Evolvement of Leadership: Guest Speaking Session by Mr. Abdul Qadir Molvi (HOD Management-IoBM)
Mr Maulvi started his talk with a very bold statement, that leaders cant take status quo and that change is inevitable. The best thing about his talk was it was less of academic and more of a talk entirely based on experience.
He later emphasized that the world evolved, regions developed, communication enhanced and final there was some cross-cultural interaction. These are all transactional phases of human development.
Later he stressed on the fact that if you use humans as a a resource, you are devaluing human. Moreover, he educated us about the fact that Human Capital in Iobm is replacing Human Resource as well. The fact that human behavior is more important than money and status and that intellectual and mechanical ability of humans has evolved tremendously over time. Considering all these factors, intellectual capital is the key.
The talk shifted to leaders and again Mr Maulvi, did not fail to make a bold statement.
Leading people is the opposite of controlling them.
Simple, yet such a influencing statement. According to hi, an effective leader sets strategy, motivates employees and sets the mission of the company. In any successful company, TRUST is the foremost ingredient.
Emotional Intelligent is the most essential factor behind an effective leader. He is also required to be authentic and real when leading. The results are obviously up to the mark when the right people are hired for the task.
TRANSACTIONAL LEADERSHIP
This is the type of leadership, where employees are motivated through reward and punishment.
Mr Maulvi also discussed managerial grid and he further educated us about the new terminologies:
1,9 -- Accommodating
1,1 – Indifferent
9,9—Sound
9,1—Dictatorial
He further educated us about the two new changes to the model:
- Opportunist—lies anywhere on the grid
- Paternalistic—prescribe and guide people
SITUATIONAL LEADERSHIP
A bell shape curve was shown to clear our concepts about this kind of leadership.
S1—High Task, Low Relationship –TELLING
S2—High Task, High Relationship—SELLING
S3—Low Task, High Relationship—PARTICIPATING
S4—Low Task, Low Relationship—Delegating
EMOTIONAL INTELLIGENCE COMPETENCIES
1 1 Self awareness:
2 Self regulation
3 Self motivation
4 Empathy
5 Social skills
2 Self regulation
3 Self motivation
4 Empathy
5 Social skills
LEADERSHIP STYLES UNDER EMOTIONAL INTELLIGENCE
COERCIVE
AUTHORITATIVE
AFFILIATIVE
DEMOCRATIC
PACESSETING
COACHING
Mr Maulvi, then focused his talk on Transactional leadership. He told us about the four main competencies:
1) Intellectual stimulation: ability to challenge status quo
2) Individual consideration: supporting others and open communication
3) Inspirational motivation: have a clear vision
4) Idealized influence: leader becoming a role model.
Moving to a more recent and adaptable phenomenon, Mr Maulvi told us about the Transformational leadership. This is the type of leadership, which asks followers to change from one step to another. It is a joint effort of team versus a leader to follow the change.
Some of the characteristics of transformational leadership were laid down to achieve performance beyond expectation.
1 Setting clear goals
2 Higher expectations
3 Encourage others
4 Support and recognition
5 Understand emotions of other people
6 Get people to look beyond Self interest
7 Inspire people to reach in probable.
Overall, the session was a very informative and interactive one.
Rabia Saya, An MBA student from a leading business school.
The discussion has been summed up by Rabia pretty well. For me it was a very valuable and informative session. Mr Maulvi had a very practical approach to his talk and he clearly distinguished between transformational and transactional leadership. His over all presentation was very interesting and he made sure we students were fully engaged in the discussion by asking us for our opinion on some of the topics.
ReplyDeleteFrom Mahatma Gandhi and Winston Churchill, to Martin Luther King and Steve Jobs, there can be as many ways to lead people as there are leaders. As about the managerial grid, he guided us about the update version of it which includes The indifferent (previously called impoverished) style (1,1): evade and elude, The accommodating (previously, country club) style (1,9): yield and comply, The dictatorial (previously, produce or perish) style (9,1): control and dominate, The status quo (previously, middle-of-the-road) style (5,5): balance and compromise, The sound (previously, team style) (9,9): contribute and commit, in addition to this there are two more styles, The opportunistic style: exploit and manipulate, and The paternalistic style: prescribe and guide.
ReplyDeleteHe highlighted that there is a big transformation in perception of employees, from Human Resource (HR) to Human Capital (HC). As the worth of employee increases with time, so the term is better be called as the human capital and not a human resource. HCM perceives employees as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment. In contrast, HR is a general term used to represent the people element within organizations. The question is how to translate HR into HC and ultimately into human investment. We can say that Human Capital is a well employed HR that is actively engaged in meaningful, worthwhile work and delivering some level of desired productivity.
