Leadership in Organization Essay

Introduction, leadership qualities, leadership styles.

Globalization affectsleadership in diverse ways. Indicatively, there is an eminent increase in the level of organizational competitiveness. This trend remains observable within different business and organizational arena. The pattern explains the need for strategic leadership within organizations (DuBrin, 2011).

This paper defines the concept of leadership. It also highlights the significance of leadership and outlines its basic disparities with management. In addition, the discussion outlines and explains the six qualities of an effective leadership within organizational settings. Finally, there is a discussion of four different leadership styles. The paper also compares and analyzes the leadership styles. In this process, it provides examples of such leaders.

Leadership involves several functions and processes. Simply, it involves the process of directing individuals towards the attainment of specific objectives. The process involves controlling, managing and even manipulating. Leadership bears a lot of importance. Generally, groups of persons require an effective guidance and stewardship. The process enables timely accomplishment of principal goals. Observably, organizations are composed of diverse personalities (Polelle, 2007). Leadership helps in the processes of conflict resolutions.

Leadership enables individuals to develop analytical and critical skills. These are appropriate for effective dispute resolution. Leadership is important for personal motivation and inspiration. It is critical to note that motivation is a vital element in the development of novelty amongst various groups.

Therefore, leadership forms the springboard for innovation and transformation within organizations. Most leadership strategies play significant roles in introducing transformation or change initiatives within organizations. This practice remains entrenched in positive value systems and beliefs. Leadership is applicable in the nurturing and development of constructive behavior patterns and organizational culture (DuBrin, 2011).

There are several disparities between leadership and management processes. For example, unlike management, leadership operates to develop concepts and principles. On the other hand, management operations are purely administrative. Whilst most management procedures accept a given status quo, leadership processes enhance innovation.

Management applies pragmatic approaches in handling situations. However, leadership remains more resourceful (Jones & Pound, 2008). Moreover, its basic aim is to apply transformative problem resolution mechanisms. Leadership applies humanistic attributes such as empathy. Additionally, it concentrates on the development of personality.

In these initiatives, it provides attention to individual understanding and motivation. Conversely, management operations assume linear perspectives. There is also an eminent focus on structure and mechanisms. Management processes perceive threats and reduce the notable weaknesses.

Effective leaders depict transformative and strong personal qualities. Foremost, an effective leader must be visionary. This means that such leaders must have the competency to initiate strong vision within their teams. This defines the scope of operation and the critical objective of the entire team.

It also indicates the path that followers must pursue. Secondly, it is vital for leaders to be reliable (Jones & Pound, 2008). The followers are able to depend on and build trust on their leaders. An effective leader must not indulge in issuing false promises. Moreover, such leaders must be steadfast in meeting their promises. This relates to promises pertaining to the internal and external stakeholders. This quality enhances the processes of delegation and task completion.

Effective leaders require audacity as an important quality. This quality enables leaders to be outspoken and commanding. Particularly, this relates to dealing with their followers. The quality is vital since leadership involves effective communication and feedback processes. Leaders need the capacity to empower their followers. Effective leaders stir the emotions and motivate followers to achieve their life goals. Most innovators indicate the significance of motivation in enhancing novelty.

This quality is vital in the accomplishment of collective organizational objectives. All effective leaders must have a positive and constructive attitude towards their duties (DuBrin, 2011). This quality enables them to act as role models. Through this, they are also able to initiate good examples for their followers. Lastly, it is necessary for leaders to adopt motivating and transformative qualities. These are necessities in decision-making processes.

Autocratic leaders exercise full control over their followers. This leadership style is very different from the transactional or transformational headship. In this style of leadership, the followers have minimal capacities to provide advice.

Moreover, they do not participate in decision processes within the system (Polelle, 2007). It is unlike the democratic leadership in which there is maximum consideration of the opinions of various followers. President Mugabe is d example of an autocratic leader. This leadership approach enables faster decision-making procedures. Additionally, major are effectively completed.

Charismatic leadership is appropriate for the development of followers. It is also attributable to transformational leadership system. Charismatic leaders have the capability to motivate and inspire the followers to attain their basic goals (Jones & Pound, 2008).

The leadership system helps to stir dedication and commitment towards the attainment of collective aims. It is an opposite of autocratic leadership. Autocratic leadership does not involve all followers. Principally, this relates to decision processes. Nelson Mandela is one of the world’s renowned charismatic leaders.

Transactional leadership bases its principles on team processes. According to this approach, all team members indulge in work and decision initiatives. All members are bound to accomplish specific obligations. This is largely unlike the bureaucratic or autocratic approaches to leadership. There are reimbursements provided to all the members.

However, this occurs only after their effective performance. Mr. Lee Kuan Yew of Singapore provides an example of a transactional leader (Polelle, 2007). There are unique features of transactional leadership. For instance, there is a proper definition and delegation of individual roles. These have remarkable contributions to the collective objectives of particular teams.

Democratic leadership style utilizes the principles of participation. The approach is an opposite of autocratic leadership system. The leadership system considers the feelings and insinuations of all personalities or followers. In addition, unlike the bureaucratic processes, these leaders engage all persons in their decision processes.

There are notable similarities with other leadership systems (Polelle, 2007). For example, transformational leadership also encourages motivation and novelty. The maximum participation of followers lowers the basic time for decision operations. However, like in other constructive forms of leadership, the system is effective. One of the globally acknowledged democratic leaders is John F. Kennedy.

Poor leadership strategies make organizations more redundant and non-competitive. Therefore, leadership is a critical component of management. It is appropriate for organizations to be aware of various leadership approaches. Principally, there is an evident significance of leadership in enhancing competitive performance and output.

This is applicable to both the business and non-profit organization. There is a high level of competition within the domestic and global platforms. The paper focused on the analysis of the concept of leadership. Apart from this, it also discussed different leadership qualities and styles.

DuBrin, A. J. (2011). Leadership: Research findings, practice, and skills . Mason, OH: South-Western Cengage Learning.

Jones, C. A. & Pound, L. (2008). Leadership and management in the early years: From principles to practice . Maidenhead: Open University Press.

Polelle, M. R. (2007). Leadership: Fifty great leaders and the worlds they made . Westport, Conn: Greenwood Press.

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What is leadership?

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All leaders, to a certain degree, do the same thing. Whether you’re talking about an executive, manager, sports coach, or schoolteacher, leadership is about guiding and impacting outcomes, enabling groups of people to work together to accomplish what they couldn’t do working individually. In this sense, leadership is something you do, not something you are. Some people in formal leadership positions are poor leaders, and many people exercising leadership have no formal authority. It is their actions, not their words, that inspire trust and energy.

Get to know and directly engage with senior McKinsey experts on leadership

Aaron De Smet is a senior partner in McKinsey’s New Jersey office, Carolyn Dewar is a senior partner in the Bay Area office, Scott Keller is a senior partner in the Southern California office, and Vik Malhotra and Ramesh Srinivasan are senior partners in the New York office.

What’s more, leadership is not something people are born with—it is a skill you can learn. At the core are mindsets, which are expressed through observable behaviors , which then lead to measurable outcomes. Is a leader communicating effectively or engaging others by being a good listener? Focusing on behaviors lets us be more objective when assessing leadership effectiveness. The key to unlocking shifts in behavior is focusing on mindsets, becoming more conscious about our thoughts and beliefs, and showing up with integrity as our full authentic selves.

There are many contexts and ways in which leadership is exercised. But, according to McKinsey analysis of academic literature as well as a survey of nearly 200,000 people in 81 organizations all over the world, there are four types of behavior that account for 89 percent of leadership effectiveness :

  • being supportive
  • operating with a strong results orientation
  • seeking different perspectives
  • solving problems effectively

Effective leaders know that what works in one situation will not necessarily work every time. Leadership strategies must reflect each organization’s context and stage of evolution. One important lens is organizational health, a holistic set of factors that enable organizations to grow and succeed over time. A situational approach  enables leaders to focus on the behaviors that are most relevant as an organization becomes healthier.

Senior leaders must develop a broad range of skills to guide organizations. Ten timeless topics are important for leading nearly any organization, from attracting and retaining talent  to making culture a competitive advantage. A 2017 McKinsey book, Leading Organizations: Ten Timeless Truths (Bloomsbury, 2017), goes deep on each aspect.

How is leadership evolving?

In the past, leadership was called “management,” with an emphasis on providing technical expertise and direction. The context was the traditional industrial economy command-and-control organization, where leaders focused exclusively on maximizing value for shareholders. In these organizations, leaders had three roles: planners (who develop strategy, then translate that strategy into concrete steps), directors (who assign responsibilities), or controllers (who ensure people do what they’ve been assigned and plans are adhered to).

What are the limits of traditional management styles?

Traditional management was revolutionary in its day and enormously effective in building large-scale global enterprises that have materially improved lives over the past 200 years. However, with the advent of the 21st century, this approach is reaching its limits.

For one thing, this approach doesn’t guarantee happy or loyal managers or workers. Indeed, a large portion of American workers—56 percent— claim their boss is mildly or highly toxic , while 75 percent say dealing with their manager is the most stressful part of their workday.

For 21st-century organizations operating in today’s complex business environment, a fundamentally new and more effective approach to leadership is emerging. Leaders today are beginning to focus on building agile, human-centered, and digitally enabled organizations able to thrive in today’s unprecedented environment and meet the needs of a broader range of stakeholders (customers, employees, suppliers, and communities, in addition to investors).

What is the emerging new approach to leadership?

This new approach to leadership is sometimes described as “ servant leadership .” While there has been some criticism of the nomenclature, the idea itself is simple: rather than being a manager directing and controlling people, a more effective approach is for leaders to be in service of the people they lead. The focus is on how leaders can make the lives of their team members easier—physically, cognitively, and emotionally. Research suggests this mentality can enhance both team performance and satisfaction.

