LEADERSHIP SKILLS

GST 224

Outline
1. Concepts of Leadership and Leadership Theories – (Transactional theory,
Trait theory, Transformational theory, Contingency theory, situational theory, The Great
man theory, Behavioural theory, etc).

2. Features and Qualities of Leadership, Leadership Style, Leadership

Techniques and Leadership skills

3. The Role of leadership in an organisation –

4. Factors affecting leadership in Africa –

5. Problems of Leadership in Africa

MODULE 1: CONCEPTS OF LEADERSHIP AND LEADERSHIP

THEORIES
The concept of leadership is a global appeal. The phenomenon of leadership is a pervasive one,
permeating all facets of societies and organisations including churches, educational institutions,
formal and informal bureaucracies and the family. Interestingly, the concept of leadership
appears to enjoy a reasonable level of uniformity in terms of definition. What then is leadership?
Leadership has been defined as a process of social influence, which maximizes the efforts of
others, towards the achievement of a goal. Leadership is thus a social relationship between two
or more persons who depend on each other to attain certain mutual goals in a group situation.
Leadership has been described as an act or behavior, such as developing a structure, so that
group members know how to complete a task. A word that is commonly associated with
leadership is “motivation,” as in the ability to motivate individuals to carry out tasks. In addition,
encouragement, power, and agreement to achieve certain group or organizational goals are
characteristics of leadership. The level of leadership relies on the social and group relationship
that is present to formulate a vision and direction for the group.

Leadership is believed to be a social relationship between two or more persons who depend on
each other to attain certain mutual goals in a group situation. Good leadership helps individuals
and groups achieve their goals by focusing on the group’s maintenance needs (the need for
individuals to fit and work together) and task needs (the need for the group to make progress
toward attaining the goal). Leaders are the individuals who will take charge in an organization
and delegate responsibility to other members to achieve the best results. Leaders provide the
members of their team with the tools for success and are the emotional captains of the ship.

Indeed there are almost as many definitions of leadership as there are persons who have
attempted to define the concept. Adeoye Mayowa defined Leadership as the ability to evaluate
and or forecast a long term plan or policy and influence the followers towards the achievement of
the said strategy. For Bennis & Nanus, leadership is like the Abominable Snowman, whose
footprints are everywhere but who is nowhere to be seen"

Charles Handy describes a leader as the one who shapes and shares a vision which gives point to
the work of others."

Leaders are individuals who establish direction for a working group of individuals who gain
commitment from these groups of members to this direction and who then motivate these
members to achieve the direction's outcomes.

"Leadership (according to John Sculley) revolves around vision, ideas, direction, and has more to
do with inspiring people as to direction and goals than with day-to-day implementation. A leader
must be able to leverage more than his capabilities. He must be capable of inspiring other people
to do things without actually sitting on top of them with a checklist.”

Generally speaking, leadership can be seen as the process of planning, organizing, directing, and
controlling the activities of employees in combination with other resources to accomplish
organizational objectives. In a way, management is taking the leadership concept and putting it
into action.
Leadership Theories: The Meaning of Leadership Theories?
Leadership theories are well-researched assumptions about the psyche of a particular type of
leader. Theorists have formulated a plethora of leadership theories to define different leadership
styles. In addition, they have conducted behaviour analysis and referred to different literature to
develop the pre-existing leadership theories that stand in alignment with leadership definition. In
other words, many of the leadership theories are derived from the style and behaviours of
observed leaders. Below are the five leadership theories that every manager must excel in 2022.
1. Contingency theory of leadership
Often called the situational leadership theory, it is one of the versatile leadership theories that
suggest that different leadership styles suit different situations. In these types of leadership
theories, leaders must adapt their leadership style depending on their situation, which increases
innovation and effectiveness.

The leadership theory helps leaders become versatile and adapt to different situations easily. It
makes their transition from one phase to another easy and also gives them the skills and
knowledge required to tackle difficult situations.

2. Transformational theory of leadership

The transformational theory emphasizes leaders that share a good relationship with their team
members. Transformational leaders greatly influence their teams and focus on achieving business
goals through influence and inspiration. They also ensure that the team’s goals are aligned with
the business’s objective to avoid issues.

