SEMINAR ON

TYPES OF LEADERSHIP
AND LEADERSHIP STYLES

SUBMITTED BY:
NIMMY.K
1ST YEAR MSC NURSING

SUBMITTED ON :
GENERAL OBJECTIVES
At the end of class students will gain in depth knowledge regarding types of leadership and leadership styles
and will be able to apply this knowledge in their clinical practice with a positive attitude and necessary skills.
SPECIFIC OBJECTIVES

At the end of class students will be able to :

 define leadership
 explain the importance of leadership
 enumerate functions of leadership
 identify various types of leadership
 describe different styles of leadership
 classify leadership according to leadership styles
 explain qualities of a good leader
 enumerate methods of leadership development
 describe application of leadership in nursing
 differentiate leadership and management

INTRODUCTION

Psychologists have found that leadership styles can have an important impact on how well groups
function. Leaders also help determine how successful the group is at achieving its goals and how
motivated and committed followers are to the group and its goals. It is an acquired attribute that
begins in early childhood and may evolve over time. An effective leader is not just aware that there
are different leadership styles but also mixes and matches them to influence followers in a desired
manner to achieve desired results. Different leadership styles can be developed through training and
practical experiences to boost organizational effectiveness and enhance performance output. There
is no single leadership style that is best in each and every situation. In some cases, an authoritarian
style may be more effective and productive. In other situations, a transformational leader may excel.

Definition of leadership

Leadership is the ability to influence other people – Lansdale

Leadership is the ability of a manger to induce subordiates work with a zeal confidence – koontz and
O Donnel

Importance of Leadership

Leadership is an important function of management which helps to maximize efficiency and to

achieve organizational goals. The following points justify the importance of leadership in a concern.
 1. Initiates action- Leader is a person who starts the work by communicating the policies and
plans to the subordinates from where the work actually starts.
2. Motivation- A leader proves to be playing an incentive role in the concern’s working. He
motivates the employees with economic and non-economic rewards and thereby gets the
work from the subordinates.
3. Providing guidance- A leader has to not only supervise but also play a guiding role for the
subordinates. Guidance here means instructing the subordinates the way they have to
perform their work effectively and efficiently.
4. Creating confidence- Confidence is an important factor which can be achieved through
expressing the work efforts to the subordinates, explaining them clearly their role and giving
them guidelines to achieve the goals effectively. It is also important to hear the employees
with regards to their complaints and problems.
5. Building morale- Morale denotes willing co-operation of the employees towards their work
and getting them into confidence and winning their trust. A leader can be a morale booster
by achieving full co-operation so that they perform with best of their abilities as they work to
achieve goals.
6. Builds work environment- Management is getting things done from people. An efficient
work environment helps in sound and stable growth. Therefore, human relations should be
kept into mind by a leader. He should have personal contacts with employees and should
listen to their problems and solve them. He should treat employees on humanitarian term.

Functions of a leader:

1.Setting Organisation Goals –

A leader is expected to perform creative function of laying out goals and policies to persuade the
subordinates to work with zeal and confidence.

2. Creating Organisation Structure –

The second function of a leader is to create and shape the organisation on scientific lines by
assigning roles appropriate to individual abilities with the view to make its various components to
operate sensitively towards the achievement of enter-prise goals.

3. Initiating action –

The next function of a leader is to take the initiative in all matters of interest to the group. He should
not depend upon others for decision and judgment. He should float new ideas and his decisions
should reflect original thinking.

4. Co-ordination –
A leader has to reconcile the interests of the individual members of the group with that of the
organisation. He has to ensure voluntary cooperation from the group in realising the common
objectives.

5. Direction and Motivation –

It is the primary function of a leader to guide and direct his group and motivate people to do their
best in the achievement of desired goals, he should build up confidence and zeal in the work group.

6. Link between Management and Workers –

A leader works as a necessary link between the management and the workers. He interprets the
policies and programmes of the management to his subordinates and represents the subordinates
interests before the management. He can prove effective only when he can act as the true guardian
of the interests of his subordinates.