In this new approach, leaders practice empathy, compassion, vulnerability, gratitude, self-awareness, and self-care. They provide appreciation and support, creating psychological safety so their employees are able to collaborate, innovate, and raise issues as appropriate. This includes celebrating achieving the small steps on the way to reaching big goals and enhancing people’s well-being through better human connections. These conditions have been shown to allow for a team’s best performance.

More broadly, developing this new approach to leadership can be expressed as making five key shifts that include, build on, and extend beyond traditional approaches:

  • beyond executive to visionary, shaping a clear purpose that resonates with and generates holistic impact for all stakeholders
  • beyond planner to architect, reimagining industries and innovating business systems that are able to create new levels of value
  • beyond director to catalyst, engaging people to collaborate in open, empowered networks
  • beyond controller to coach, enabling the organization to constantly evolve through rapid learning, and enabling colleagues to build new mindsets, knowledge, and skills
  • beyond boss to human, showing up as one’s whole, authentic self

Together, these shifts can help a leader expand their repertoire and create a new level of value for an organization’s stakeholders. The last shift is the most important, as it is based on developing a new level of consciousness and awareness of our inner state. Leaders who look inward  and take a journey of genuine self-discovery make profound shifts in themselves and their lives; this means they are better able to benefit their organization. That involves developing “profile awareness” (a combination of a person’s habits of thought, emotions, hopes, and behavior in different circumstances) and “state awareness” (the recognition of what’s driving a person to take action). Combining individual, inward-looking work with outward-facing actions can help create lasting change.

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Leaders must learn to make these five shifts at three levels : transforming and evolving personal mindsets and behaviors; transforming teams to work in new ways; and transforming the broader organization by building new levels of agility, human-centeredness, and value creation into the entire enterprise’s design and culture.

An example from the COVID-19 era offers a useful illustration of this new approach to leadership. In pursuit of a vaccine breakthrough, at the start of the pandemic Moderna CEO Stéphane Bancel increased the frequency of executive meetings  from once a month to twice a week. The company implemented a decentralized model enabling teams to work independently and deliver on the bold goal of providing 100 million doses of vaccines in 12 months. “The pace was unprecedented,” Bancel said.

What is the impact of this new approach to leadership?

This new approach to leadership is far more effective. While the dynamics are complex, countless studies show empirical links among effective leadership, employee satisfaction, customer loyalty, and profitability.

How can leaders empower employees?

Empowering employees , surprisingly enough, might mean taking a more hands-on leadership approach. Organizations whose leaders successfully empower others through coaching are nearly four times more likely to make swift, good decisions and outperform other companies . But this type of coaching isn’t always natural for those with a more controlling or autocratic style.

Here are five tips to get started  if you’re a leader looking to empower others:

  • Provide clear rules, for example, by providing guardrails for what success looks like and communicating who makes which decisions. Clarity and boundary structures like role remits and responsibilities help to contain any anxiety associated with work and help teams stay focused on their primary tasks.
  • Establish clear roles, say, by assigning one person the authority to make certain decisions.
  • Avoid being a complicit manager—for instance, if you’ve delegated a decision to a team, don’t step in and solve the problem for them.
  • Address culture and skills, for instance, by helping employees learn how to have difficult conversations.
  • Begin soliciting personal feedback from others, at all levels of your organization, on how you are experienced as a leader.

How can leaders communicate effectively?

Good, clear communication is a leadership hallmark. Fundamental tools of effective communication  include:

  • defining and pointing to long-term goals
  • listening to and understanding stakeholders
  • creating openings for dialogue
  • communicating proactively

And in times of uncertainty, these things are important for crisis communicators :

  • give people what they need, when they need it
  • communicate clearly, simply, and frequently
  • choose candor over charisma
  • revitalize a spirit of resilience
  • distill meaning from chaos
  • support people, teams, and organizations to build the capability for self-sufficiency

Learn more about our People & Organizational Performance Practice .

Is leadership different in a hybrid workplace?

A leader’s role may look slightly different in remote or hybrid workplace settings . Rather than walking around a physical site, these leaders might instead model what hybrid looks like, or orchestrate work based on tasks, interactions, or purpose. Being communicative and radiating positivity  can go a long way. Leaders need to find other ways to be present and accessible, for example, via virtual drop-in sessions, regular company podcasts, or virtual townhalls. Leaders in these settings may also need to find new ways to get authentic feedback. These tactics can include pulse surveys or learning to ask thoughtful follow-up questions that reveal useful management insights.

Additional considerations, such as making sure that in-person work and togetherness has a purpose, are important. Keeping an eye on inclusivity in hybrid work  is also crucial. Listening to what employees want, with an eye to their lived experience, will be vital to leaders in these settings. And a focus on output, outcomes, results, and impact—rather than arbitrary norms about time spent in offices— may be a necessary adaptation in the hybrid era .

How should CEOs lead in this new world?

Just as for leadership more broadly, today’s environment requires CEOs to lead very differently. Recent research indicates that one-third to one-half of new CEOs fail within 18 months.

What helps top performers thrive today? To find out, McKinsey led a research effort to identify the CEOs who achieved breakaway success. We examined 20 years’ worth of data on 7,800 CEOs—from 3,500 public companies across 70 countries and 24 industries. The result is the McKinsey book CEO Excellence: The Six Mindsets That Distinguish the Best Leaders from the Rest (Scribner, March 2022). Watch an interview with the authors for more on what separates the best CEOs from the rest .

Getting perspective on leadership from CEOs themselves is enlightening—and illustrates the nuanced ways in which the new approach to leadership described above can be implemented in practice. Here are a few quotes drawn from McKinsey’s interviews with these top-level leaders :

  • “I think the fundamental role of a leader is to look for ways to shape the decades ahead, not just react to the present, and to help others accept the discomfort of disruptions to the status quo.” — Indra Nooyi , former chairman and CEO of PepsiCo
  • “The single most important thing I have to do as CEO is ensure that our brand continues to be relevant.” — Chris Kempczinski , CEO of McDonald’s
  • “Leaders of other enterprises often define themselves as captains of the ship, but I think I’m more the ship’s architect or designer. That’s different from a captain’s role, in which the route is often fixed and the destination defined.” — Zhang Ruimin , CEO of Haier
  • “I think my leadership style [can be called] ‘collaborative command.’ You bring different opinions into the room, you allow for a really great debate, but you understand that, at the end of the day, a decision has to be made quickly.” — Adena Friedman , CEO of Nasdaq
  • “We need an urgent refoundation of business and capitalism around purpose and humanity. To find new ways for all of us to lead so that we can create a better future, a more sustainable future.” — Hubert Joly , former chairman and CEO of Best Buy

What is leadership development?

Leaders aren’t born; they learn to lead over time. Neuroplasticity refers to the power of the brain to form new pathways and connections through exposure to novel, unfamiliar experiences. This allows adults to adapt, grow, and learn new practices throughout our lifetimes.

When it comes to leadership within organizations, this is often referred to as leadership development. Programs, books, and courses on leadership development abound, but results vary.

Leadership development efforts fail for a variety of reasons. Some overlook context; in those cases, asking a simple question (something like “What, precisely, is this program for?”) can help. Others separate reflections on leadership from real work, or they shortchange the role of adjusting leaders’ mindsets, feelings, assumptions, and beliefs, or they fail to measure results.

So what’s needed for successful leadership development? Generally, developing leaders is about creating contexts where there is sufficient psychological safety in combination with enough novelty and unfamiliarity to cultivate new leadership practices in response to stimuli. Leadership programs that successfully cultivate leaders are also built around “placescapes”—these are novel experiences, like exploring wilderness trails, practicing performing arts, or writing poetry.

When crafting a leadership development program, there are six ingredients to incorporate  that lead to true organizational impact:

  • Set up for success:
  • Focus your leadership transformation on driving strategic objectives and initiatives.
  • Commit the people and resources needed.
  • Be clear about focus:
  • Engage a critical mass of leaders to reach a tipping point for sustained impact.
  • Zero in on the leadership shifts that drive the greatest value.
  • Execute well:
  • Architect experiential journeys to maximize shifts in mindsets, capabilities, and practices.
  • Measure for holistic impact.

A well-designed and executed leadership development program can help organizations build leaders’ capabilities broadly, at scale. And these programs can be built around coaching, mentoring, and having people try to solve challenging problems—learning skills by applying them in real time to real work.

What are mentorship, sponsorship, and apprenticeship?

Mentorship, sponsorship, and apprenticeship can also be part of leadership development efforts. What are they? Mentorship refers to trusted counselors offering guidance and support on various professional issues, such as career progression. Sponsorship is used to describe senior leaders who create opportunities to help junior colleagues succeed. These roles are typically held by more senior colleagues, whereas apprenticeship could be more distributed. Apprenticeship  describes the way any colleague with domain expertise might teach others, model behaviors, or transfer skills. These approaches can be useful not only for developing leaders but also for helping your company upskill or reskill employees quickly and at scale.

For more in-depth exploration of these topics, see McKinsey’s insights on People & Organizational Performance . Learn more about McKinsey’s Leadership & Management  work—and check out job opportunities if you’re interested in working at McKinsey.

