Rashid MureedHead of Regulatory Affairs and

PharmacovigilancePharmEvo

LEADERSHIP

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LEE HYATT IACOCCA

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DEFINITION OF LEADERSHIP

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Leadership is an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes.

Leader is the person who leads or commands a group, organization, or country

YOU!

Leadership is about

Leadership is not something that you do. It is an expression of who you are.

Leadership is about maximizing your followers’ well-being, not their comfort.

- Chris Argyris

Long Term Thinking

Leadership is about

first thinkingthen decidingfollowed by acting swiftlyand finally, reflecting

Successful companies actively seek out people with leadership potential and expose them to career experiences that will develop that potential.

Building Leaders

OLD ParadigmStabilityControl

UniformitySelf-centered

Hero

NEW ParadigmChange/crisis mgt.

EmpowermentDiversity

Higher purposeHumble

THE NEW REALITY FOR LEADERSHIP

MANAGEMENT AND VISION

Management is the attainment of organizational goals in an effective and efficient manner through planning, organizing, staffing, directing, and controlling organizational resources.

Vision is a picture of an ambitious, desirable future for the organization or team

CORPORATE CULTURE

WORLD CLASS

• Team Work• Customer Focus• Fair treatment of

employees• Initiative• Innovation

AVERAGE

• Minimizing risk• Respecting the

chain of command• Supporting the

boss• Making budget

COMPARING MANAGEMENT AND LEADERSHIP

Management Leadership

Direction Planning and budgetingKeeping eye on bottom line

Creating vision and strategyKeeping eye on horizon

Alignment Organizing and staffingDirecting and controllingCreating boundaries

Creating shared culture and valuesHelping others growReducing boundaries

Relationships Focusing on objects – producing/selling goods and servicesBased on position powerActing as boss

Focusing on people – inspiring and motivating followersBased on personal powerActing as coach, facilitator, servant

COMPARING MANAGEMENT AND LEADERSHIP

Management Leadership

Personal Qualities Emotional distanceExpert mindTalkingConformityInsight into organization

Emotional connections (Heart)Open mind (Mindfulness)Listening (Communication)Nonconformity (Courage)Insight into self (Character)

Outcomes Maintains stability; creates culture of efficiency

Creates change and a culture of integrity

Personal CharacteristicsEnergyPhysical staminaIntelligence and AbilityIntelligenceKnowledgeJudgment, decisivenessPersonalitySelf-confidenceHonesty and integrityEnthusiasmDesire to leadIndependence

Social CharacteristicsSociability, interpersonal skillsCooperativenessAbility to enlist cooperationWork-Related CharacteristicsDrive, desire to excelResponsibility in pursuit of goalsPersistence against obstacles, tenacitySocial backgroundEducationMobility

PERSONAL CHARACTERISTICS

OF LEADERS

LEADERSHIP CONTINUUM

Boss-CenteredLeadership

Subordinate-Centered

Leadership

Use of authority by managerArea of freedom for subordinates

Manager makesdecisions andannounces it

Manager “sells”decision

Manager presentsideas and invitesquestions

Managerpresents tentativedecision subjectto change

Managerpermitssubordinatesto functionwithin limitsdefined bysuperior

FIVE LEADER DECISION STYLES

Area of Influence by Leader

Area of Freedom for Group

Decide Consult Individually

Consult Group

Facilitate Delegate

SITUATIONAL LEADERSHIP

Follower Characteristics Appropriate Leader Style

Low readiness level

Moderate readiness level

High readiness level

Very high readiness level

Telling (high task-low relationship)

Selling (high task-high relationship)

Participating (low task-high rel.)

Delegating (low task-low relationship)

The Unethical LeaderIs arrogant and self-servingExcessively promotes self-interestPractices deceptionBreaches agreementsDeals unfairlyShifts blame to othersDiminishes others’ dignityNeglects follower developmentWithholds help and supportLacks courage to confront unjust acts

The Ethical LeaderPossesses humilityMaintains concern for the greater goodIs honest and straightforwardFulfills commitmentsStrives for fairnessTakes responsibilityShows respect for each individualEncourages and develops othersServes othersShows courage to stand up for what is right

COMPARING UNETHICAL VERSUS ETHICAL

LEADERSHIP

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MORAL LEADERSHIP

Distinguishing right from wrong and doing right; seeking the just, honest, and good in the practice of leadership

THREE LEVELS OF PERSONAL MORAL

DEVELOPMENT

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Level 1: Preconventional

Follows rules to avoid punishment. Acts in own interest. Blind obedience to authority for its own sake.

Level 2: Conventional

Lives up to expectations of others. Fulfills duties and obligations of social system. Upholds laws.

Level 3:Postconventional

Follows internalized universal principles of justice and right. Balances concern for self with concern for others and the common good. Acts in an independent and ethical manner regardless of expectations of others.

CONTINUUM OF LEADER-FOLLOWER

RELATIONSHIPS

Stage 1Control

Stage 2Participation

Stage 3Empowerment

Stage 4Service

Authoritarian manager

Obedient subordinates

Participative manager

Team players

Self-responsible contributors

Stewardship-empow. leader

Whole employees

Servant leader

Active

Passive

Control Centered in the Leader/Organization

Control Centered in the Follower

Follower

Leader

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Critical ThinkingThinking independently and being mindful of the effects of one’s own and other people’s behavior on achieving the organization’s

vision.

Uncritical ThinkingFailing to consider possibilities beyond what one is told; accepting

the leader’s ideas without thinking.

CRITICAL AND UNCRITICAL THINKING

FOLLOWERSHIP STYLES

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Independent, critical thinking

Dependent, uncritical thinking

Passive Active

Passive

Alienated Effective

Conformist

Pragmatic Survivor

Personal SourcesKnowledgeExpertise

EffortPersuasion

Position SourcesLocation

InformationAccess

SOURCES OF FOLLOWER POWER

WAYS TO INFLUENCE YOUR

LEADER

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Be a Resource for the Leader

Determine the leader’s needs.Zig where the leader zag.Tell leader about you.Align self to team purpose/vision.

Build a RelationshipAsk about leader at your level/position.Welcome feedback and criticism.Ask leader to tell you company stories.

Help the Leader Be a Good Leader

Ask for advice.Tell leader what you think.Find things to thank leader for.

View the Leader Realistically

Give up idealized leader images.Don’t hide anything.Don’t criticize leader to others.Disagree occasionally.

Desirable Leaders Are

HonestForward thinkingInspiringCompetent

Desirable Colleagues (Followers) AreHonestCooperativeDependableCompetent

RANK ORDER OF DESIRABLE

CHARACTERISTICS

THE FEEDBACK PROCESS

1. ObservationFollower misses deadlines repeatedly.

2. AssessmentFollower lacks self-management skills.

3. ConsequencesTeam members resent delays to team projects.

4. DevelopmentFollower given training in self-management, team allocated work based on personal skills.

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