7. Create Effective Communication –

A leader is required to create effective communication system in the organisation. It is essential to

convey messages, policies, and plans to various levels and also to get feedback on regular basis.
Proper communication helps in achieving organisational goals.

8. Secure Co-operation –

It will be with the co-operation of employees that organisational goals will be achieved. A leader has
to involve people in various consultations and decision making process. The employees will happily
cooperate when they are consulted on various issues. The willing co-operation of employees will
help in achieving various goals.

9. Trustworthiness –

The leader is the captain of a team. The leader must win the confidence of his colleagues before
winning in a competition. The leader cannot succeed without teamwork. Trust and encouragement
is necessary to build up teamwork. Being open and honest will encourage the same sort of honesty
in emplooyees.

10. Leader is an Appropriate Counselor:

Employees often suffer from emotional disequilibrium in organizations. For instance, an employee
may be frustrated over his inability to climb up the organizational ladder and subsequently gets
derailed off the work track. Leader comes here, renders wise counsel and tries to remove barriers,
real or imaginary, and instills confidence in the employee. Leadership creates a co-operative and
wholesome attitude among employees for successful work accomplishment

11. Leader Manages Time Well -

Unsatisfactory human performance in any organization can be primarily attributed to poor utilization
of time. Mobilization and utilization of people in the service of organization demands judicious use
of time and money. A good leader manages his time well by proper planning based on information
and facts, and by arriving at decisions at an appropriate moment. He visualizes problems before they
turn into emergencies.

12. Delegating some part of authority to subordinates

13. Promoting and protecting the creativity and innovativeness.

TYPES OF LEADERS

1. Autocratic Leader

It allows autocratic leader to take the ultimate control of taking decisions without consulting others.
An autocratic leader possess high level of power and authority and imposes its will on its employees.
This type of leadership proves to be useful where close level of supervision is required. Creative
employees morale goes down because their output is not given importance and is often detest by
employees. Since they are unable to take any part in decision making, this results in job satisfaction
and staff turnover.

2. Democratic leader

One who dose not lead but is lead by his followers. They consults employees and seriously considers
their ideas when making decisions. When a company makes changes within the organization, the
democratic leadership style helps employees accept changes easily because they had given a big
role in the process.

Democratic leadership offers a number of benefits:

i. Greater employee and group co-operation.

ii. Greater employee and group satisfaction.
iii. Higher employee morale.
iv. Improved decision-making, planning and organisation.
v. Recognition of human relations.
vi. Highest personal growth and development of employees.
Democratic leadership can win easily confidence, co-operation and loyalty as well as initiative of the
group. Active participation in the management by labour assures rising productivity and satisfaction.
However, democratic leadership needs favourable conditions. Labour must be literate, informed,
organised. Trained personnel can develop self-discipline and can take sound and independent
action. Labour must develop higher level egoistic wants such as demand for status, prestige,
recognition, appreciation, etc. Democratic leadership relies heavily on non-financial incentives.
.

3. Institutional leader

When a person becomes leader by virtue of his position he is called an institutional leader. Eg :
principal of college, managing director of a company

4. Persuasive leader

He gains faith a confidence from his followers. He poses a magnetic personality which attracts
followers which help us to get work done by them effectively.

5. Creative leader

Creative leader uses the circular response to encourage ideas to flow from group to him and vise
versa. He draws out the best in his followers and controls them with a zeal to attain the goals.

6. Intellectual leader

He poses a rich knowledge and technical competence. All his subordinates listens and follow his
ideas because of his specialized intellectual authority. Eg : financial advisor, legal advisor.

LEADERSHIP STYLES
Leadership style can be defined as the technique and approach of providing direction, implementing
plans, and method of motivating people

 1. Autocratic or Authoritarian Leadership

In this type of extreme leadership style, the leader possesses total authority and exercises complete
power over the people. Authoritarian leaders are also known as autocratic or dictatorial leaders.