In the current business environment, transactional leadership theory can be used to pursue a
positive change in the organization. It can also help develop a strong bond between the leaders
and their teams.

3. Transactional leadership theory

This type of leadership theory has a basic framework that revolves around reward and
punishment. So, whenever a team member achieves the target set out by the leader, they are
rewarded, and vice-versa. Generally, transactional leadership theory focuses on achieving the
business goal. In this theory, the manager and employee do not share a bond or connection.
4. Great man leadership theory
There are some traits that all great leaders have, and this type of leadership theory asserts that
great leaders are born with these traits. It is one of the first leadership theories that has stood the
test of time and is gaining momentum in the recent business environment, especially because it
believes that great leaders are born, not made. Some of the personality traits of great leaders are
charm, confidence, intellect, communication skills, and social aptitude. This theory empathizes
with the leader and concentrates on leaders that can bring a positive change to the organization.

5. Behavioral leadership theory

This type of leadership theory focuses on a leader’s actions and behaviour, with very little
emphasis on their qualities and traits. According to behavioural leadership theory, an effective
leader has many acquired skills. In addition to it, the theory also considers that an individual can
learn skills to become a good leader.

MODULE 2: FEATURES AND QUALITIES OF LEADERSHIP,

LEADERSHIP STYLE, LEADERSHIP TECHNIQUES AND LEADERSHIP
SKILLS

FEATURES AND QUALITIES OF LEADERSHIP

Based upon decades of research and experience working with leaders at organizations around the
world, it has been discovered that the best leaders consistently possess certain fundamental
qualities and skills. Some of the essential features and qualities of a good leader are: Integrity,
Delegation, Communication, Self-Awareness, Gratitude, Learning Agility, Influence, Empathy,
Courage and Respect. These qualities are discussed below.
1. Integrity - Integrity is an essential leadership trait for the individual and the organization.
For a leader to successfully direct the affairs of any organisation, integrity is required.
Integrity is the ability to adhere to moral and ethical principles; the ability to exhibit soundness
of moral character and honesty. Integrity is especially important for top-level executives
who are charting the organization’s course and making countless other significant
decisions.
2. Delegation – Delegation is a leadership virtue which portrays a leader as an effective
team player. Delegation is the ability of a leader to run an inclusive administrative
process where the employees and subordinates are carried along. Delegating is one of the
core responsibilities of a leader, but it can be tricky to delegate effectively. The goal is
not just to free yourself up — it is also to enable you direct reports to grow, facilitate
teamwork, provide autonomy, and lead to better decision-making.
3. Communication - Effective leadership and effective communication are intertwined and
related. The best leaders are skilled communicators who are able to communicate in a
variety of ways, from transmitting information to inspiring others to coaching direct
reports. It should be noted that effective communication also requires a leader to be a
good listener. A good leader must be able to listen to, and communicate with, a wide
range of people across roles, geographies, social identities, and more. The quality and
effectiveness of communication among leaders across your organization directly affects
the success of your business.
4. Self-Awareness – Although, this quality is more or less intrapersonal and an inwardly
focused trait, self-awareness and humility are paramount for leadership. This is the ability
to subject yourself to self examination and scrutiny. You should be able to find out what
and how others feel about you. The better you understand yourself and recognize your
own strengths and weaknesses, the more effective you can be as a leader. Do you know
how other people view you or how you show up at work?
5. Gratitude - Being thankful can lead to higher self-esteem, reduced depression and
anxiety, and better sleep. Gratitude can even make you a better leader. Yet few people
regularly say “thank you” in work settings, even though most people say they would be
willing to work harder for an appreciative boss. The best leaders know how to show
gratitude in the workplace.
6. Learning Agility - Learning agility is the ability to know what to do when you do not
know what to do. If you are a “quick study” or are able to excel in unfamiliar
circumstances, you might already be learning agile. A good leader is the one who has the
quest and desire to always learn. Learning enables a leader to acquire more knowledge; it
is knowledge that equips the leader with the power to lead. Great leaders are really great
learners.
7. Influence - For some people, “influence” feels like a dirty word. But being able to
convince people through the influencing tactics of logical, emotional, or cooperative
appeals is an important trait of inspiring, effective leaders. Influence is quite different
from manipulation, and it needs to be done authentically and transparently. It requires
emotional intelligence and trust. A bully can hardly be an effective and result oriented
leader. Persuasion is more profitable than bullying and intimidating your subordinates.
8. Empathy - Empathy has a correlation with job performance and it is a critical part of
emotional intelligence and leadership effectiveness. If you show more inclusive
leadership and empathetic behaviours as a leadership style, you are more likely to be
viewed as a better performer by your boss. Empathy and inclusion are imperatives for
improving workplace conditions for those around you.
9. Courage – most times, it is hard for you to speak up at work, whether you want to
voice a new idea, provide feedback to a direct report, or flag a concern for someone
above you. That part of the reason courage is required and regarded as a key trait of good
leaders. Rather than avoiding problems or allowing conflicts to fester, having courage
enables leaders to step up and move things in the right direction. It has been observed that
many leaders fail in their responsibilities because they lack the courage to speak up and
take important decisions when it matters most. A workplace with high levels of
psychological safety and strong conversational skills across the organization will foster a
coaching culture that supports courage and truth-telling.
10. Respect - Treating people with respect on a daily basis is one of the most important
things a leader can do. It will ease tensions and conflict, create trust, and improve
effectiveness. Creating a culture of respect is about more than the absence of disrespect.
Respectfulness can be shown in many different ways, but it often starts with simply being
a good listener who truly seeks to understand the perspectives of others. Mutual respect is
a desideratum.

