation between employees is favorable, then they perceive the boss kindly, respect him and listen to his opinion. In this case, a goal-oriented leader will be effective. Since the position allows him to be demanding and distribute precise responsibilities. But this scheme also works in the opposite direction, when collective relations are negative.

But at an average level of positivity, the more advantageous option will be when the leader focuses on the relationship between members of the association and the creation of a positive situation.

LECTURE No. 12. Leadership - concept and classification

Leadership and management are viewed in social psychology as group processes associated with social power in the group.

In general theories of leadership, a leader and manager are understood as a person who has a leading influence on a group: a leader in a system of informal relations, a manager in a system of formal relations.

In the socio-psychological sense, leadership

and
leadership
are mechanisms of group integration that unite the actions of the group around an individual who serves as a leader or manager.

The phenomena of leadership and management are close in their psychological essence, but they do not coincide completely, since the manager most often focuses on the task of joint activity, and the leader on group interests.

There are two aspects of power - formal

and
psychological
- depending on the orientation of both leaders and managers. The formal, or instrumental, aspect of power is associated with the legal powers of the leader, and the psychological is determined by the personal capabilities of the leader to influence group members.

Differences between a leader and a manager

:

1) the leader regulates interpersonal relationships, and the manager regulates formal ones.

The leader is connected only with intra-group relations, while the manager is obliged to ensure a certain level of relations of his group in the microstructure of the organization;

2) the leader is a representative of his group, its member. He acts as an element of the microenvironment, while the leader enters the macroenvironment, representing the group at a higher level of social relations;

3) leadership is a spontaneous process, unlike management.

Leadership appears as a more stable phenomenon than leadership;

4) the manager, in the process of influencing subordinates, has significantly more sanctions than the leader.

He can use formal and non-formal sanctions. The leader has the ability to use only informal sanctions;

5) the difference between a leader and a manager is related to the decision-making process.

To implement them, the manager uses a large amount of information, both external and internal.

The leader owns only the information that exists within the given group.

Decision making by the leader is carried out directly, and by the manager - indirectly.

The sphere of activity of a leader is wider, since for a leader it is limited to the framework of a given group.

A leader is always authoritative, otherwise he will not be a leader.

The leader may have authority, or may not have it at all.

Some social-psychological patterns of influence are true for both leadership and management.

In some sources, the phenomena of leadership and management are considered identical.

Yes, D. Myers

believes that leadership is the process by which certain group members motivate and lead the group.

In this case, the leader can be officially appointed or elected, but can also be nominated in the process of group interactions.

Sociological theories of leadership include: trait theory, situational theory, follower role theory, and relational theory.

Trait theory

includes the idea that leadership is a phenomenon generated by the specific characteristics of the leader.

In the sociological concepts of M. Weber

and
E. Troeltsch,
a special term was introduced to denote such a specific trait of a leader as
charisma
- an exceptional talent of a person that makes a special impression on the people around him.

The theory has received quite a lot of refutations due to the fact that different types of life activities of a social group require different qualities of a leader.

Situational theory

proclaims the significance of the situation in the process of nominating a leader.

The leader is a function of the situation.

If the social situation of a group's existence changes dramatically, there is a high probability of a change in leader.

T. Shibutani

identified two psychological factors that depend on changes in the situation: the degree of formalization of the group and the degree of autonomy of group members.

Types of social situations depending on changes in the degree of formalization of relations and autonomy of subjects:

1) sudden critical situations.

They are unpredictable, arise as a spontaneous process and contribute to the emergence of a new leader;

2) critical, repetitive, predictable situations.

Leaders and managers are specially trained to deal with certain situations in such situations;

3) typical recurring situations

, which are based on conventional norms.

Such situations usually do not require the presence of a leader.

People who tend to dominate in communication often act as leaders here;

4) typical repetitive conventional situations

, arising in institutions of various types (everything related to the work of most people);

5) group rituals.

These are informal relationships that determine the social behavior patterns of most group members.

Situational theories of leadership led to the development of the theory of the determining role of followers

.