Articles referenced include:

  • “ Author Talks: What separates the best CEOs from the rest? ,” December 15, 2021, Carolyn Dewar , Scott Keller , and Vik Malhotra
  • “ From the great attrition to the great adaptation ,” November 3, 2021, Aaron De Smet  and Bill Schaninger
  • “ The boss factor: Making the world a better place through workplace relationships ,” September 22, 2020, Tera Allas  and Bill Schaninger
  • " Leading agile transformation: The new capabilities leaders need to build 21st century organizations ," October 1, 2018, Aaron De Smet , Michael Lurie , and Andrew St. George
  • " Leading Organizations: Ten Timeless Truths ," 2017, Scott Keller  and Mary Meaney
  • “ Leadership in context ,” January 1, 2016, Michael Bazigos, Chris Gagnon, and Bill Schaninger
  • “ Decoding leadership: What really matters ,” January 1, 2015, Claudio Feser, Fernanda Mayol, and Ramesh Srinivasan

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Organizational Leadership: What It Is & Why It's Important

An organizational leader shaking hands with an employee while seated at a table

  • 24 Jan 2023

Leadership is essential to organizations’ success, but many struggle to implement the right training. According to job search site Zippia , 83 percent of businesses believe it’s important to develop leaders at every level, but only five percent successfully do.

If you want to become an effective leader, here's an overview of what organizational leadership is, why it’s important, and how you can make an impact on your company.

Access your free e-book today.

What Is Organizational Leadership?

Leadership is the ability to implement change by creating and communicating a vision to others. Organizational leadership is the qualities and skills required to run a company or one of its divisions. It’s greater in scale and scope than many other forms of leadership.

“Scale refers to the sheer size and magnitude of what you’re leading,” says Harvard Business School Professor Anthony Mayo in the online course Organizational Leadership , “how many people; how large a budget; and how many teams, locations, and operations you oversee. Scope refers to the range and diversity of what you’re responsible for—the range and diversity of the people, teams, business lines, locations, operations, and facilities you’re leading.”

Although leadership doesn't inherently require business acumen, it’s helpful for organizational leaders to have, so they can guide their organizations, drive innovation, and manage organizational change .

Organizational leaders must consider what’s happening outside and inside their businesses. They often don’t directly interact with everyone they lead—engaging in what’s known as capital “L” leadership.

The Capital "L" in Leadership

Many senior-level leaders hold capital "L" leadership roles. According to Organizational Leadership , those leaders no longer have direct contact with everyone in their organizations and must:

  • Inspire and motivate their employees
  • Lead their organizations into the future
  • Anticipate and respond to internal and external threats
  • Pursue opportunities that range from money makers to risky bets
  • Handle crises quickly and assuredly

As your duties increase as a leader—overseeing or guiding those you don’t directly supervise—it's essential to learn how to communicate effectively and execute tasks. This is particularly important when considering the differences between organizational leadership and traditional management.

Organizational Leadership vs. Traditional Management

Leadership and management differ in several ways. At an organizational level, the two are highly intertwined but have three primary differences.

  • Proximity to the team: Managers work closely with the individuals they oversee, whereas organizational leaders don't always have direct contact with those they lead.
  • Scale: Like leadership, management is a broad term that can be big or small in scale, whereas organizational leadership involves managing larger populations.
  • Role: Managers are hired for specific roles; organizational leaders oversee managers and ensure their companies’ visions are reflected in how they guide and align teams.

Organizational Leadership | Take your organization to the next level | Learn More

What Makes Organizational Leaders Effective?

Organizational leaders bring unique qualities, competencies, and practices to their roles. In Organizational Leadership , this is called a leadership constellation .

A leadership constellation includes:

  • Qualities: The aspects of who you are as a person. They contribute to how others perceive you.
  • Competencies: The skills and knowledge you've developed over time that enable you to fulfill responsibilities—either by yourself or by leading others.
  • Practices: The routine actions you engage in to complete tasks, guide your team and organization, and enhance your and others’ skills.

According to Organizational Leadership , you can leverage these attributes in three ways:

  • Leader as beacon: Creating and communicating a vision to your organization and embodying it in your conduct (i.e., leading by example)
  • Leader as architect: Ensuring your organization can follow the direction you set, and creating value using the tools and resources at your disposal
  • Leader as catalyst of change: Leading organizational change by encouraging and enabling it

To be an effective leader , strive to be proficient in each.

Why Is Effective Organizational Leadership Important?

Leadership is vital in business. Organizational leaders assume an additional role because they often set the tone for the directions their companies—and sometimes even their industries—will take.

Here are four reasons why effective organizational leadership is important.

1. Motivates Team Members

Leaders play a critical role in employee engagement. According to Zippia , 69 percent of employees say they would work harder if their efforts were better recognized. This is an important statistic to consider if you struggle to retain talent or want to boost team performance .

Motivated, engaged employees can lead to higher productivity. A Gallup analysis of employee engagement data shows that highly engaged employees resulted in a 14 percent increase in productivity compared to those who were less engaged.

Leaders focus on improving team morale and their companies. Those at higher levels face the challenge of improving employees’ motivation without direct lines of contact.

According to Organizational Leadership , you can improve employee morale by:

  • Hiring for leadership: If you’re involved in the recruiting process, ensure you hire effective leaders for management positions.
  • Creating a positive company culture: If your company’s culture is positive and encouraging, your employees will likely be more motivated.
  • Structuring effectively: For your organization to deliver value, its structures, systems, and processes must align with its people and culture.
  • Openness to feedback: Even if you're not directly responsible for leading every employee, making yourself available to them can go a long way toward ensuring they feel valued.

Related: 6 Strategies for Engaging Your Employees

2. Promotes Problem-Solving and Decision-Making

Leadership requires a large degree of adaptability. Many problems require creative solutions , especially when their causes are hard to identify. As a leader, you’re responsible for helping others navigate difficult situations and making decisions that benefit your organization.

Even if you don't encounter most of your company’s daily high-level problems, you can be a role model for other employees and establish a structured approach to becoming a creative problem-solver .

3. Fosters Open Communication

Communication skills are essential for leaders. Poor communication in the workplace can lead to a host of problems , such as stress, project delays, and decreased morale.

Organizational Leadership offers four ways to foster open communication in your company, including:

  • Providing information about what's going on in a way that encourages and enables employees to act
  • Explaining your organization's direction in a logical manner that appeals to employees’ emotions
  • Ensuring employees know how their everyday tasks connect to your organization's overarching mission
  • Accomplishing tasks with individual employees and groups, virtually and in-person

Neglecting these actions can hinder your company’s success.

4. Allows Leaders to be Goal-Oriented

Organizational leaders typically set the direction for their company and enable others to follow it. According to Organizational Leadership , a good direction must be:

  • Clear: An unclear direction can prevent others from supporting it. Ensure you convey your expectations so they can be met.
  • Compelling: Make sure it's a direction people are willing and eager to follow.
  • Concise: If others in your organization can't understand the direction, they won't follow it.

Once the path forward is clear, exciting, and accessible, it becomes much easier to set and achieve organizational goals.

How to Become a More Effective Leader | Access Your Free E-Book | Download Now

Taking the First Step to Becoming an Organizational Leader

To be a successful leader, it's crucial to continuously develop your skills. Identify which leadership style resonates with you and seek opportunities to grow and adapt.

Whether you're already an organizational leader or hoping to become one, you can benefit from pursuing educational opportunities that enhance your leadership knowledge and abilities.

Ready to take the next step in your career? Consider enrolling in Organizational Leadership —one of our online leadership and management courses—to discover how to lead at scale. To learn more about what it takes to be an effective leader, download our free leadership e-book .

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What is organizational leadership and why is it important?

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What is organizational leadership?

Organizational leadership vs. traditional management.

Why is organizational leadership important?

Can you get an organizational leadership degree?

Do you need an organizational leadership degree, where can you get a job as an organizational leader, how to develop yourself as an organizational leader, final thoughts on organizational leadership.

Organizational leadership is the ability to lead groups of individuals toward fulfilling an organization's mission. 

It encompasses the following skills:

  • Understanding an organization's mission, in alignment with one's strengths.
  • Creating a strategic plan in line with that mission.
  • Implementing goals and holding teams accountable for accomplishing those goals within an established timeline, and in alignment with the strategic plan.
  • Foreseeing possible challenges in the road ahead.
  • Innovating to meet those challenges.
  • Pivoting effectively as circumstances change.
  • Remaining calm amidst uncertainty.
  • Communicating effectively.
  • Inspiring groups of individuals to do their best and work toward a unified purpose.
  • Addressing the concerns of internal stakeholders and the community at large.
  • Doing all of the above, with an eye on inclusivity , integrity, and authenticity.

The above skills are predicated on the leader's expertise, learned managerial skills, growth mindset, and developed emotional intelligence. They allow the leader to be aware of oneself, their impact on others, and the motivation of others, within the context of furthering the organization's singular mission.


Organizational leadership encompasses a broader scope of responsibility than traditional management. Organizational leadership communicates the mission and vision, establishes the strategic plan, and inspires individuals to put forth their talents to fulfill the goals aligned with the strategic plan and, ultimately, the leader’s vision. 

Traditional management fulfills only part of that overall vision. The manager’s role has been typically to communicate leadership’s direction, set expectations, assign tasks, problem solve, and complete the goals assigned to that particular group.

Why is organizational leadership important?  

Organizational leadership is important because it:.

  • Motivates team members. Team members respond in kind to the leader. They will be motivated to mirror the growth mindset for their teams and themselves and consider how they can personally contribute to the forward momentum of the organization as a whole.
  • Allows for a problem-solving and decision-making mindset. In a psychologically safe atmosphere where people are not afraid to speak up, great ideas can emerge. When a leader entrusts the individuals hired into their roles to develop solutions and make decisions, exponential growth is possible. 
  • Promotes communication, ethics, inclusion, and respect. The highly emotionally intelligent organizational leader communicates in all ways that every employee's contributions are respected, as every role is vital to the organization's forward movement as a whole. The leader shares the organization's values and models the communication, ethics, inclusion, and respect expected of each individual.
  • Allows organizational leaders to remain goal-oriented. With individuals empowered to fulfill their roles and develop innovative solutions, the organizational leader may focus on the larger picture: moving the mission forward with an eye on navigating the challenges ahead.