LEADERSHIP STYLES AND TECHNIQUES

A leadership style describes how a leader behaves and what methods they use to encourage,
direct and manage their team. A leadership style will also define strategies to achieve specific
goals and implement these strategies.

Knowing how you lead will help you see how people are affected by your leadership style. You
can also determine how your team members see you as a leader. With feedback, you can choose
which leadership style is best for the situation and adapt, but knowing your leadership style
beforehand can potentially remove the need for feedback. Knowing your leadership style will
allow you to use and adjust characteristics from other styles when encountering a challenging
situation. Below, we will explain some of contemporary leadership styles.

Traditional Leadership Styles

Over the years, multiple leadership styles have developed to provide direction and achieve goals.
Each of these traditional leadership styles has its advantages and disadvantages. Below are some
of the most common leadership styles
Authoritarian Leadership – With an authoritarian leadership style, the leader can set specific
expectations and define strict outcomes. Generally, one person is in charge of the whole group
rather than delegating leadership roles to others. This type of leadership can be helpful when the
leader has the most knowledge to achieve set goals. If the group is under a time constraint,
having one leader can be efficient, but the team's creativity might be sacrificed since team input
is restricted.
Some of the advantages of this style of leadership include: An established hierarchy, dependable
results, fewer mistakes, less time spent making decisions.
While the authoritarian leadership style can be beneficial in certain circumstances, it also has
some disadvantages: reduces collaboration, increases turnover rate among employees, limits
creativity, can cause rebellion.
Democratic Leadership - Democratic leadership works a lot like a democratic government. The
whole team communicates their ideas and has a say on the direction of a project, but the leader
will make the final decision. A democratic leadership style can be incredibly effective in many
situations, especially since lower-level team members learn valuable skills they can utilize in
future advanced positions.
Some of the additional advantages of democratic leadership include: Increased participation
among team members, The room for additional insights, The ability to solve complex problems,
Strengthening the bond between team members and leadership, Creating a clear vision for the
future, Increased commitment and job satisfaction.
There are many benefits to the democratic leadership style. However, before implementing it in
the workplace, there are some disadvantages to be aware of before implementing it. Some of the
disadvantages of democratic leadership include: Possibility of resentment between team
members as well as leaders, Chance for procrastination, Delays in projects and tasks because of
large discussions, Not guaranteeing the best possible solution, Encouraging the idea that no one
is responsible for a failure, Creating uncertainty between team members and leadership.
While democratic leadership can be an effective way to solve problems in the workplace, it does
not work in every situation.
Transformational Leadership - As the name implies, a transformational leadership approach
transforms or improves upon its goals. While each team member may have tasks to complete, a
transformational leader will attempt to push each member beyond their comfort zone to achieve
innovative results. As a transformation leader, you would serve as a role model to encourage
team members to help achieve your visions. Some of the advantages of this leadership style
include: Reduced employee turnover rate, Increased morale among team members, Placing a
high value on goals, Not coercing team members to accomplish tasks, A focus on creating
positive relationships.
With the many advantages of the transformational leadership style, there are also some
disadvantages, such as: Possible deception towards team members, Motivation having to be
consistent, Team members having to agree on tasks before they can begin, Deviation from
organisational regulations and standards.
Transactional Leadership - A transactional leadership approach occurs when a leader uses
positive or negative reinforcement, such as rewards or punishments, to encourage team members
to complete tasks. The leader will set a defined goal or task and establish incentives for team
members who meet their goals. Rather than changing or transforming a company or
organization, this leadership style focuses on following predetermined procedures or routines.
The goal is to complete tasks efficiently by motivating employees through incentives. Some of
the advantages of transactional leadership include:
 - An ability to create specific and achievable goals that team members can complete
within an established time frame.