Leadership is a function of the expectations (expectations) of followers. A leader cannot exist without a social group.

If the group does not support the leader, then he loses the opportunity to influence its activities, and therefore it is necessary to study the requirements and interests of the group.

Various issues of influence and leadership have been studied within trait theory, situational theory, and followership theory.

Since both the traits of the leader, the situation in which he acts, and the opinion of followers are significant in almost all conditions of the leader's activity, a complex (relational) theory

leadership, which includes the main ideas of all three theories.

In the concepts of the psychoanalytic direction, leadership was considered as the effect of certain human drives unrealized in social life (S. Freud).

A. Adler

believed that the desire for power is generated by fear. He who fears people sees the need to rule over them.

In modern social psychology, psychological theories of management have gained popularity, aimed at developing the problems of so-called middle-level managers.

Leadership style

- this is a typical leader’s system of methods of influencing group members (subordinates or followers).

K. Levin

identified three leadership styles: authoritarian (directive), democratic (collegial) and permissive (anarchic).

Authoritarian style

manifests itself in rigid methods of management, lack of discussion of decisions made, management of the group by only one person - the leader, who himself makes decisions, controls and coordinates the work of subordinates.

Democratic style

It is distinguished by collegial discussion of problems in the group, encouragement by the leader of the initiative of subordinates, active exchange of information between the leader and group members, and decision-making at a general meeting.

Permissive style

is expressed in the voluntary refusal of the manager from management functions, removal from management, transfer of management functions to group members.

Each style has its own advantages and disadvantages.

With an authoritarian style

The quality of a manager's decisions depends on the information he has and his ability to interpret it correctly.

However, an authoritarian leader does not always have sufficient information to make decisions, since there is a large social distance between him and his group.

An authoritarian leader never gives his subordinates complete information about the progress of affairs, which can cause frustration among group members and accelerate the formation of informal microgroups.

The authoritarian style presupposes clear planning of work and completion of all tasks in accordance with deadlines.

In a democratic style

the leader has more information about group processes, which makes decisions easier and more appropriate to the situation.

However, the adoption itself is slower due to democratic procedures.

A leader must have special qualities: flexibility of behavior, tolerance towards subordinates, patience and restraint with a high level of sociability.

This style contributes to a more favorable psychological climate in the group than the authoritarian one. Here the manager may have problems in connection with monitoring activities.

Permissive style

occurs less frequently.

With this style, the group exists independently and determines the main directions of its life activities.

Gradually, there is a complete abandonment of formal relationships, the social distance between group members is sharply reduced.

In such a situation, interest in the matter may decrease, and the joint goal may not be achieved.

Only a high level of personal or professional development of group members can contribute to the normal functioning of the group under such management.

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The most successful leaders and managers focus on all three styles, depending on the operating conditions.

The main factors for changing leadership style are: the degree of urgency of decision making, the confidentiality of the task, the size of the group, the personality of the leader, the mental abilities of subordinates or the level of their professionalism.

Group Leader: Psychology

This person knows how to maintain calm and composure even under very difficult circumstances. He is stress-resistant, productive and quickly makes important decisions. And most importantly, he takes responsibility for his actions.

Its features:

• The ability to move towards a goal. The leader knows what exactly he needs to achieve, and goes towards it despite obstacles and failures. Moreover, he is not going to stop there. If he is determined to get what he wants, then no one can slow him down. Therefore, he has a lot of persistence and perseverance.
• Highly developed intelligence. He regularly has to solve complex problems, think one step ahead and develop strategies for further work. Therefore, he strives to acquire new knowledge not only in the field of professional activity.
• Self-confidence. He should not doubt while moving forward. If a person does not have confidence in his own abilities, then he is unlikely to become the leader of his group. After all, no one will follow a weak individual.
• The ability to unite many like-minded people around you. People do not become authorities on their own; this is a social phenomenon. Therefore, he needs to manage others, to lead them after him. And if this is a good leader, then the work comes out well-coordinated and organized.
• Readiness for change. The leader realizes that everything can change at any moment. Then you will have to adjust plans, make new decisions, and perhaps radically change the methods of self-development and improvement of your team.