This leadership style is characterized by:

 Close supervision
 Lack of input from followers
 Complete control
 Total authority
 Solo decision-making
The authoritarian style was first described by psychologist Kurt Lewin in a study that identified three
key styles of leadership. People with an authoritarian leadership style make decisions without
consulting anyone else on the team.

This leadership style can be problematic when overused because it can come off as domineering
and tyrannical. Team members may feel unappreciated, unmotivated, and uncommitted to the
group because their input is never requested.

Positives Negatives
 enables leaders to impose their will and  does not take others inputs into
perspective on others consideration

 this style is considered good for getting  no one is allowed to make suggestions
routine jobs done by employees who require or to question the decisions and
close supervision or in situations where instructions of autocratic leaders, even if
decisions need to be made quickly. it’s in the best interest

 people who like order, and set rules and  most creative people resent being
instructions thrive under this kind of treated this way.
leadership

Eg :This leadership style is usually employed by military commanders. North Korean dictator Kim
Jong-un exemplifies this leadership style.

 2. Bureaucratic Leadership

Bureaucratic leaders work upon official rules fixed as duties by higher authorities and go strictly by
the book to apply rules for management and taking decisions.

Characteristics:

‹ Personal qualities of characteristics which enables him to exert internal personal influence.
‹ It pre- supposes the existence of a group of followers.
‹ Style may vary from situation to situation
‹ It involves unequal distribution of authority among leaders and groups
‹ It is concerned with lying down group objectives and policy for the followers.
Positives Negatives
 a serious drawback of bureaucratic
 such leaders work rigorously to ensure that the
leadership is that it has no scope for
procedures are being followed precisely by
creativity and flexibility.
those under them.

 this leadership style helps fortify operational


policies and work processes of
the organisation.

This leadership style is mostly noticed in organisations where employees are involved in high-risk
routine tasks such as in a manufacturing plant. Bureaucratic leadership is also employed at various
levels in government agencies. In India, civil servants are a good example of bureaucratic leaders.

 3. Charismatic Leadership

Charismatic leaders create a self-image so powerful that people are naturally drawn to them.

Positives Negatives
 one major drawback of charismatic
 such leaders influence others by projecting
leaders is that they are more focused
the strengths of their personality
on themselves than their team

 can create the impression that a project

would fail or an organisation would
 they are energetic, full of passion and believe
collapse if the leader abandons the
in motivating others to move forward.
team.

 can be useful in boosting

the organisations standing in the marketplace 
and in raising the morale of the team
members at organisations

The Indian Prime Minister, Narendra Modi, is often regarded as one of India’s most charismatic
leaders. His party fought the Uttar Pradesh Assembly elections in 2017 under his tutelage –
highlighting his personal appeal to voters and recorded the greatest win for any party ever.


 4. Laissez- Faire Leadership
Laissez- faire leadership is based on trust. The leader is available to provide guidance and furnish
the necessary resources only if the need arises. The laissez-faire style was another of the three styles
observed and described by Lewin and his colleagues.

This style is characterized by:

 Little direction from the leader

 Lots of freedom for group members
 Team members are responsible for making all decisions
 Great deal of autonomy

Laissez-faire leaders are sometimes referred to as delegative leaders. Rather than attempt to direct
and control the group, they instead hand over the responsibility of leading the group to the team
members themselves.

The laissez-faire style can have both advantages and disadvantages, depending upon the
characteristics of the situation and the group. When the members of the group are highly skilled
and knowledgeable, letting them guide themselves can be a great strategy. In such cases, the leader
can still offer support and advice when needed, but followers are mostly able to make their own
choices.

This leadership style can be a poor choice in situations that require quick decision-making or where
members of the group lack the skills to succeed. In such cases, team members may be left feeling
unsure of what they should do. Such situations also lead to a lack of accountability, missed deadlines,
and low commitment to the group.