 - Increased productivity and motivation among team members.

 - Reducing confusion in the hierarchy.

 - Being simple to follow and implement.

 - The ability for employees to choose their incentives.

These benefits can create a work environment where goals are constantly accomplished, but
there are a few disadvantages to consider before taking on this leadership style:

 - The opportunity for creativity or innovation is heavily limited.

 - Empathy is not a valued quality.

 - It creates more followers among team members than future leaders.

 - There is little focus on building positive relationships.

 - It is challenging to find incentives to fit all employee's needs.

 - There is a focus primarily on short-term goals rather than long-term goals.

Laissez-Faire Leadership - Laissez-faire is a French term that allows your team members to do
what they want during work and trusts them to complete tasks that serve your vision. Essentially,
this leadership style does not define any specific policies or deadlines for team members.
Laissez-faire leadership trusts the employees to complete work, and leadership focuses more on
running the business. The laissez-faire leadership style:

 - Encourages personal growth of team members.

 - Fosters an environment for learning and career development.

 - Allows for quick decision-making.

 - Promotes freedom to innovate and increase productivity.

While a lack of defined structure can work well for some team members, it is not a suitable
approach for everyone. Some of the reasons you might not choose this leadership style for every
team member include:

 - Lack of clarity about the requirements of the job or task.

 - Isolation from other team members and lack of collaboration.

 - The challenge to create meaningful bonds.

 - Difficulty maintaining accountability in leadership.

 - Low morale and a lack of encouragement among team members.

Laissez-faire leadership can work when you have complete trust in your team members to
complete tasks. However, some individuals will need more guidance, which means that this
leadership style will not work for everyone.

The same goes for each type of leadership style. No matter which style you choose, some team
members will be receptive to it, while others may feel that they are not being heard or need more
support than certain leadership styles can provide. That is why leaders need to adapt to individual
circumstances and choose the leadership style that will work best at the moment.

Situational Leadership – While the above leadership styles can be helpful in certain
circumstances, they would not work in every instance. Instead, you should consider using a
situational leadership style, which allows you to adapt to unique situations and choose the
leadership style that will work best. Situational leadership will consider the abilities of each team
member and how they can be applied in an individual situation. A situational leadership
approach will encourage all team members to be flexible and adaptable. Using this leadership
style, you will shift your mindset from telling people what to do to asking them to complete
specific tasks. First, you will need to assess the skills of each team member and how confidently
they can handle a situation. All team members will have different skill levels and motivation for
completing delegated tasks. If you use the same leadership style for each team member, you may
only find success with some members rather than your whole team. Some team members will
respond positively to your chosen leadership style, while others may find it more abrasive or
underwhelming. Situational leadership allows you to adapt your leadership style to accommodate
the unique circumstances of each team member, creating an adaptable and successful work
environment.

To be a successful situational leader, you must be flexible to serve the needs of each team
member best. You know best what your team members need, and adjusting your leadership style
based on these needs is an essential skill for every leader. A situational leader should be:
 - Insightful: If you are using a situational leadership style, you need to be able to assess
the needs of each of your team members in any given situation. You can determine if
your team members are confident or insecure in handling tasks and if they will need
supplemental support.