There are multiple degrees in organizational leadership, ranging from bachelor's to doctoral degrees. Here are a few examples:

  • BA, Organizational Leadership
  • BS, Business Leadership
  • Master of Science, Organizational Leadership and Learning
  • Executive Master of Leadership
  • Doctorate of Education, Organizational Change and Leadership
  • Ph.D., Organizational Leadership

However, there are plenty of other degrees that may serve a role in organizational leadership just as well, including

  • BS, Business Administration
  • Master of Business Administration (MBA)
  • Master of Public Administration (MPA)
  • Master of Public Health (MPH)
  • Juris Doctorate (JD)
  • Ph.D., in Management and Organization

In a large organization, a Chief Financial Officer (CFO) will most likely have an MBA from a prestigious university and a track record of working in finance and moving up in leadership roles. A Vice President of Human Resources will most likely have a JD to ensure the requisite knowledge of the multiple employment laws. 

However, plenty of smaller organizations and levels of the organization would not require those same degrees. For instance, a Master of Science in Human Resources may suffice for a mid-tier leadership organizational role or a higher role in a smaller organization. Many experienced professionals pursue a part-time degree, certificate, or executive program to fill in any gaps as they move into leadership roles. 

The options are limitless. The right degree depends on your experience and your career goals. When choosing your leadership development path, consider:

  • What size organization you’d like to join.
  • Which level you wish to lead (manager, director, division head, vice president, president, other).
  • The education levels in the type of company and role you’d like to join.

This information should help determine what education you will need to eventually lead an organization with the requisite knowledge and accumulated managerial and leadership skills.

Organizational leaders are needed in all sectors: business corporations, technology, health care, government, education, and non-profit organizations. Organizational leadership jobs can be found at various levels of an organization. However, the title will most likely not be “organizational leader.” 

Traditionally, future organizational leaders are first identified as “high potential” employees (HiPos), then proceed to organizational leadership roles with manager and director level titles. Higher-level organizational leadership jobs include titles like Dean, Provost, General Counsel, Chief Financial Officer (CFO), Chief Information Officer (CIO), Chief Operating Officer (COO), Vice President, and President. Roles to consider with potential for growth in organizational leadership include:

  • Human Resources Manager
  • Organization Manager
  • Training & Development Manager
  • Project Manager
  • Sales Representative

Some organizations have started to realize that the process and very notion of identifying a few select “HiPos” can be too narrow and backward-looking. Organizations need more, and more varied, leadership at all levels. Don’t let the fact that you aren’t selected into a high-potential group dissuade you from developing the attributes needed for organizational leadership.

Some skills are inherent, but great leaders know there is always room for further learning and development. For example:

  • Build your expertise through formal education, internal training opportunities, and mentorship programs.
  • Develop a reputation for taking the lead on teams and having an aptitude for leadership.
  • Develop a reputation for listening and building great, collaborative teams by bringing out the best in everyone.
  • Be clear about your desire to lead . An opportunity may not open right away, but It’s important to stay top of mind in conversations around succession planning. 
  • Create positive working relationships across the organization. Share useful information and resources.
  • Request informational interviews with people who are currently in the leadership roles you aspire to. Ask them what they wish they had known when they were in your shoes.
  • Develop relationships with mentors who can guide you based on their experience and expertise, and with sponsors who can connect you to those who will be vital to your leadership development.
  • Volunteer and be a part of an organization that gathers people from across the organization or multiple organizations. Say "yes" to being on the board and playing a leadership role.
  • Take opportunities for professional development , including a higher education degree that focuses on leadership skills and prepares you to step into an organizational leadership role. Leadership training is also an opportunity to create sustainable and resilient teams. 


Stay up to date with new resources and insights.

Thank you for your interest in BetterUp.

There are many more tactical resources that may help you on your journey toward a role in organizational leadership. For instance, the U.S. Bureau of Labor Statistics maintains a database of occupations , the demand, and related salaries, and the O*NET Online database that details the skills requirements of various occupations: You may further explore the roles that interest you on the more user-friendly and visually pleasing RoadTrip Nation . Or, if you’re unclear about the industry sector that best suits you, the Holland Code Career Test offers good exploration and self-reflection. 

Continual development will not only help you achieve an organizational leadership job, but it can also help you continually improve your performance and impact.

Lead with confidence and authenticity

Develop your leadership and strategic management skills with the help of an expert Coach.

Kristine Moe

Kristine Moe is an ICF-certified professional coach (PCC) who partners with individuals to fulfill their personal and professional visions. As a Premier Fellow Coach at BetterUp, she proudly works towards the mission to help humans everywhere pursue their lives with greater clarity, purpose, and passion. She holds a Master of Professional Writing (MPW) degree from USC and is pursuing a Master of Science in Marriage and Family Therapy.

How to tap into heart and soul to lead with more charisma

Managers have a strong effect on team performance, for better or worse, discover the benefits of leadership training: why you need it, what is a leader, what do they do, and how do you become one, leadership versus management: how they benefit teams, authentic leadership: why showing up as yourself matters, what is a leadership development program and why do you need one, need to move faster and smarter level up with distributed leadership, the most critical skills for leaders are fundamentally human, similar articles, what happens when organizations care about well-being, what is organizational structure and why is it important, discover the difference between director versus vice president roles, what is human resources management, leadership secrets that transformed chipotle with marissa andrada, what is organizational development, and why should your business care, how organizational effectiveness enhances how you work and grow, 4 reasons why you can't afford to skip out on succession planning, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Leadership Essay

27 August, 2020

12 minutes read

Author:  Richard Pircher

As a college student, you must write essays on a regular basis since the latter is one of the most common types of home assignments. All this means is that in order to get good grades and be successful with writing the papers, you need to have a sound understanding of the structure. Additionally, what you should never neglect is the variety of essay types. Indeed, your essay will significantly differ from one type to another: description essay will most likely have a structure that is slightly different from an argumentative one.

Leadership Essays

What you may have already encountered in your academic life is the work on a leadership essay. Although it sounds pretty complicated and vague, it is mostly possible to master an essay on leadership. Below is a guide for you to get an insight into this particular essay type.

What is a good leadership essay?

A good leadership essay is the one in which the essay writer has fully covered the topic of leadership and understood its core ideas. More specifically, to end up with a flawless leadership essay, you will need to indicate what makes a person a good leader. For achieving the latter, you will most likely need to conduct research and trace how a particular person reaches his or her goals. In other words, the task is to discover which actions the person undertakes, what their followers say about him or her, and how the person organizes the work. So, a leadership essay implies providing real-life success examples and further revealing them.

Above all, a good leadership essay is the one that follows a precise, clear, comprehensive structure. Structuring your essay about leadership in the most coherent way leads to a win-win situation: you have fewer troubles and barriers to writing a brilliant essay, and your teacher is able to comprehend the essay easily. This guide is what you will need to refer to to get an insight into how the flawless structure for a leadership essay looks like and how it will let you take a benefit.

How to write a Leadership essay?

To write a leadership essay that stands out, you first need to brainstorm all the ideas that you have and come up with a topic for your essay. If you are struggling with this step, you may think of some of the most influential people, read about them, and find out what makes them unique. Or, you can pick any topic which is mentioned at the end of this article. After you have chosen an issue, it is time to structure your essay appropriately.

how to write a leadership essay example

As you already know, an essay constitutes three essential sections: introduction, main body, and conclusion. Below is the more detailed description of each of the parts.


Of course, your leadership essay introduction will always vary depending on the topic of the essay. However, you can always begin by stating your vision of leadership regardless of the topic. Additionally, to motivate the reader and instantly catch his or her attention, you may use a quote of a famous leader, or simply a quote which you find relevant to the topic. Be aware that you should avoid outlining the essence and the role of the leadership in your introduction; leave it for the body paragraphs.

What you may also do in your leadership essay is ask a question, which will most likely intrigue the leader. Or it will at least give your reader an overview of what you will dwell on  in your essay.

Body Paragraphs

You will need to divide the main body into 3-5 paragraphs to make the structure more comprehensive. What you have to do at this point  is  give your reader a sound understanding of your ideas. Therefore, try to fit each idea in a single body paragraph so that you do not confuse your reader. Do not hesitate to indicate your examples to strengthen your arguments. For instance, you may explain a fact that makes a particular person you are writing about a real leader.

Also, always stick to your thesis statement and don’t forget that the body paragraphs should reveal the parts of your thesis statement.

As you may already know, you need to restate your opinion and briefly summarize all the points from the main body in conclusion. For instance, if you wrote your essay on qualities of an effective leader, state the most fundamental qualities and indicate why they matter the most. Besides, try not to copy what you have already written in the body – it is better to restate your opinion using different words. And, of course, beware adding any new and extra information; indicate only those points that you have already outlined in the text. Finally, keep in mind that it is always favorable to keep your concluding remarks short.

leadership essay

Leadership Essay Examples

Writing a leadership essay requires some research and time. In case you feel the necessity to go through an essay example, below is a leadership essay sample you can refer to.

Is leadership an inborn or an acquired feature?

Is everyone capable of becoming a leader, or is this ability innate? A lot of researchers have been struggling to answer this question. One assumption about leadership implies that the leader is the person who possesses particular characteristics. Another assumption claims that leaders are capable of acquiring specific features over their life span. As the evidence shows, leaders own many features that distinguish them among others and make more and more people become their followers. These might be cognitive abilities, psychological traits, professional qualities, and a lot more, and all of them will be either acquired or innate. Based on the importance of leadership qualities, such as commitment, stress resistance, and the ability to make quality decisions, it is reasonable to claim that leaders are made, not born. 