Positives Negatives
 people who prefer supervision, careful
 the leaders delegate the
monitoring, and clear instructions are often not
responsibility to take decisions to
comfortable working under the laissez- faire
group members
leadership style

 allows people to work at their own


pace and provides maximum scope
for innovation and flexibility
 most effective with self- motivated 
employees

Eg : Mahatma Gandhi was a laissez- faire leader. Gandhi believed that people should lead by example
and be the change that they wish to see in the world so that others can follow.

 5. Participative or Democratic Leadership

Participative or democratic leaders give importance to the opinion of the team members and engage
them in the decision- making process. This is normally used when employer have part of the
information, and employees have other parts. The democratic leadership, or participative leadership,
was another one Lewin’s three styles of leadership.

This leadership style is characterized by:

 Shared decision-making responsibilities

 Social equality
 Creativity
 High engagement from group members

Leaders who exhibit this style are often described as honest, fair, creative, intelligent, and competent.
This style of leadership can lead to a great deal of commitment from group members because they
typically feel more input in the group’s success and failure. It is important to remember that while
democratic leaders accept and encourage team members to offer their ideas and contributions, the
leader does retain the final say over all decisions.

This style of leadership is often identified as one of the “best” approaches to leading groups, but it
is not necessarily appropriate for every situation. Some situations where the democratic style may
be inappropriate include those where the group members are untrained or where decisions must be
made on a tight deadline.

Positives Negatives
 boosts the morale of the team members as
 the leaders reserve the right to take final
when the leader considers their inputs, it
decisions
makes them feel valued and satisfied

 makes employees more willing to accept

 slows down the decision- making and
changes as they consider themselves a part
can even affect efficiency
of the decision-making process

 also marred by the likelihood that team

 members may not have adequate
expertise to provide high-quality input

Eg : Carlos Ghosn, the chairman, and CEO of Renault believes that change in the organisation’s
culture should not be forced by the top management but should come from the bottom level. He
believes in empowering employees to take decisions and is quite reasonable when dealing with the
subordinates

 6. Relationship- oriented Leadership

Such leadership is focused on skilled interaction with people. Relationship oriented leaders inspire
and motivate subordinates to achieve the team’s or organisation’s targets

Positives Negatives
 leaders assist subordinates in feeling  sometimes relationship oriented leaders
positive about their career prospects and may get carried away and put too much
in navigating career opportunities through emphasis on the development of their
the quality of their work team members than the project itself

 they are approachable, friendly,

 these leaders are dependent on the
understand the needs of the employees
subordinates and seek their loyalty
and try to fulfiltheir expectations

 people usually like working under such

leadership and their productivity is also 
higher, as these leaders make the people
want to be a part of the team

Eg : A good example of relationship-oriented leadership is Indian cricket team’s ex- captain,

Mahendra Singh Dhoni who is known for encouraging players and has led the team to many
unbelievable victories.

 7. Servant Leadership

Servant leaders lead by example and work behind the stage. Servant leadership is best suited for
people who provide their services to non- governmental charity organisations or community
development programmes.

Positives Negatives
 this type of leadership style is
 they are generous, have high integrity and work hard
considered unfit for competitive
to fulfil all the requirements of their team
tournaments.

 they also involve the whole team in the decision-  servant leaders hesitate to take
making process and give equal credits to all team credits and recognition for their
members for goals that are successfully achieved work

 servant leaders are said to have strong ethics and 

values

Eg : Mother Teresa is the perfect example of a servant leader. She invested her entire life to the
service of people and her motives behind her desire to help others is unquestionable. She acquired
mass- scale popularity over time, but she never strived to achieve personal recognition.
  8. Transformational Leadership

It is usually considered the best leadership style to be used in business scenarios. They employ
empathy and rapport to engage followers. Transformational leadership is characterized by high
levels of motivation, inspiration, and commitment. People with this leadership style take charge of
the group by presenting a clear vision of the outcome, display a great deal of passion for the work,
and help group members feel inspired and committed to the goals.