 - Trustworthy: If your team members feel like they can trust you and communicate
without fear of judgment or repercussions, they are more likely to flourish in the
workplace. You can build trust between yourself and your team members by encouraging
a positive connection and communicating openly with one another.

- A problem-solver: Being able to solve problems as they arise is one of the essential
skills a situational leader should have. If you can solve problems and adapt your
leadership style, you and your team will be more successful at achieving your goals.

- A mentor: A situational leader should be able to act as a mentor and guide their team
members in the right direction. Encouragement and positive reinforcement can help give
your team members direction and clarity in their work and help the whole team achieve
their goals.

It should be noted that a leader is not expected to possess or exhibit all the aforementioned
leadership styles. Moreover, all the leadership styles are not expected to produce the
expected results in all circumstances.

LEADERSHIP TECHNIQUES

Learning new leadership techniques or re-accessing well-used methods may improve the
effectiveness of a leader. Smart leaders spend time examining and developing leadership
techniques that fit a particular set of circumstances — a delegating or authoritarian style of
leadership may not fit every situation. At the core of any leadership experience are a group of
techniques that can help set the trajectory of a leader's results.

Orienting on Goals

1. Stating a project's main goals or objectives in writing provides the leader with a
foundation and point of reference from which to direct and manage others. This technique
allows the leader to orient his employees to the task at hand, create realistic expectations
and prevent them from straying to topics or tasks that have no bearing on the desired
result. It further allows each employee to devise personal project objectives that are
focused and support the established goals. Orienting group action to a goal is helpful in
re-establishing direction, articulating a new direction and planning to reach desired goals.

Communicate Effectively

1. Speaking and writing in a direct and candid manner, letting others know exactly what is
needed from them and where they stand is at the core of effective communication
techniques. Taking the time to briefly explain why a request is being made, putting the
request, decision or comment into a relatable context and showing the employee why the
decision is important to the overall goals and objectives of the project is a technique that
can pave the way to a well-rounded solution or thoughtful response. For example, instead
of simply stating a project plan or task path won't work, request a meeting to review the
plan and explain the need to tighten the overall project schedule to meet deadlines.

Ask Employees

1. Asking employees to put in writing what they need to be successful in completing a

project and coming to an agreement about how you will meet their requests can build
trust. Leaders who give employees exactly what they need can effectively reduce extra
work, reduce employee excuses and build strong relationships with employees. This
technique places responsibility squarely on the shoulders of the employees, holds them
accountable and encourages them to commit to a task or project.

Providing employees with a clear avenue for making their needs known can further build
relationships and trust. Conducting weekly meetings, setting office hours for drop-in
visits, and posting phone numbers and email addresses for project communication are
ways to provide clear avenues for requests.

Be Authentic Leaders who share personal experiences and discuss lessons learned create a more
authentic and approachable persona for employees to interact with. Putting forth an authentic
leadership style, as opposed to an authoritarian leadership style, is a technique that creates an
atmosphere of open sharing and support. Participation in team building exercises, company
events and a quick response to employee concerns is part of being an authentic leader.
(https://smallbusiness.chron.com/shy-employees-open-up-during-meetings-22254.html)

LEADERSHIP SKILLS
To be an effective leader, a person should possess certain skills that can steer and motivate the
team members toward success.