But the most important thing in this definition is that a leader in psychology is one who is internally ready to manage others and has an appropriate sense of self.

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Leadership styles

In a small group, for example, in a work team, the leader may represent the opposition, while the manager organizes the achievement of the goal. Anti-leaders often act in a democratic style and resemble some kind of “rebels” against a cruel system.

In turn, the successful implementation of the tasks assigned to the organization is carried out by a leader who uses both democratic and authoritarian, liberal management styles.

Leadership style is a quality of a leader, which is expressed in the format of the relationship between subordinates and management. It sets the atmosphere, level of motivation and efficiency of the group. Relationships in which both the subordinate and the leader can act as initiators are taken into account.

In addition, leadership style characterizes the methods and ways in which a leader influences subordinates. This can be either a “carrot and stick” mechanism or more complex, trusting relationships with employees.

The best option would be to combine the three main leadership styles, based on the problem at hand. The leader must also take into account the internal mood of the group. Thus, teams with little initiative will be ineffective when using democratic or liberal leadership styles.

Democratic

This leadership style is characterized by its focus on the people being coached. A leader who manages in a democratic style focuses on the personality of each group member. He tries to take into account everyone’s opinion in order to achieve the most comfortable environment for the majority.

The democratic style creates the most favorable environment for the personal development of a group member, improving his key skills, and developing critical thinking. This is most suitable for creative or innovative organizations.

Leadership in psychology is the property of a group member who organizes the activities of other participants. In positive and existential psychology, it is customary to study not so much the entire group as a whole, but rather each of its participants, insisting on individuality and the pricelessness of life.

Life is not a product of activity, not a basis, but a choice that is consciously made by a person. The choice of leadership style is also an existential choice.

The leader fades into the background. He does not perform functions that others could not perform at least partially for him. Therefore, there is a “shift” of responsibilities, rights and powers within the group. The distribution of functions usually occurs voluntarily or with partial consideration of opinion.

In such a team, proactive and creative people are valued, capable of working independently and approaching routine creatively. The leader uses not so much official and business occasions for conversation, builds relationships taking into account professional relationships, but communicates casually, taking into account the personal characteristics of group members.

Authoritarian

Almost the complete opposite of the democratic style. It is distinguished by the directiveness of the leader’s actions, their characteristic authority and mandatory execution. A monopoly of power reigns in the team; the opinions of subordinates are not taken into account.

For an authoritarian leader, all group members perform specific functions within their roles. Any insubordination or statements against the leader’s decisions will not be accepted. This creates a barrier to the exchange of experience between management and subordinates and prevents the creation of an environment favorable to personal growth.

The competencies of subordinates and the powers and rights of the leader are clearly delineated. The best worker is the most submissive and disciplined. Operational efficiency is achieved through leader control, clear distribution of roles and functions, and planning.

Liberal

It is characterized by complete or partial alienation of the leader both from the tasks pursued by the group and from the interpersonal relationships between its members. The whole group is involved in making important decisions.

The leader acts more as an ordinary member of the group and makes decisions together with it, performs ordinary functions and does not apply any sanctions against other members. The leader exists only nominally and performs a representative function.

Combined

This style includes democratic, authoritarian and liberal. The most versatile leader who adapts to any conditions. A combined management style is considered the best. It allows you to work with all group members, regardless of their temperament.

Flexibility is one of the key advantages of the combined style. However, if the style changes too often or the authoritarian and democratic characteristics are directed towards certain group members (single them out), then the leader's authority may be undermined.

Phenomenon

Scientists have long tried to explain what exactly makes people follow a particular individual and ignore others. After all, the social system is created in such a way that it must be led, otherwise it will sooner or later collapse and chaos will ensue.

Society in all eras has needed a competent leader, since a group of people is not able to independently choose the direction for development. It’s much easier for them when there is someone who shows the way and tells them what to do.