ReplyDeleteThe session focused on the effectiveness of change. World is now no more isolated but it has much business opportunities and acts more as a global village. This concept is then linked to how human being is the most significant resource and the idea was he is more intellectual than mechanical now. To become a leader, one has to be”real” in nature because authentic leaders are the ones who create followers by a building block of trust. Moreover, a transformational leader is the one who asks and helps people to change because there is a lot of innovation and business models are changing over time.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteTransformational leadership is linked to blue ocean leadership. In this new era, the competition is tough and firms concentate on their human capital to make them their core competency. Gone are the days when firms ignorned their internal resources and concentrated on external to maximise profits
ReplyDeleteI liked how he linked the evolution of society to the elevated importance of HR in the modern times. Although cliched, the basis for the theories he presented are still valid and intriguing even in this day and age. Most importantly the characteristics for a transformational leader and emotional intelligence he presented are easy to emulate and remember. It was nice not to wait till the end of the session to ask questions or give feedback, and the fast paced lecture kept me engaged.overall i learned quiet alot especially about the new terminologies.
ReplyDeleteThe session started with managing the environment , the leader himself and the business for a good management. As a manager , the small and big things both should be taken in to consideration. The basic word is change in transformational leadership. The changes comes in when there are issues one after another. The attitude of the leader cant take in status quo. The main issue is treating human not as an asset but as capital. There is no doubt a need to do so because the humans have become intellectual, knowledge based due to which they need to be retained not lost. So, leading people is opposite of trying to control them and once a leader understands this that subordinates are not to be controlled there is when the transformation in leadership comes., there are many kinds of leaders , situational , spiritual, and motivational and transformational. A good transformational leader is the one who knows all the style of leadership so they are flexible and adaptable to changes in situation. Again , in this session the managerial grid was explained that helps in understanding the position of a leader in the company. However, a transformational leader always sticks to history of his own and try to relate it with others, he makes himself authentic so he can gain the trust of his employees. A transformational leader always makes a move of inspiring, supporting and guiding his employees. A leader must have self awareness, self regulation and emotion intelligence if he wants to be an effective and efficient leader.
ReplyDeleteIn the session Mr. Maulvi give a great insight on the change management. He highlighted that the Managerial Grid leads to the Power to Change. He further explains that according to the research 99% managers in the industry are the status quo or middle of the road. These leaders balance out the needs of the staff, with those of the organizations, while not adequately achieving either. These leaders will balance and compromise their decisions, often endorsing the most popular one. They dedicate minimal efforts towards facilitating the achievements of their staff or the production results in average or below average levels.
ReplyDeleteMr Maulvi's session was really informative for all of us. He started his session with a particular focus on Humans that they are not resources but should be treated as Human Capital. Mr Maulvi then explained us that now humans are more intellectual, previously they were more mechanical. Sir then shed the light on situational, transformational and transactional leaders and explaining us 6 different leadership style.
ReplyDeleteThe session conducted by Mr Abdul Qadir Molvi was very informative and useful for us. He highlighted that the leader cannot take status co and the most important element in business today is human being. He also shed some light on different types and kinds of leaders i.e. spiritual, situational, and motivational leaders. Leading people is the opposite of trying to control people. Leaders set strategy, they motivate, and they create a mission. He also told us that in any successful company, trust is the foremost and basic element. Authentic leaders remain focused on where they are going but never lose sight of where they came from. Self awareness is the core component of conscious leadership. He also explained that transactional leader believes in motivating through a system of rewards and punishment. Managerial Grid is an important tool for the power to change and it consist of concern for people and work. He also taught us new leadership style which includes delegation, support, coaching, and directing. The six leadership styles include coercive, authoritative, affiliative, democratic, pacesetting, and coaching. He also explained four competencies of emotional intelligence and transactional leadership.
ReplyDeleteMr Maulvi, through his talk gave us great insight on how leadership has evolved over time. Previously employees were considered to be a resource but now they are considered to be human capital, something of great value. he also mentioned that the biggest integral part of leadership is trust which exists between the employees and the leader and leading people is the opposite of controlling them. He also stressed upon the fact that every successful leader should have one trait and that is, emotional intelligence. Emotional intelligence has five components; self awareness, self regulation, self motivation ,empathy, social skills.
ReplyDeleteThe speaker gave us valuable insight on how leadership has evolved and it was also very informative and useful. He highlighted that the leader cannot take status or transformational leader always is authentic and real of his tries to gain the trust of his employees. The lecture touched many topics and kept me interested. The examples were elaborate and clear.
ReplyDeleteMr. Abdul Qadir Moulvi's speaker session was very interactive and gave us deep insight about different types of leadership including transactional, situational, coersive, authoritative, democratic and last but not the least transformational leadership. He also emphasized on how leadership has evolved over time because initially humans were treated as a resource which was devaluing human beings.Besides, he highlighted that a successful leader must possess "emotional intelligence which includes self-awareness, self-regulation, motivation, empathy & social skills.
ReplyDeleteMr Molvi gave an amazing and knowledgeable session, and told that one should not be afraid of anything and through push of motivation must try harder and it will lead us to success. To support his idea he gave numerous examples along with many practical theories which will be useful in practical world.
ReplyDeleteThe most interesting thing which i learnt from Mr Molvi session was "Human is the most important in any work". You must manage yourself and look at big things & talk about change. In the market and practical world, there are different types of leaders. As a leader job is "to get the work done" This is a very crucial task. In this task, trust plays an important role along with emotional intelligence. So be yourself and be authentic. Forgive others and be a transformation leader to change the world into positive energy
ReplyDelete