One can deem commitment as one of the top fundamental qualities of the leader. In essence, such a feature indicates that a person is passionate about the common goal, strives to be a team player, and makes every effort to reach a shared goal. As the history shows, none of the successful companies was uncoordinated by an influential, committed leader: Apple, Amazon, Microsoft – all of these companies are examples of dominant teams led by a dedicated leader. A committed leader also inspires his or her team to achieve common goals and put more effort into the shared activity. Besides, commitment is unlikely to be an innate feature; it instead comes with experience. This is so, since commitment implies dedicating oneself to the shared task, and one can reach it only via learning and continuous self-improvement.

Stress resistance is another incredibly important feature that every good leader should possess. This is because only a stress-resistant leader has sufficient capabilities to overcome any complexity and not let the anxiety and stress prevent him or her from making proper decisions. Besides, such a leader will most likely have a positive influence on the team, as long as leading by example will motivate the team members to attain the same emotional stability. What is so far familiar about stress resistance as an effective leader’s feature is that it can be either innate or attained. However, although some researchers admit that emotional stability is something one is born with, it is not entirely true; many people still put a great effort into self-improvement, changing the attitude to unfortunate situations, and so on. Therefore, being resistant to stress can be mostly attributed to a personality.

An ability to make high-quality decisions most likely determines the chances for an enterprise’s success. In particular, such quality is incredibly fundamental for a company of any size and professional orientation. Additionally, it is one of the top tasks of a good leader to make final decisions. What he or she should do implies brainstorming, discussing various opinions in the group, making forecasts, analyzing all the pros and cons. However, the leader is the one to make a final decision. Thereby, he is in charge of researching the market, discovering all the hidden truths, and analyzing the organization’s potential and capabilities to result in the most effective decision. As it flows logically from the latter, an ability to make sound quality decisions is purely a professional quality. This leads to the conclusion that one has to work hard to become a genuine leader and master the skill of making effective decisions. 

Overall, the leader may possess a multitude of different skills and master them perfectly. However, what has so far become transparent is that any leader, regardless of which team he leads, must possess three essential qualities. These qualities are commitment to the common goal, ability to handle and resist stress, and, finally, an ability to make effective decisions. All of the three qualities are most likely to be acquired over a lifetime. The statement below leads to the conclusion that even though some qualities can be innate, most are not the ones that leaders are born with. Hence, this answers an essential question: leadership feature is acquired, and not necessarily inborn.  

20 leadership essay topics

When coming up with your next leadership essay topic, it is imperative to brainstorm ideas and think of what leadership might be related to. If you are struggling with a topic of the importance of leadership essay or any relevant type of essay, you may quickly take a look at some of the possible topics we prepared for you:

  • What are the main qualities of the leader?
  • Successful Time Management as a feature of an effective leader
  • The role that rhetoric plays in leadership
  • The most exceptional leader in the history of the 20-th century
  • The role of female leadership
  • What are the challenges of the leader of the 21-st century?
  • How college helps students develop leadership skills?
  • Qualities of the leader that motivate people to follow them 
  • Top things to avoid doing to become a team leader
  • Examples of effective and ineffective leadership in the history
  • Top techniques for developing leadership skills
  • The interconnection of creativity and leadership 
  • Is a university’s role fundamental in developing leadership skills?
  • Dictatorship as an anti-example of leadership
  • Liberal vs Authoritative leadership: which one works better?
  • The influence of the leader’s role model on the followers’ mindset
  • Main difficulties that the new leader may face in a new team
  • Leadership of today vs leadership of the past: what has changed?
  • Reasons why I want to become a member if the leadership program
  • The role of cognitive abilities for the leader 

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Essays on Leadership for Students | 200 - 500 Word Essays

Are you writing an essay about leadership? Check out these examples!

Leadership is often defined as "the action of inspiring others to act in concert to achieve a particular goal." It signifies the harmony in actions that lead to a common objective. A genuine leader not only exudes confidence but also paves the way for their followers towards triumph. Over the years, various leadership styles have been identified and discussed by psychologists.

 Qualities such as intelligence, adaptability, extroversion, innate self-awareness, and social competence often emerge as the hallmarks of impactful leaders. There's a consensus that these traits mold an individual into an effective leader. Interestingly, some theories suggest that extraordinary situations can thrust an ordinary individual into the spotlight, bestowing upon them the mantle of leadership. It's also believed that leadership isn't a static trait but an evolving journey. It underscores the belief that with dedication and the right resources, anyone can hone their leadership abilities.

 True leadership goes beyond merely advocating for a cause. It involves taking responsibility, igniting motivation in others, and differentiating oneself from just being a 'boss'. A leader's essence lies in their ability to inspire and propel people towards grand visions, whereas a manager typically focuses on oversight and operational aspects.

What Is a Leadership Essay?

A leadership essay falls under the category of student application essays and serves to provide student admissions officers with insight into your past leadership experiences. Despite appearing to be very specific, this type of essay acknowledges that the nature and perception of leadership can vary significantly depending on the individual and the context.

 If you find yourself in need of further insights or a unique angle for your leadership essay, consider exploring an expert essay-writing tool designed to assist students in crafting compelling narratives by analyzing vast data and generating fresh ideas within minutes. In this article, we'll also delve into various leadership essay examples to offer a clearer understanding of the genre and inspire your writing journey.

4 Examples of Leadership Essays

Qualities of a good leader, introduction.

Confidence is the most important attribute first of all. One of the most important qualities in a leader is confidence in one's own abilities. A lack of self-assurance is fatal to a person's leadership potential. If you want others to follow you, you need to exude self-assurance. It's imperative for a leader to have faith in his own judgment and actions. How can people want to follow him if he doesn't even know what he's doing?

Every effective leader knows that they need to be an inspiration to their followers. A leader needs to set an example for his team. In addition, he ought to inspire them whenever feasible. A leader must also maintain optimism in trying times.

What qualities a good leader must have?

Leadership is the ability to influence and guide individuals or groups toward a common goal. A leader must possess several qualities to be effective, including:

Communication skills: A leader must be able to communicate their vision and goals clearly and effectively, both verbally and in writing. This requires excellent listening skills, empathy, and the ability to adapt to different communication styles.

Emotional intelligence: A leader must be able to understand and manage their own emotions, as well as those of their team members. This includes being able to understand and respond to the emotions of others, and handling conflicts in a constructive manner.

Visionary: A leader must have a clear and inspiring vision of the future, and be able to articulate this vision in a way that motivates others to work towards it.

Strategic thinking: A leader must be able to think critically and creatively to identify and solve problems, make decisions, and develop plans and strategies to achieve their goals.

Flexibility: A leader must be able to adapt to changing circumstances and be open to new ideas and perspectives. This requires the ability to embrace change, be innovative, and continuously learn and grow.

Integrity: A leader must have strong ethics and values, and be willing to make difficult decisions that are consistent with their beliefs. This requires honesty, transparency, and accountability.

Decisiveness: A leader must be able to make tough decisions quickly, without undue hesitation or procrastination. This requires courage and the ability to take calculated risks.

Empowerment: A leader must be able to delegate responsibilities, give team members the resources they need to succeed, and foster a sense of ownership and accountability among their team.


These qualities are essential for effective leadership, and when combined with hard work, determination, and a commitment to excellence, can help leaders to achieve great things.

How one can be a Great Leader?

Leadership is the act of performing the duties of a leader. In the business world, for instance, it is essential to have someone in charge of a team to ensure everything runs well. Effective leadership is essential for any group that wants to maximize its prospects of success.

Leadership Comes from Experience

As we've shown, leadership can be innate in some cases but is more often learned through practice and exposure. Sometimes the best traits of a leader must be learned over a lengthy period of time, so that one can become a notable one, proving that leadership is not always about a person's innate qualities. Leaders should continuously be on the lookout for opportunities to grow their leadership skills.

Nobody can disagree that experience is a key component of leadership. Numerous examples exist to back up this claim, such as:

Instance 1:

Our school's head boy or girl has traditionally been an older student who has been around for a while and thus has a better grasp of the ins and outs of school politics.

Instance 2:

When there is a vacancy for a team leader, it is common practice for the employee who has consistently put in the most effort and attention to the office job to receive a higher number of votes than their coworkers. 

“The best teacher for a leader is evaluated experience.” - John C. Maxwell

How one can be a Great Leader/Skills to be a Great Leader?

Effective leadership is a skill that develops through time. Developing into a leader with all the qualities that are needed takes a lot of hard work and potential. Being a prominent leader calls for a wide variety of traits. Some of these characteristics are addressed in further detail below:

One should be a Good Communicator

To be an effective leader, one must be able to convey his thoughts clearly to his/her/its subordinates.

Should have Confidence

The individual should have faith in what he says and does.

Give Credit to other Team Members too

A leader not only needs to impose his viewpoints and opinions instead he must also hear to the suggestions of other members of the team and offer them credit if their concept is appropriate.

Good Bond with the Team

A leader's ability to command respect from his team members depends on his ability to develop and maintain positive relationships with them.

Leads with Responsibility

A leader needs to be completely committed to his position. It's important that he takes on responsibility so that he can effectively deal with the various challenges he will inevitably face.

Any group or organization needs a leader above all else. Leadership development takes time and effort. One needs to have lived through a lot to be an effective leader. It's not enough to simply have years of experience in the field; one must also have the traits that make one an effective leader. You can't be a great leader unless you possess certain traits.

What makes a Good Leader?