What is a manual

The leader is engaged in trying to control and regulate interpersonal relationships in the team. His appearance is spontaneous and depends on the mood in the group.

A manager is the name of a position that gives an individual authority and is appointed from above. This concept is different from the term "leader". But often it is precisely this that includes a greater impact on the masses.

In the activities of a particular company, the boss is involved in drawing up a plan for future work and monitoring the performance of duties by employees. At the same time, the one who has a leadership position directly influences the behavior and emotional component, he knows how to persuade.

How to become a leader

Social psychologist E. Hartley developed a concept of four typical situations that spontaneously form a leader in a small group. These factors positively influence the ability of a particular individual to become a leader in a particular group.

Hartley's statements about leadership include:

• There is a high probability of becoming a leader in a particular small group for an individual who has already become a leader in another small group. In addition, he will become a leader next time with even greater probability.
• A leader in a small group is most often associated by its participants with a leader “in general.” That is, for example, an excellent student acts as a leader only at school, but for his classmates he is also a leader outside of school hours.
• The following follows from the previous point - the statement says that, having acted as a leader in one group, an individual acquires “authority”, which remains with him in the future and works for him.
• Leaders also often become people who initially behave like leaders. For example, they clearly express themselves or begin to organize work even if the small group has not universally recognized a specific participant as a leader.

These statements formed the basis of the situational theory of the origin of leadership discussed above.

Leadership is a psychological property of a group member. The actions of leaders are not usually governed by authority, as is the case with managers.

Author: Svitkevich Julia.

What is the fundamental difference between leadership and management?

The manager manages the process in the company. This includes setting goals, being accountable for completing them, and the overall results of the team. His responsibilities also include monitoring how well his subordinates act.

Often he plays a passive role: there are orders from above - they need to be carried out. But at the same time, he does not think about increasing motivation or stimulating employees.

At the same time, a leader is activity, emotions and respect from the association. Such a person has colossal energy and strives to move forward and achieve more. Not every boss can become like this. The leader chooses like-minded people, but for the manager this point is not important, since his priority is following orders.

comparison table

External manifestations of leadership psychology

Leadership is understood as the ability to influence an individual or a group of people, focusing on achieving goals. This is a natural process of the socio-psychological type, when personal authority is used to influence the activities of group members. The leader influences the team - implements behavior that makes changes in the system of relationships, the sensory zone of the individual. You can influence through ideas, verbally, using the mechanisms of suggestion, emotionally infecting the team, using authority, personal example.

Leadership psychology notes that character, way of thinking, and external factors are important for managing a team. The leader, through his behavior and habits, stands out from the rest, demonstrates confidence and readiness to manage the team, taking responsibility for the decisions and behavior of the team.

The ability to use verbal and non-verbal influence is amazing. The leader openly gestures, demonstrates confidence and the ability to dominate. It stands out with its decisive look, free gait, sharp movements, and straight back.

Facial expressions and gestures of the dominant individual are just the tip of the iceberg. The internal state and type of thinking are important. A leader loves, knows how to take risks, and takes on new projects. Possessing great willpower, he, through his communication skills and ability to motivate, infects the group with confidence. The leader has a psychological impact on the team, so everyone is imbued with common ideas and shows a desire to achieve their goals.

Notable Concepts

As I noted earlier, leadership has been studied by various researchers. In this regard, several ideas have been put forward:

• The theory of leadership qualities. Scientists tried to create a generalized image with features common to all famous people.
• Behavior style. It dates back to the beginning of the 20th century, when they tried to identify the peculiarities of the actions of leaders in various situations.
• Situational authority. It is necessary to apply those methods that are suitable for specific circumstances.

Gender factors

Many of you have noticed that there are much fewer women among managers. This is largely due to the historical perception that girls cannot hold such positions. But in our world, such views have been revised: more and more women are becoming managers and coping with their responsibilities quite effectively.