People who have this leadership style are often described as:

 Energetic
 Passionate
 Enthusiastic
 Trustworthy
 Creative
 Intelligent

Transformational leaders are not only highly creative; they also inspire creativity in others. They offer
support and guidance in order to help each member of the team achieve their full potential. Team
members look to the leader as a role model. Because of this, followers tend to internalize the ideals
of the leader and strive to emulate these qualities.

Positives Negatives
 may lack managerial skills at the
 these leaders not only expect the best from their
practical level and require assistance
teams but also work hard to be the best at
from the staff.
everything that they do

 known for taking new initiatives and promoting 

the flow of innovative ideas
 good at increasing team engagement and

inspiring subordinates to become more
productive in their work

Eg : Steve Jobs is widely regarded as an iconic transformational leader. He worked hard and always
challenged his employees to think bigger and better and inspired them to create extraordinarily
successful products.

 9. Task- Oriented Leadership

Task – oriented leadership is a behavioural approach that revolves around the proficiency of getting
tasks done within set deadlines.
Positives Negatives
 task- oriented leaders are so strongly
 they always aspire to set high standards focused on increasing work efficiency and
with utmost efficiency achieving goals that they often overlook
their team’s well- being

 they look for efficiency in their

 may even exhibit autocratic leadership
subordinates and provide clear instructions
traits
about the requirements and schedule

 subordinates who work best with easy to

follow work structure and have a knack for 
method and management appreciate such
leadership

Eg : Lenin, the Russian political leader and ideological figurehead behind Marxism- Leninism is
viewed by supporters as a task- oriented leader who championed socialism and the working class.

 10. Transactional Leadership

Transactional leadership is interchangeably called managerial leadership. It is based on the idea of

a transaction between the leader and the team members. Transactional leadership, is all about
managing others using rewards and punishments. People with this leadership style tend to prefer a
great deal of structure with clearly defined roles and expectations.

The transactional leadership style is characterized by:

 Lots of instruction
 Clear expectations
 Clear goals
 Inflexibility
 Efficiency
 Focused on following rules

Transactional leaders usually lay out their rules and expectations. Each member of the group is given
clear directions about what they should be doing, how they should be doing it, and when it should
be done. The focus of this style is on making sure that things are completed correctly, on time, and
according to the rules.

Because it is centered on productivity, efficiency, and safety, this can be an effective style when used
within an organizational structure. It can be stifling in settings where workers feel micro-managed.
Because this style is so focused on extrinsic motivations, with rewards and bonuses offered for
meeting or exceeding goals, followers may not develop much intrinsic motivation for their work.
Positives Negatives
 team members are punished by the
 the leader provides supervision, evaluates
leader for not meeting an appropriate
performance and sets goals
standard

 team members are shown appreciation for

 self- motivated people consider this as
their good work and consistent efforts in
interference
terms of rewards

 people who admire external rewards are often 

motivated to improve the quality of their work
Eg : Bill Gates is a transactional leader who aims at inspiring positive changes in his followers. He is
dedicated to his work, has a remarkable business vision. He expects the best from his subordinates
and incorporates the reward- punishment motivation strategy.

Classification of leadership

1. According to dimension of leadership

a.) leader approach to influence
 transactional
 transformational
b.) decision making and solving problem
 autocratic
 participative
c.) balance between influence and maintenance
 task
 socio emotional
 task & socio emotional

2. According to the way authority is exercised

a.) democratic
b.) autocratic

Qualities of a leader

A leader has got multidimensional traits in him which makes him appealing and effective in behavior.
The following are the requisites to be present in a good leader:

1. Physical appearance- A leader must have a pleasing appearance. Physique and health are
very important for a good leader.
2. Vision and foresight- A leader cannot maintain influence unless he exhibits that he is
forward looking. He has to visualize situations and thereby has to frame logical programmes.
3. Intelligence- A leader should be intelligent enough to examine problems and difficult
situations. He should be analytical who weighs pros and cons and then summarizes the
situation. Therefore, a positive bent of mind and mature outlook is very important.
 4. Communicative skills- A leader must be able to communicate the policies and procedures
clearly, precisely and effectively. This can be helpful in persuasion and stimulation.
5. Objective- A leader has to be having a fair outlook which is free from bias and which does
not reflects his willingness towards a particular individual. He should develop his own opinion
and should base his judgement on facts and logic.
6. Knowledge of work- A leader should be very precisely knowing the nature of work of his
subordinates because it is then he can win the trust and confidence of his subordinates.
7. Sense of responsibility- Responsibility and accountability towards an individual’s work is
very important to bring a sense of influence. A leader must have a sense of responsibility
towards organizational goals because only then he can get maximum of capabilities exploited
in a real sense. For this, he has to motivate himself and arouse and urge to give best of his
abilities. Only then he can motivate the subordinates to the best.
8. Self-confidence and will-power- Confidence in himself is important to earn the confidence
of the subordinates. He should be trustworthy and should handle the situations with full will
power
9. Humanist-This trait to be present in a leader is essential because he deals with human beings
and is in personal contact with them. He has to handle the personal problems of his
subordinates with great care and attention. Therefore, treating the human beings on
humanitarian grounds is essential for building a congenial environment.
10. Empathy- It is an old adage “Stepping into the shoes of others”. This is very important
because fair judgement and objectivity comes only then. A leader should understand the
problems and complaints of employees and should also have a complete view of the needs
and aspirations of the employees. This helps in improving human relations and personal
contacts with the employees.

Leadership development

Successful leadership development is the result of three things:

1. Individual learner characteristics, including willingness and ability to learn

2. The quality and nature of the leadership development program, including its structure and
content
3. Opportunities to practice new skills and receive performance feedback

Methods of Leadership Development

Leader development takes place through multiple mechanisms: formal instruction, developmental
job assignments, 360-degree feedback, executive coaching, and self-directed learning. These
approaches may occur independently but are more effective in combination.

a. Formal Training

Organizations often offer formal training programs to their leaders. Traditional styles provide leaders
with required knowledge and skills in a particular area using coursework, practice, “overlearning”
with rehearsals, and feedback (Kozlowski, 1998). This traditional lecture-based classroom training is
useful; however, its limitations include the question of a leader’s ability to transfer the information
from a training environment to a work setting.

b. Developmental Job Assignment

Following formal training, organizations can assign leaders to developmental jobs that target the
newly acquired skills. A job that is developmental is one in which leaders learn, undergo personal
change, and gain leadership skills resulting from the roles, responsibilities, and tasks involved in that
job. Developmental job assignments are one of the most effective forms of leader development. A
“stretch” or developmental assignment challenges leaders’ new skills and pushes them out of their
comfort zone to operate in a more complex environment, one that involves new elements, problems,
and dilemmas to resolve.

c. 360-Degree Feedback

The 360-degree feedback approach is a necessary component of leader development that allows
leaders to maximize learning opportunities from their current assignment. It systematically provides
leaders with perceptions of their performance from a full circle of viewpoints, including subordinates,
peers, superiors, and the leader’s own self- assessment. With information coming from so many
different sources, the messages may be contradictory and difficult to interpret. However, when
several different sources concur on a similar perspective, whether a strength or weakness, the clarity
of the message increases. For this mechanism to be effective, the leader must accept feedback and
be open and willing to make changes. Coaching is an effective way to facilitate 360-degree feedback
and help effect change using open discussion.

d. Coaching

Leadership coaching focuses on enhancing the leader’s effectiveness, along with the effectiveness
of the team and organization. It involves an intense, one-on-one relationship aimed at imparting
important lessons through assessment, challenge, and support. Although the goal of coaching is
sometimes to correct a fault, it is used more and more to help already successful leaders move to
the next level of increased responsibilities and new and complex challenges. Coaching aims to move
leaders toward measurable goals that contribute to individual and organizational growth.