Trying one's hand as a leader appears easy when viewed through this lens. Is that so tough? Of course not; leading is difficult, and not everyone aspires to be a leader. The vast majority of us have settled into well-established careers where we report to superiors and make a living. Still, not everyone is content to go along with the crowd. They become leaders in whatever field they pursue. A leader is an example to followers and will prioritize the needs of those around them.

Some Unique Qualities of a Leader

Many individuals resort to their leaders to vent their frustrations, therefore it's important for them to be good listeners.

A leader ought to be completely forthright; they can't play favorites or give anyone preferential treatment. One of the most essential qualities of a strong leader is the ability to make decisions with integrity.

They need to be aware of the bigger picture and understand what makes an individual stand out or become a leader. It's their expertise in addition to other distinguishing traits. Their awareness of current events and the results of recent studies is essential. In many ways, this is helpful, and it's the leader's responsibility to stay current.

Since some might not understand them, they should utilize straightforward, easily comprehended language. Leaders need to be able to communicate effectively at all times. In reality, what sets them apart is their exceptional communication skills. Adolf Hitler was such a gifted orator that his followers believed every word he said.

No matter how you're feeling or what's going on in the world, if you listen to a leader, they may make you feel energized. Since leaders are in charge of inspiring confidence in their followers, they can't afford to be wary or unsure of themselves. People tend to blindly follow their leaders.

Whether you're a leader or a doctor, you should devote yourself completely to your chosen field. Everything we do is for the benefit of others; engineers, for example, spend much of their time designing and constructing buildings for other people. So, take pride in what you do, and if you possess the aforementioned traits, you are also a leader who doesn't have to rely on others to succeed. No matter what you do, aspiring to leadership positions will always benefit others.

What is Leadership in Management and what are the weaknesses and strengths of a Leader?

Simply said, leadership is acting as a supervisor or manager of a group. Different mental pictures pop up when we hear the word "leadership" used in conversation. One might think of a political leader, team leader, corporate leader, school leader, etc. Leaders facilitate order and efficiency in the workplace. Teamwork and success are fundamental to effective leadership. Leaders utilize their managerial abilities to establish courses and guide their teams to success.

Strengths and Weaknesses of Leadership

Able to express oneself more clearly

Growth of character.


Possession of teamwork skills.

Gain assurance in yourself.


Acting favorably toward one's teammates.

Having no faith in the leader.

Thinks they're better than everyone else, but act hypocritically.

Not living up to the promised standard.

Insufficient morals.

Leadership and Management

Management and leadership are inextricably linked to one another. Leadership and management are both vital to the efficient operation of an organization; but, they accomplish very different things in the process. Leadership is a necessary skill for anyone aspiring to be an effective manager. The terms management and leadership are synonymous with one another. In this manner, we are able to draw the conclusion that a manager who demonstrates the traits of a successful leader is, in fact, a manager who is effective.

Leadership in School

Leadership is essential in nearly every group, as we've seen above. That group includes one's educational institution. Every school needs an outstanding figure to serve as its head of school. Class monitor, assembly captain, cultural leader, etc. are all examples of leadership roles that can be taken on at school, but this raises the question of what makes a person a successful school leader.

Any student hoping to be chosen as a student body leader will need to demonstrate a wide range of competencies. He or she needs to be a consistent student who pays attention in class and does well in extracurricular activities. For the simple reason that no intelligent and hardworking kid would ever be considered for leadership. Student leaders are most often selected from among those who participate fully in all activities.

Leadership in Organization

Leadership in an organization, also known as organizational leadership, is the process of establishing long-term objectives that further the company's mission and help it reach its ultimate destination. This is a classic illustration of how Bill Gates often works with his team: they agree on a strategy, and Gates implements it. To the same extent, it is the responsibility of the leader in each given organization to determine what it is that the group is trying to accomplish.

Leadership in Politics

Leadership in politics, also known as political leadership, is the process of becoming actively involved in a political party in the role of a party leader. Knowledge of political processes, their outcomes, and the political agenda is central to the idea of political leadership.

An effective leader can be developed in anyone who has the determination and drives to do so. Both the strengths and the areas for improvement should be nurtured. Whether in the classroom, the workplace, or the political arena, leadership is always necessary. Therefore, one can exercise leadership anywhere they like inside their own organization.

What are the types of Leadership?

The ability to lead is a rare trait that not everyone possesses. The ability to do so is a gift, so count your blessings if you possess it. It's recommended that you hone it even more so that you can propel your career forward and serve as an example to people around you. However, it is crucial to grasp the various leadership styles before you go ahead and polish your skills.

Types of Leadership Styles

Democratic Leadership

In this style of management, subordinates are given a voice in decision-making. Although the subordinates' efforts are highlighted, the leader is ultimately held responsible for the group's actions. Many people find this type of leadership to be effective.

Transformational Leadership

Transformational leaders motivate and inspire others to adopt new behaviors and ways of thinking in order to improve their own performance and that of their teams and organizations. A transformational leader is someone who encourages their team to strive for greater things and works to boost morale and output.

Team Leadership

A good leader fully incorporates his team into the task at hand. Members of the team are motivated to reach their goals and advance in their careers thanks to the leadership of the group.

Strategic Leadership

It requires a chief executive who doesn't restrict himself to brainstorming sessions with his superiors. He contributes on every level of the team. He is well-liked for his ability to unite the need for fresh ideas with the necessity of grounding them in reality.

Autocratic Leadership

The leader in a command and control structure is the center of attention. The chief executive has absolute power in this setting. He decides things on his own, without polling his staff. He relays this information to his staff and stresses the importance of swift action. The buck stops with him, and he alone must answer for his actions. Not much room for negotiation exists. It's no secret that this method of leading has its detractors.

Visionary Leadership

This kind of leader appreciates the abilities and requirements of his team members. He describes his ideal outcome and the teamwork that will be necessary to attain it.

Coaching Leadership

Leaders who coach their teams do so regularly in an effort to raise output. He inspires his employees to do better and works to keep them motivated. This approach to leadership has been much praised.

Facilitative Leadership

With occasional guidance, a facilitative leader ensures that the process runs smoothly for his team. As a precaution in case his team is ineffective. If the team is highly effective, the leader will take a hands-off approach.

Cross-Cultural Leadership

The leadership of this type is necessary when interacting with people from various cultural backgrounds. Because of the wide variety of cultures represented in the workforce across the United States, many managers and executives hold cross-cultural positions.

Laissez-Faire Leadership

The members of the team are given responsibility in this style of management. They are free to choose how they spend their time at work, with minimal oversight from the boss. It's not a good way to lead, according to experts.

Transactional Leadership

An interactive approach is integral to this kind of leadership. When team members successfully implement their leader's ideas and choices, they are rewarded with immediate, material benefits.

Charismatic Leadership

In order to bring out the best in his followers, this kind of leader makes the effort to change their attitudes, values, and actions.

This article should dispel the notion that leadership qualities can't be further subdivided. It should also assist you in pinpointing your own personal brand of leadership so you can perfect it over time.

Final Words

In conclusion, leadership is a complex and multifaceted concept that involves various qualities and skills. Effective leaders possess traits such as integrity, vision, empathy, decisiveness, and the ability to inspire and motivate others. They are able to navigate challenges, make difficult decisions, and lead their team toward success. Leadership also involves continuous learning and self-improvement, as leaders must adapt to changing circumstances and remain relevant. Effective leadership can have a positive impact on both individuals and organizations, fostering growth and creating a culture of success.

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Leadership Essay for Students and Children

500+ words essay on leadership.

First of all, Leadership refers to the quality of leading people. Probably, it is one of the most important aspects of life. Above all, Leadership has led to the progress of human civilization . Without good Leadership, no organization or group can succeed. Furthermore, not everyone has this quality. This is because effective Leadership requires certain important characteristics.

Leadership Essay

Qualities of a Good Leader

First of all, confidence is the most quality. A leader must have strong self-confidence. A person lacking in confidence can never be a good leader. A person must be confident enough to ensure others follow him. The leader must have confidence in his decisions and actions. If he is unsure, then how can people have the desire to follow him.

A good leader must certainly inspire others. A leader must be a role model for his followers. Furthermore, he must motivate them whenever possible. Also, in difficult situations, a leader must not lose hope. How can a leader inspire people if he himself is hopeless?

Honesty is another notable quality of a leader. Honesty and Integrity are important to earn the love of followers. Above all, honesty is essential to win the trust of the people. Probably, every Leadership which loses trust is bound to fail. People will not work with full effort due to an immoral leader.

Good communication is a must for a good leader. This is because poor communication means the wrong message to followers. Furthermore, good communication will increase the rate of work. Also, the chances of mistakes by followers will reduce.

Another important quality is decision making. Above all, if a leader makes poor decisions then other qualities will not matter. Furthermore, good decision making ensures the success of the entire group. If the leader makes poor decisions, then the efforts of followers won’t matter.

A good leader must be an excellent innovator. He must display a creative attitude in his work. Most noteworthy, innovation is a guarantee of survival of a group or innovation. Without creative thinking, progress is not possible.

Get the huge list of more than 500 Essay Topics and Ideas

Real-Life Examples of Good Leadership

Mahatma Gandhi was an excellent example of a good leader. He was a staunch believer in non-violence. With his brilliant Leadership skills, he made the British leave India. Probably, this was the most unique independence struggle. This is because Gandhi got freedom without any violence.

Abraham Lincoln was another notable leader. Most noteworthy, he ended the slavery system in the United States. Consequently, he made many enemies. However, he was a man of massive self-confidence. His struggle against slavery certainly became an inspiration.

Sir Winston Churchill was a great patriotic Englishman. Most noteworthy, he led Britain in the 2nd World War. Furthermore, he was extremely inspirational. He inspired Britain to fight against Nazi Germany. His great communication motivated the entire country at a time of hopelessness.