Let me highlight a few concepts:

• flow – the sexual aspect is important;
• selection – various requirements are imposed;
• the idea of ​​androgyny - the distinction is based on the presence of signs of femininity or masculinity;
• Freudianism is a negative attitude towards the fact that the leader is a woman.

Laws of Leadership

John Maxwell is a writer and critic who has advanced the understanding of leadership and psychology. One of his books, “The Laws of Leadership,” is still of value to modern social psychologists.

Maxwell insisted that the strongest becomes the true leader. This is similar to the beliefs of Charles Darwin. John's theory also touches on the evolutionary approach. In his theory, he described a total of 21 laws of leadership.

• The law of the ceiling. The point is that the limit of a group member's effectiveness in a particular situation is his ability to lead.
• Law of influence. The level of leadership is revealed only by measuring the level of influence the leader has on other group members.
• Law of process. Leadership develops over time. If a person acts as a leader in one small group, he is more likely to become a leader in another group. Leadership abilities improve at this time.
• Law of navigation. The main function of a leader is to organize the process. Thus, the leader acts as a navigator, an initiator of the activities of other participants.
• Hutton's Law. The leader also acts as an authority in the group. It influences the worldview of other participants. His opinion is listened to.
• Law of solid ground. The foundation of leadership is trust. The leader is nominated by the group independently, without coercion.
• Law of respect. The leader is the strongest and most effective member of the group. That's why people follow him.
• The law of intuition. An experienced leader is able to assess the situation based on leadership experience and developed abilities.
• The law of magnetism. People attract people with similar attitudes, personality traits and values. Thus, leaders form their own social groups.
• Law of connection. A leader is able to establish close interpersonal relationships. In order to motivate a person to action, it is best for a leader to establish a close, relaxed connection.
• Law of the inner circle. Like other group members, leaders need support. They are people close to the leader who shape his leadership style.
• The law of empowerment. Leadership is transferred “from strong” to “strong”. The authority of the previous leader directly depends on the success of the new one and vice versa.
• Law of reproduction. A leader is capable of reproducing his own kind—leadership abilities can be taught. To a greater extent, not directed, but indirectly, through communication.
• The law of complete trust. People who follow a leader perceive his personality first, and only then the ideas and views preached.
• The law of modern times. The manager is obliged to make the right decisions on time. Mistakes undermine authority.
• The law of powerful impulse. The leader in a group is formed spontaneously, so the impulsive behavior of the participants helps strengthen the leader’s position.
• Law of priority. You should achieve goals that are truly relevant.
• The law of sacrifice. It takes a lot to sacrifice to become a leader. He must devote himself to the group and pay more attention to it. Personal and family life fades into the background.
• Law of victory. A leader paves the way for his team to win.
• The law of spasmodic growth. The highest level of leadership is achieved when one leader is followed by others. Leaders of the same or relatively lower level dramatically increase the personal growth of the leader.
• Law of inheritance. Efficiency largely depends not even on how talented the new leader is. The group itself already has certain characteristics.

Problem

Leadership is an expression of willpower and the ability to influence. Such a person always needs to prove his own superiority and fight for power. Otherwise, someone else will take his place.

It’s hard for representatives of both the formal and informal varieties. After all, the first of them are responsible for the functioning of their subordinates, and the second use complex methods of persuasion and try to maintain their authority.

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How to develop a leader within yourself

To begin with, it is recommended to define for yourself what it means to be a leader. You need to understand that you will have to control the general mood and create a certain emotional atmosphere.

Developing leadership potential requires a lot of work on yourself. This is a difficult and lengthy process that takes a lot of time. Diagnostics of leadership qualities will help in determining the level of your potential. To do this, you can take several tests.

The problem of how to develop leadership qualities is not easy to solve. By following the simple guidelines below, you can significantly improve your leadership skills:

1. The ability to hear your interlocutor. It is important to find a common language with the people around you; this is necessary for the development of leadership qualities.
2. We need to keep up with the times. A true leader cannot be conservative; he is open to new proposals and interesting ideas.
3. Responsibility and justice. A leader knows how to encourage his subordinates and take responsibility for the team’s failures.