1. Open communication. A good leader keeps an open line of communication with team
members and can succinctly explain organizational goals and tasks using different types
of communication channels, such as one-on-one sessions, email, video, chat, phone calls
and social media. An effective leader also shares clear messages and makes complex
ideas easy to understand for everyone.
2. Empathy. Empathetic leadership focuses on identifying with others and understanding
their perspective. Leaders who show empathy are successful because they can better
understand how the employees feel about their work environment. This enables the
leaders to bring positive changes to the workforce.
3. Strategic thinking. Leaders need strategic and critical thinking skills, as they are tasked
with challenging decision-making. A strong leader makes well-researched and
objectively scrutinized decisions that can lead an organization toward achieving its goals.
4. Creativity. A creative leader can brainstorm new ideas and inspire others toward
creativity and innovation. For example, a successful leader will always recognize and
reward employees for their creative input.
5. Positivity. A great leader brings positivity into the work environment, which in turn
uplifts the employees and encourages them to perform better. Positivity can be cultivated
by showing care, respect, diplomacy and empathy toward the team.
6. Flexibility. The best leaders get out of their comfort zones and quickly adapt to changing
work conditions. They wear multiple hats and can problem solve and improvise on the
fly. A successful leader also promotes employee engagement and is willing to accept
constructive feedback from the team.
7. Conflict resolution. A great leader not only knows how to avoid conflicts in the
workplace but can also resolve them in an efficient and timely manner. While resolving
conflicts, the leader stays level-headed and decides analytically.
8. Time management. This is an essential skill for leaders, as they need to delegate tasks,
prioritize commitments, set attainable goals and multitask. Successful leaders practice
time management skills by setting smart goals for themselves and their team members.
9. Reliability. A strong leader is dependable and one that people can count on for fulfilling
commitments and meeting deadlines. This encourages the team to appreciate the leader's
decisions and follow in their footsteps.
10. Mentorship. Great leaders are always ready to mentor and teach to bring out the best in
their employees. They put in a lot of effort to make the team successful by using positive
reinforcement, clarity, motivation and by rewarding achievements.
11. Recognizing potential. Great leaders have a keen eye for recognizing potential talent and
competencies in the workplace. They also don't shy away from acknowledging the
abilities and achievements of their employees.
12. Responsibility. The success and failure of a team ride on the shoulders of a leader.
Therefore, leaders should be accountable for their actions and willing to take the blame
when mishaps happen. Great leaders take responsibility and devise strategies for
improvement instead of pointing fingers and blaming others.
13. Organization. Leadership positions depend heavily on organizational skills. A successful
leader can handle a variety of different projects, spend ample time on each, prioritize and
ensure that all project deadlines are met.
14. Delegation. Sometimes, it's difficult for leaders to let go of the projects they're passionate
about. However, a great leader knows the strengths and key skills of each employee and
delegates accordingly based on the project requirements. This also helps with relationship
building within the team as employees feel valued, respected and trusted.
15. Feedback. Effective leaders never miss an opportunity to provide constructive feedback
to team members regarding their performance. Without feedback, employees can't gauge
where they stand and which areas they need to improve on.
Module 3: The Role of leadership in an organisation

Leadership plays a critical role in every organisation. It is leadership that transforms an

organization; it is leadership that can also break up an organization. It therefore boils down to the
kind of leaders heading an organization. When leaders are true to their values and prioritize
fulfilling all the roles of leadership in an organization, they can create positive ripples for the
entire company. A successful leader in an organisation is someone who is in charge of
organizing, guiding, and managing others. He or she is visionary who motivates and encourages
his team to reach the desired outcome.

When leaders plan on doing justice with their jobs, they also fulfill all the roles and
responsibilities that come with them. However, there are always some roles and responsibilities
they miss out on. Here are some of the critical roles that can make leaders fulfill the roles of
leadership in an organization.

1. Able to Make the Right Hiring Choices

The foremost responsibility of a leader is to make the right hiring choices. These will often
reflect in the outcome of the revenues and the progress that the company generates. Leaders who
hire from a diverse pool of people also end up improving and revolutionizing the image of the
company. Leaders who do not consider hiring an important role end up hiring the wrong people
for the right job.

2. Able to Communicate Visions of the Company

Leaders who are committed to their roles know that they have to communicate the broad visions
of the company. In most cases, the vision of the leaders and the vision of the staff do not align.
This creates discrepancies in the jobs and outcomes of the company. When leaders fulfill their
responsibility, everything occurs in concurrence.

3. Motivate and Empower the Employees

There is a difference between the primary and secondary roles of a leader. Most leaders will
fulfill the former but neglect the latter. Leaders need to make an active effort to motivate all the
employees working in an organization. Additionally, they need to give them responsibilities and
tasks that help empower them and make them feel validated.