E. Self-directed Learning

Using self-directed learning, individual leaders teach themselves new skills by selecting areas for
development, choosing learning avenues, and identifying resources. This type of development is a
self-paced process that aims not only to acquire new skills but also to gain a broader perspective on
leadership responsibilities and what it takes to succeed as a leader.

Application of leadership in nursing

1. Patient care coordination:
 Student nurses are guided to organize nursing care
  Establish time
 Establish success and failure
 Establish good and priority of each day
2. Employee responsibility:

Nurses have specific duties and functions to perform. It is important to read and carefully understand
the job responsibility and understand how institutional factors influence nurse’s practice in hospital.
3. Guidelines for delegating nursing care :

New nurses use leadership technique while delegating work to nonprofessional staff.

4. Mentorship :

A relationship in which a experienced member assist a less experienced member. This is a new way
of easing the new nurse to leadership responsibility.

5. Preceptor ship:

Used to introduce a new employ to responsibility through teaching and guidance. The relationship
is limited by new employ needs.

6. Continuing education :

Leadership, managerial and administrative skill are needed.

Difference between Leadership and management:

1. While managers lay down the structure and delegates authority and responsibility, leaders
provides direction by developing the organizational vision and communicating it to the
employees and inspiring them to achieve it.
2. While management includes focus on planning, organizing, staffing, directing and
controlling; leadership is mainly a part of directing function of management. Leaders focus
on listening, building relationships, teamwork, inspiring, motivating and persuading the
followers.
3. While a leader gets his authority from his followers, a manager gets his authority by virtue
of his position in the organization.
4. While managers follow the organization’s policies and procedure, the leaders follow their
own instinct.
5. Management is more of science as the managers are exact, planned, standard, logical and
more of mind. Leadership, on the other hand, is an art. In an organization, if the managers
are required, then leaders are a must/essential.
6. While management deals with the technical dimension in an organization or the job
content; leadership deals with the people aspect in an organization.
7. While management measures/evaluates people by their name, past records, present
performance; leadership sees and evaluates individuals as having potential for things that
can’t be measured, i.e., it deals with future and the performance of people if their potential
is fully extracted.
8. If management is reactive, leadership is proactive.
 9. Management is based more on written communication, while leadership is based more on
verbal communication.

RESEARCH STUDIES

McKinsey research reveals a wide gap between the aspirations of executives to innovate and their
ability to execute. In a survey of 600 global business executives, managers, and professionals, the
respondents pointed to leadership as the best predictor of innovation performance. Those who
described their own organization as more innovative than other companies in its industry rated its
leadership capabilities as "strong" or "very strong." Conversely, those who believed that the ability
of their own organization to innovate was below average rated its leadership capabilities as
significantly lower and, in some cases, as poor. Organizational structures and processes are not the
solution. More than 70 percent of the senior executives in a survey conducted say that innovation
will be at least one of the top three drivers of growth for their companies in the next three to five
years. Other executives see innovation as the most important way for companies to accelerate the
pace of change in today's global business environment. Leading strategic thinkers are moving
beyond a focus on traditional product and service categories to pioneer innovations in business
processes, distribution, value chains, business models, and even the functions of management.

Conclusion

Leadership is a process by which an executive can direct, guide and influence the behavior
and work of others towards accomplishment of specific goals in a given situation. Leadership is the
ability of a manager to induce the subordinates to work with confidence and zeal. Leadership is the
potential to influence behaviour of others. It is also defined as the capacity to influence a group
towards the realization of a goal. Leaders are required to develop future visions, and to motivate
the organizational members to want to achieve the visions. Leadership is the ability to persuade
others to seek defined objectives enthusiastically. It is the human factor which binds a group
together and motivates it towards goals.

BIBLIOGRAPHY
 k. Deepak, Chandran Sarath, “ a comprehensive text book on nursing management”, emmes medical
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 Vati Jogindra , nursing management and administration, jaypee brothers publications, first edition ,
page no : 437 - 439
 https://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/leadership-
and-innovation