Trust, confidence and respect of leaders in large organisations has almost disappeared over the
last few years. There is a feeling of distrust, fear and uncertainty running through organisations.

Leaders are special. Similarly, every aspect of the discussion.

Thousands of Managers, No Leaders.
What is the difference ? Thin but significant. Managers will get things done. Leaders will inspire
people to get things done and beyond. Manager and Leader, both are required.

If the organization only needs to do the same thing continuously, the role of Manager is more
than adequate. However, if the expected is a transformation, we will need managers who are also
leaders.

To re-establish the trust, respect and confidence a leader needs to take a long, deep, hard look at
themselves first. The first critical step is to implement a leadership 360 to find out what the
team/peers/manager/stakeholders/customers think of the leadership style.

Management of Human Resources (HR) appropriately in a conducive working atmosphere will
produce a healthy company performance, competent and always reach the target optimally.
Leaderships training hones the skills and reliability of aspects of one's leadership as well as a
briefing for self-knowledge.

Studies have found that leaders who exhibit more positive emotion and behaviour are more likely
to be rated as demonstrating transformational leadership behaviours, including inspiring others
and demonstrating more consideration and empathy for followers.

1. Accomplish high-quality work faster, through alliances and networks.
2. Learn to apply a range of techniques to influence others.
3. Build strategic relationships that increase motivation of peers and teams.
4. Develop clear action plans that drive results.

Individuals with management responsibilities whose success depends on clear communication,
a cooperative attitude and commitment to shared goals (Leaders of Organization, Section Head,
Supervisor, Manager, Board Of Director).

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