The qualities of leadership do not always reside in the person designated as leader and therefore this makes it that much more significant for team members to posses and exercise those qualities (Lumsden, Donald & Wiethoff, 2000). Lumsden, Donald & Wiethoff (2000) in contrast indicated that “people with hesitant qualifications may be designated as leaders and sometimes situational influences within an organizational culture determine the choice” (p. 30). In organizations people may choose a leader based on the fact that he or she has political leverage or they may choose another to reward him for previous favors to someone in power (Lumsden, Donald & Wiethoff, 2000).

A good leader should be self monitoring. Lumsden, Donald & Wiethoff (2000) say that this is the aspect of watching other team responses as well as his or her own behavior and at the same time have the capability to identify and act upon environmental cues. Leaders should be able to act in an appropriate and socially adept way regardless of the situation (Lumsden, Donald & Wiethoff, 2000). In this context leaders should be concerned about the appropriateness of their social behavior and be relatively adept at acting. Lumsden, Donald & Wiethoff (2000) indicated that “leaders should be able and willing to control behavior and to optimize self-presentations even if this means portraying themselves differently across various contexts” (p. 35).

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Moreover, Hesselbein, Goldsmith, &. Beckhard (1996) indicated that leaders should be able to rebuild trust and confidence in the organization. They should therefore adopt and drive a servant leadership as a solution to the whole organization. Hesselbein, Goldsmith, &. Beckhard (1996) also said that leaders should create and change cultures in organizations to portray sense f effectiveness. Another good quality of a good leader is that he or she must be culturally self conscious and be aware of the cultural layers in their own personalities (Covey, 1996). This quality is important is ensuring that the leader is ready to change with the changing needs of the global needs of the business world.

Leaders must also understand the dynamics of anxiety and accept the reality of defensive mechanisms in individuals and the groups they lead (Covey, 1996). Leaders should be competent which according to Covey (1996) is represented in the psychological model of being persuasive, being clear, being a good communicator. This will serve the purpose of portraying and relying instructions to the team members as well as the whole organization. Covey (1996) also said that a good leader should have artistic endeavor which means they should be reflective and pen to learning. This also implies that leaders should be ready to embrace the aspect learning organization while at the same leading by example.

Leaders should have co-orientation accuracy which according to Lumsden, Donald & Wiethoff (2000) is the ability for the leaders to measure another person’s position and feelings. This implies that leaders should know and understand how to clearly and accurately assess their teammates. This as indicated by Lumsden, Donald & Wiethoff (2000) helps leaders to help some team members within an organization to adapt and co orient them with their teammates. Leaders as indicated by Lumsden, Donald & Wiethoff (2000) should “focus on other person rather than oneself thus showing recognition of the other as a unique person and sensitivity to others unique abilities, qualities, goals, feelings ad concerns” (p. 35).

In addition Covey (1996) indicated that leaders should be able to learn what previous successful leaders have done ad adopt lessons from these leaders. They continue to say that leaders should be transformational and able to create fundamental change in their organizations and be visionary and articulate a point of view about the future of the organization (Covey, 1996). Covey (1996) also said that “leaders should be primal and release emotional intelligence, be able to build a pipeline for future leaders and at the same time demonstrate good principles through heir behaviors” (p. 142). Besides these qualities leaders should be courageous in making and making decisions as well as lead through science and art and also be resonant and renew themselves knowledge wise and the organization (Covey, 1996).

Good leader has the quality of looking at things from the other member’s points of view and try to understand the other members of the team (Lumsden, Donald & Wiethoff, 2000). Another good quality is that leaders should find ways, in which they examine backgrounds, attitudes, values, beliefs and goals to find areas of agreement within the group members. Lumsden, Donald & Wiethoff (2000) continue to say that “leaders should be able to find ways in which the express co-orientation and confirm their common goals and common feelings and besides that express their opinions and ideas in ways that connect with those of other team members” (p. 50). They should be able to listen carefully to others and express their support and at the same time show both verbally and nonverbally the kind of openness, friendliness ad supportiveness to their team.

Lumsden, Donald & Wiethoff (2000) mentioned that a major quality of a good leader is one who is “open and naturally enthusiastic and be sensitive to others feedback and adjust to it” (p. 51). Also the leader should be able of identifying if or not the group needs energizing then using humor to add a little extra strength (Lumsden, Donald & Wiethoff 2000).