For many young people, the question of how to become a leader in a company is relevant. In most groups, there is a person who is the center of everyone's attention. As a rule, it is easy and comfortable to communicate, work and relax with him. He clearly knows what he is doing and why.

To become a leader in your company, you need to know what the leader's actions are based on. You can take the following steps:

1. Learn to conduct a dialogue correctly. This is the first thing that will help answer the question of what qualities a leader should have. Such a person is sincerely interested in the topic of conversation and does not interrupt the interlocutor.
2. Engage in self-improvement. It is also recommended to perform exercises to develop leadership qualities.
3. Change your attitude towards failure. Problems are better solved and analyzed. A leader is always confident that he will find the best way out of any situation.
4. Forming your own opinion. A leader is a person with a strong core. He is able to competently and reasonably express his point of view without imposing it on others.
5. Goodwill. Leadership involves not only command, but also encouragement. The leader is always ready to give a compliment, if appropriate, or praise for the work done.

Who is a leader - definition

This is a person who knows how to control his own emotions and give motivation to others to take action. She sets specific goals for herself, becomes successful and moves forward regardless of the opinions of others.

Signs

Here are the factors that distinguish him from an ordinary individual:

• knows how to make important decisions;
• remains calm when emergency situations arise;
• inspires trust and a desire to obey;
• formulates thoughts well;
• is not afraid of failures and takes them as additional experience;
• knows how to convince.

Qualities table

Functions

This complex is associated with the type of collective, but there is also something in common here:

• regulation of relationships between employees;
• political;
• planning;
• exemption of participants from responsibility (takes the entire impact);
• monitoring and controlling activities.

Examples

Among such people are:

• Henry Ford;
• Franklin Roosevelt;
• IN AND. Lenin;
• W. Churchill;
• Gandhi;
• Martin Luther.

Anti-leader - what is it?

But there always comes a time when someone appears who doesn’t like the current leadership. He will begin to turn the team against the boss and create many problems, including refusal to obey.

Such an individual expresses dissatisfaction with the formal leader and gathers around him supporters of his thoughts. And if his position only strengthens, then the struggle may become a negative aspect.

But the opposite situation also exists: healthy criticism will only improve functioning, point out mistakes and contribute to their quick correction. In any case, if such a threat appears, it is advisable for the manager to transfer this person to another department or fire him completely.

How to help your child develop leadership skills

Let me remind you that a leader is someone who is ready to take responsibility. He clearly sees his own goal and persistently moves towards it. To teach your baby these properties, just use some useful tips:

• Gaining experience. To do this, children must have free space. Don’t try to protect them from mistakes - they need to make mistakes and draw conclusions from it.
• Competitions. But this does not mean that you should focus solely on winning. A true leader must proudly accept defeat.
• Personal obligations. From an early age, a person should realize that all his actions have consequences.

Raising a leader

It was said earlier that every person is born with certain inclinations of a leader. They need to be developed. Of course, if you require it. It is not necessary to be a strong leader; it is quite enough to be a qualified specialist who knows how to defend a point of view. There are many trainings that provide this opportunity.

A leader is able to accept responsibility. Therefore, when raising children, it is advisable to follow a few simple tips:

1. Give children the opportunity to gain experience, explore the world, even while making mistakes.
2. Individuals with developed intelligence and the ability to think critically can become leaders. Do not forbid your child to analyze and look for cause-and-effect relationships.
3. Encourage participation in competitions. This will teach the child to strive for victory and to accept defeats with dignity.
4. Form a personal area of ​​responsibility - teenagers should know that actions will entail certain consequences.
5. Don't refuse to help your child. Encourage your child to find a solution, motivate, and help with leading questions.

Anyone can develop a leader. To do this, you need to constantly set new goals, develop strengths, learn to organize, and motivate people. It is important not to be afraid to take risks, experiment, be an innovator, and believe in success. But how to raise a child with leadership qualities, you can watch a video where a specialist in the field of psychology tells what needs to be done and whether it is even worth striving for leadership.