To conclude, Leadership is required in probably every sphere of life. Good leadership is the door to success. In contrast, bad leadership is a guarantee of failure. Consequently, good leaders are what make the world go round.

FAQs on Leadership

Q.1 Which is the most important quality for being a good leader? A.1 The most important quality for being a good leader is self-confidence.

Q.2 Why Sir Winston Churchill is a good leader? A.2 Sir Winston Churchill is a good leader because he inspired Britain to fight in 2nd World War. Furthermore, his excellent communication also raised the motivation of his people.

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The Leadership Strengths

This essay about leadership strengths explores the essential qualities that define effective leaders across various sectors. Focusing on emotional intelligence, it highlights the importance of leaders being aware of their own and others’ emotions to manage teams effectively. The concept of integrity is discussed as more than mere honesty, emphasizing consistent ethical behavior and decision-making. Strategic thinking is portrayed as crucial for anticipating future challenges and setting long-term goals. The essay also underlines the importance of communication skills in articulating visions and listening to team feedback. Furthermore, the ability to inspire and motivate teams is seen as vital for fostering engagement and a shared sense of purpose. Lastly, adaptability is discussed as a necessary trait for navigating the rapid changes in the modern business landscape. These leadership strengths are presented as indispensable for anyone looking to lead successfully and create a positive and productive workplace culture.

How it works

In any organization, leadership is more than just occupying a high office; it’s about how effectively that power is used to foster positive change, motivate teams, and navigate challenges. Over the years, a set of core strengths has crystallized as vital for anyone looking to lead effectively. These aren’t just handy for career advancement; they’re crucial for nurturing healthy, productive, and innovative workplace cultures.

At the heart of effective leadership is emotional intelligence. This isn’t just about sensitivity; it’s about awareness.

Leaders equipped with a high emotional intelligence have a profound understanding of their own emotional states and the ability to perceive and positively influence the emotions of those around them. Such leaders are adept at managing stress and conflict, can communicate with clarity, and make decisions that consider both data and human factors. The ability to empathetically navigate the emotional currents of a team can significantly impact its harmony and efficiency.

Integrity in leadership transcends mere honesty—it’s the alignment of words and actions, consistently applied. Leaders who personify integrity build trust and respect, setting a foundation for a transparent and fair workplace environment. This trust is crucial not just for internal harmony but also for the external reputation of the organization. Integrity means making decisions that are not only beneficial but also ethical and fair.

Strategic thinking also marks a strong leader. It’s the ability to look beyond day-to-day tasks to anticipate future challenges and opportunities. This involves setting clear goals and developing thoughtful strategies to achieve them, which requires an understanding of the broader industry dynamics as well as internal strengths and weaknesses. Leaders who think strategically are able to steer their organizations through uncertain waters, often by being proactive rather than reactive to the changing environments.

Another indispensable leadership strength is communication. Effective leaders know how to clearly articulate their vision and motivate their team to achieve common goals. Good communication goes beyond just speaking and involves active listening, which helps leaders understand the needs and concerns of their team. This two-way communication fosters an inclusive atmosphere where team members feel valued and understood.

Inspiration and motivation are closely linked and are crucial for keeping a team engaged and focused. Leaders who inspire are not just managers; they are visionaries who infuse their teams with enthusiasm and a shared sense of purpose. They recognize and reward efforts, which boosts team morale and productivity. Inspiration often stems from a leader’s passion, their commitment to goals, and their ability to present these in an engaging way.

Lastly, adaptability is a defining trait of today’s most effective leaders. The modern business landscape is marked by rapid change and unpredictability. Leaders who adapt quickly, who are flexible in their plans but steadfast in their objectives, thrive. Being adaptable also includes being open to feedback and new ideas, which can lead to innovative solutions and continuous improvement.

Developing these leadership strengths can transform an ordinary manager into a transformative leader, capable of guiding a team or an entire organization toward success. While each strength is powerful on its own, the best leaders are those who can combine these skills to respond to varying situations and challenges. Whether it’s running a small team or overseeing a multinational corporation, these strengths lay the foundation for effective, respected, and motivational leadership. This detailed exploration shows why and how these attributes are crucial in today’s leadership roles, offering a roadmap for aspiring leaders looking to make a significant impact in their professional environments.


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You’re Back from Your Leadership Development Program. Now What?

  • Brenda Steinberg
  • Michael D. Watkins

essay on leadership in organisations

How to take what you’ve learned and apply it on the job.

Executives who go through leadership development programs often come back with new energy and purpose, ready to transform their teams, themselves, and their organizations. But it can be challenge to gain traction, sustain momentum, and achieve durable post-program results. Success requires determined effort and patience. To better navigate this reentry phase, remember to acknowledge the contributions others made while you were away, anticipate reactions to your new ideas, embrace the opportunity for change, clearly communicate your intentions, pace yourself, build a support network, and stay the course.

After participating in a good leadership development program, you’ll no doubt feel inspired to transform yourself, your team, and your organization. That’s why companies spend more than $46 billion per year on such training. They want their employees, from high potentials to top executives, to gain energy and purpose by learning and envisioning the future with others.

essay on leadership in organisations

  • Brenda Steinberg  is an executive coach and leadership consultant with more than 20 years of experience in working with senior leaders. She regularly contributes to executive education programs at  IMD  Business School and works as a consultant with  Genesis Advisers .
  • Michael D. Watkins is a professor of leadership and organizational change at IMD , a cofounder of Genesis Advisers , and the author of The Six Disciplines of Strategic Thinking .

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Understanding Differences and Overlaps in Leadership, Management, and Followership


Leadership, management, and followership are essential to every organizational structure, each contributing to its success and function. This essay will discuss leadership, management, and followership, provide examples of each, examine potential overlaps in these roles in nursing, analyze the likelihood of overlap between two specific capacities, and finally compare the leadership and management qualities of a current political leader.

Leadership, Management, Followership Distinctions

Leadership involves defining a vision, motivating people, and guiding a group toward a goal (Restivo et al., 2022). Additionally, leaders also encourage innovation and team purpose by focusing on the broader picture (Restivo et al., 2022). In healthcare setting for example, a nurse leader may introduce a new patient care regimen and encourage nurses to work together to improve patient outcomes. Management on the other hand, involves efficiently allocating resources, planning, organizing, and controlling activities to achieve goals (Restivo et al., 2022). For example, a nurse manager may create duty schedules, supply supplies, and oversee daily operations of a nursing unit to provide optimal patient care. On the other hand, followership is sometimes underestimated but vital to any organization’s success (Barry et al., 2023). Leaders have followers who support and implement their vision. They adhere to directions, work well with others, and complete assignments (Barry et al., 2023). Notably, a staff nurse who follows care plans, protocols, and the hospital’s mission is a follower (Barry et al., 2023).

Nurses routinely switch between leadership, management, and followership in healthcare’s fast-paced atmosphere. Consider a clinically skilled senior nurse mentoring young graduates. Simultaneously, the nurse leads by guiding and inspiring newcomers. The nurse may also need to manage resources to train and equip new nurses. The senior nurse also follows higher-ranking administrators and works with colleagues to provide patient-centered care.

Likelihood of Overlap

Leadership and management overlap more than followership, this is because for leaders to realize their goal, effective leadership needs great management abilities. For example, a nurse leader implementing a new patient care project must inspire and encourage the team and manage resources, plans, and progress. Leadership inspires change, while management implements it.

Differentiating Political Leadership and Management

To illustrate the differences between leadership and management in politics, let us consider a renowned US politician, US President Joe Biden. Joe Biden inspires and leads by articulating a national vision. For example, Biden stressed togetherness and healing national tensions during his campaign and presidency. His leadership is distinguished by empathy, which was vital during the time of the COVID-19 pandemic which was characterized heavily by societal instability. Also, through his speeches Biden unites people through his talks and actions (Hao, 2023).

In terms of management, Biden manages governance complexity well. His concentration is policy implementation, decision-making, and navigating complex laws. For instance, the Biden administration’s COVID-19 immunization deployment needed careful planning, resource allocation, and federal, state, and local coordination (Hao, 2023). This shows his ability to manage a large-scale project. Politicians like Joe Biden have supporters who help them achieve their aims. Biden voters and sympathizers who support his policies are followers. Biden’s cabinet and party members who share his vision support and implement the administration’s program as followers.

In conclusion, leadership, management, and followership are distinct but interwoven organizational processes. Healthcare nurses often seamlessly transition between these roles. Leadership and management overlap more because good leaders need management abilities to turn their vision into action. Politicians like Joe Biden demonstrate the contrasts between governance leadership and management. These notions help people in diverse roles navigate organizational and political contexts more nuanced and effectively.

Barry, E. S., Teunissen, P. W., & Varpio, L. (2023). Followership in interprofessional healthcare teams: a state-of-the-art narrative review.  BMJ Leader , leader-000773. https://doi.org/10.1136/leader-2023-000773

Hao, F. (2023). Biden’s approval, record inflation, economic recovery, COVID-19 mortality, and vaccination rate among Americans—A longitudinal study of state-level data from April 2021 to January 2022.  Preventive Medicine Reports ,  36 . https://doi.org/10.1016/j.pmedr.2023.102454

Restivo, V., Minutolo, G., Battaglini, A., Carli, A., Capraro, M., Gaeta, M., Odone, A., Trucchi, C., Favaretti, C., Vitale, F., & Casuccio, A. (2022). Leadership Effectiveness in Healthcare Settings: A Systematic Review and Meta-Analysis of Cross-Sectional and Before–After Studies.  International Journal of Environmental Research and Public Health ,  19 (17). https://doi.org/10.3390/ijerph191710995

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Comprehensive Qualitative Analysis of Women in Educational Leadership and their Impact on Organizational Effectiveness: Exploring Challenges and Opportunities

Profile image of Farzana P A R V E E N Jessar

This research aimed to explore public opinions regarding women's roles in higherlevel educational leadership positions in Pakistan and examine the correlation between managerial leadership styles and organizational performance. This study sheds light on the obstacles female educational leaders face in retaining their positions of authority within the Karachi Sindh province, Pakistan. Additionally, it explores the strategies they employ to navigate these challenges. The qualitative research design with case study used to collect the data from 15 female educational leaders in 07 districts of Karachi, Sindh through semi-structured interviews, field notes, and observations data, specifically from the department of school education managers who are working currently in higher-level leadership roles, in seven districts. The study findings highlight the multitude of challenges these female educational managers encounter in their professional settings, which hinder their effectiveness and efficiency in administrative roles. To address these challenges, the participating female educational leaders identified several effective strategies, including pursuing professional development courses, seeking mentorship, receiving family support, fostering collaboration, and developing a cultural understanding. Moreover, study recommends several measures to empower female educational leaders in effectively addressing these challenges, furthermore, study include the advocating for a mandatory requirement for a degree in educational management and leadership for those in educational leadership roles, this involves establishing an effective onboarding procedure for new leaders and initiating adjustments at the policy level.

Related Papers


Shankar L A L Rathore

The principal objective of this investigation was to assess the institutional challenges impacting the quality of college level education institutions within the Sindh province of Pakistan. Employing a quantitative survey approach, the study specifically focused on evaluating the College Education (CE) system in Sindh. The target group included 840 College Teachers employed in public colleges under the Sindh College Education Department (SCED) in the Mirpurkhas Region. A representative sample of 180 College Teachers, covering all 31 colleges in the region, was deemed appropriate for the study. Data collection utilized a questionnaire with a 5-point Likert scale, consisting of two sections: Part A with 12 closed-ended questions and Part B featuring an open-ended question. Collection methods included personal visits to colleges and phone interviews. Descriptive and inferential statistics, including percentages and mean scores, were applied for data analysis. Findings: Upon thorough data analysis, the study unveiled deficiencies within the SCED system. These included the presence of unskilled teachers, teacher dissatisfaction arising from media scrutiny, and instances of non-professional conduct by Principals. Additional concerns encompassed issues related to general and academic facilities, inappropriate curricula, a shortage of subject teachers, budgetary constraints in colleges, the low status of secondary education, unskilled Principals, and delayed promotions for Teachers. Improvements: To address these challenges, the study recommends implementing a concise training course for teachers, coupled with acknowledgment and appreciation of their efforts. Additional suggestions include ensuring adequate general and academic facilities, fostering an optimal educational environment, simplifying curricula formats, ensuring timely promotions for teachers, enhancing the overall quality of secondary education, promoting effective management

essay on leadership in organisations

International Research Journal of managment and Social Sciences

Khalid Shaheen

The main focus of this study was to evaluate the teacher training programme imparted for the implementation of Single National Curriculum (SNC), 2021 and to evaluate whether the online Teacher Training Programme with respect to suggested pedagogies in Single National Curriculum, 2021 was successful or not. In the context of implementation of Single National Curriculum (SNC), 2021, this study was conducted to examine the Teacher Training Modules considering instructional strategies and to investigate the opinion of teachers in the light of training imparted in pedagogies and instructional strategies. Similarly, the opinion of students of class V with respect to classroom pedagogies practiced by English language teachers after getting Online Training was also explored. For this purpose, a concurrent mixedmethod research design involving both the qualitative and quantitative data and techniques was adopted to evaluate whether the teacher training had enabled the teachers to gain updated knowledge and skills pertaining to competencies, standards, benchmarks, and SLOs in light of suggested pedagogies, instructional strategies, and assessment techniques and had ability to adapt to the Single National Curriculum after getting training and how well SNC was implemented in terms of pedagogies. Stufflebeam's (2017) CIPP model of programme evaluation was used for evaluation of this training programme. For analysis of all the four components of CIPP model, Context, input, process and output of the training programme, content analysis of training modules was analyzed, questionnaire data was collected from a sample of 900 English language Primary School Teachers (PSTs) trainees and 15 Master Trainers were included in the study, along with 135 students of Grade-V. The process of implementation of teacher training programme, classroom observation checklist was also used to investigate class room practices of the English language teachers. Six lessons in six schools (three male, three female) were observed. Moreover, interviews with Master Trainers were conducted for triangulation of results. Data analysis depicted that although training modules contained material and content related to the competencies, standards and bench marks regarding oral communication skills,

Mitzi Morillo

The Journal of Women in Educational Leadership

Marilyn L. Grady

Valerie Storey

Perceived shortage of principals, increased accountability demands, the changing role of principals, and the growing influence of the state over school administration have created a set of challenges for principal certification and licensure that have propelled a renewed need for analysis of certification and licensure processes. Recent calls to hold preparation programs accountable for outcomes have prompted states to develop and adopt preparation program accountability systems. One primary feature of these systems is the success of program graduates on a state test leading to principal certification. Yet, little research has examined the validity and reliability of such state tests in assessing even the likely effectiveness of aspiring principals, let alone predicting their actual effectiveness once employed as a principal. This conceptual study utilizes theoretical analysis of extant literature and empirical analysis of extant data from one state (Florida) to reach conclusions ab...

Dr. Tiawana Giles

AbstractDespite holding 75% of certified positions in K–12 schools in the United States, women hold just 24% of public school superintendent positions. The purpose of this qualitative case study was to gain an understanding of why female principals and central office personnel attained superintendent credentials and have not yet applied for a superintendent position. The conceptual framework for the study was feminist standpoint theory, which is often used to guide research regarding the knowledge and understanding of marginalized groups. Two research questions were used to explore why female K–12 principals attained their superintendent license and why they decided not to apply for the superintendency. Data were collected in a midAtlantic state via semistructured interviews with eight women leaders who obtained their licenses yet decided not to apply for the role at this point in their careers. In vivo and pattern coding were used to support thematic analysis. Key themes include pr...

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More From Forbes

Why knowledge-mindful ceos shouldn’t be lonely at the top.

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Instead of building bigger networks and drawing better knowledge toward us, CEOs often wind up alone.

Many leaders see their organizations as hierarchies, with themselves firmly at the top and their authority and insights trickling down to everyone else.

We’re all trained to think this way: how many of us talk about “climbing the ladder” as we progress through our careers or “running ideas up the flagpole” as we seek approval?

The problem, though, is that imagining our organizations as a ladder or flagpole, with the big boss at the top and everyone else stacked below them, is a pretty lonely way to think about leadership. You might be on top of the heap, but there’s nobody else up there with you!

That’s a problem because it leads to leaders growing more and more isolated as they succeed in their jobs. Instead of building bigger networks and drawing better and better knowledge towards us, we wind up alone — stagnating and limited to the knowledge we acquired on our way to the top.

Leadership Is About Building Networks

Some leaders try to remedy this situation by seeing leadership as a two-way street: they pass instructions down but also ensure that learnings and new perspectives flow up to them, too. That’s a good start, but it still isn’t enough!

A knowledge-mindful leader recognizes a still-deeper truth: we should seek to limit hierarchies and instead build multilateral networks through which value, insight, and knowledge constantly flow and circulate. One person’s idea sparks insights for another person, which changes the way someone else thinks, and onward and onward it goes.

New FBI Warning As Hackers Strike Email Senders Must Do This 1 Thing

Baby reindeer real martha reveals identity in photo with piers morgan, 2 obvious signs of workplace gaslighting from a psychologist.

As leaders, our job isn’t just to sit at the top and direct everything. It’s to break through the walls and orchestrate networks that constantly bring us into contact with and help us cultivate new ideas and knowledge!

Of course, not every idea that’s circulating through the network will be a good one. Not every employee will be a genius, either! As leaders, our job is to constantly test refine, and cultivate the ideas and knowledge in circulation, and also the people we surround ourselves with. The goal — and our responsibility as leaders — is to ensure that the best possible knowledge and the best possible people are coming together in the best possible ways to drive the best possible results.

Striving for Holistic Success

So, if you’re a CEO and you’re feeling lonely at the top, it’s time for a reality check. Your loneliness is actually a warning sign! If you’re feeling isolated, it’s likely because you aren’t doing enough to challenge and break down the hierarchies and barriers that emerge in many organizations — something that’s essential for building trust.

To optimize your organization, get better results, and achieve holistic success and fulfillment in your own right, it’s essential that you seek a more integrated and interconnected approach. By orchestrating and optimizing networks of knowledge and strengthening trusted relationships across our teams and organizations, we can ultimately drive personal and organizational growth.

For leaders, this process of breaking down barriers and mindfully reaching outward and drawing inward is the path to knowledge maturity. It’s also the best way to find a path to personal, collective, and organizational success — and a lasting positive impact on the world.

Laila Marouf

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    1 The fact that ILO, particularly under the leadership of its first Director-General, Albert Thomas, has been held up as a model of dynamic leadership in international organization may excuse the prominence of the ILO case in this article. Of Thomas' leadership the best account is still Phelan, E. J.

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    An important determinant of leadership activity is the way employees explain their perspective to the organization and how they are committed to the organization (Turner et al., 1987). Leadership effectiveness determines the beliefs, attitudes, norms, values and behaviors of employees toward the organization ( Hogg, 2001 ).

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    In the 21st century, healthcare organizations face multifaceted challenges, underscoring the critical need for strategic and effective leadership techniques (Cummings et al., 2016).Effective leadership is essential for creating tactics and structures that engage and support experienced personnel, sustain their commitments, and reduce their intent to leave the organization (Avolio et al., 2004).

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