4. Support the Employees Through Their Thick and Thin

This is yet another secondary role and responsibility of a leader. When you are leading an
organization, you will often come across difficult situations. One or more of your employees will
be in a difficult situation. Your employees might have committed a mistake that affects the
company. Your job is to support these people and not leave them dry in their time of need.
5. Create Equitable Policies for All

No one wants to work in a company where some people are preferred over others: a company
where people are judged on protected attributes like religion, sex, gender, or ethnicity. A well-
informed leader will push HR to create equitable policies that consider everyone the same. More
importantly, these leaders ensure that harassment, discrimination, and bullying are actively dealt
with.

6. Ensure a Welcoming Environment

Leaders are often busy and are not able to give their full attention to welcoming their employees.
However, leaders should try to engage with employees and make them as inclusive as possible.
Additionally, leaders should talk to their new employees and make them comfortable. However,
they can conduct ice-breaking sessions so new employees can feel at home.

7. Motivate Employees to Give It Their All

When leaders prioritize or reflect substandard work, others follow suit. This is why leaders need
to put in twice as much work and effort so they can be role models for others. Simply telling
their employees to stay motivated and give in their best will not do wonders.

8. Help Employees Reach Their Full Potential

Anything that an employee does can be improved, especially with encouragement and help from
their superiors. One of the main roles of leadership in an organization is to help others reach their
full potential. This includes devising strategies that cater to the mindset of individuals. A good
strategy is to create diverse teams where the shortcomings of one individual can be made up by
the strengths of another.

9. Encourage Staff Collaboration

Leaders cannot simply delegate tasks and leave it to the individuals to do the rest. One of the
prime responsibilities of a leader is to help the staff collaborate and fix up each other’s mistakes.
Under the leadership of a good leader, staff members can look beyond their petty differences and
think of the greater good.

10. Set the Right Example

This may not be a role in the strictest sense. However, one of the main duties of an exemplary
leader is to set the right precedence for the rest of the staff. If the leader does not abide by the
exceptional traits of a leader, others will also lack in showing these characteristics. When leaders
show consistent behavior showing honesty, integrity, trustworthiness, and hard work, it shows in
the behavior of the rest of the staff members.

11. Set the Highest Standards of Ethics

Morality is doing the right thing; ethics is showing the right kind of behavior, especially when
you are engaging with other people. Leaders do not have the responsibility of being ethical, but
they also have a responsibility to ingrain these ethics in the rest of the organization. This can be
done by creating positive incentives like character certificates for the staff members.

12. Ensure Accountability for All

Organizations that hold people of all tiers accountable can attract good clientele as well as good
future employees. It is hence a primary role of a leader to create an environment that creates fear
of punishment. This can be through hardcore policies by the HR department or slightly softer
incentives like fear of shame.

13. Make Necessary Adjustments Where Needed

Leaders cannot show stagnant behavior, especially in these crucial times when everything is
changing, all at once. When a crisis hits or an external situation becomes different, it is the job of
a leader to make the necessary adjustments. Take the Covid crisis for example. Leaders that
remain stubborn end up losing their revenue streams. However, leaders who changed their
strategies ended up staying relevant in the market.

14. Create Shared Ownership

An organization where only the people at the top feel belonged is not likely to achieve much.
Leaders who fulfill all their roles and responsibilities end up creating the vision of shared
ownership. They create a system where people feel like their worth is aligned with the worth or
repute of the organization they are working in.

15. Build and Keep Morale

Building morale is easy. Leaders are usually able to convince everyone to give it their all at the
start of a task. However, keeping morale is where leaders are tested. Leaders fulfill their
secondary role of boosting others and keeping the highest morale through verbal and non-verbal
cues. Moreover, leaders use their superior public speaking skills to get the motor of the
organization running.
Module 4: Features of leadership and factors affecting leadership in Africa –
In January 1960 Mr. Dag Hammarskjold, then secretary-general of the United Nations, toured 24
countries in Africa and met ‘most of the national African leaders.’ Of these leaders he had this to
say when he returned to New York:
‘I found the present generation of African leaders to be of high seriousness, devotion, and
intelligence. I am sure in their hands those countries will go to a happy future.’
Clearly, this optimistic prophecy has failed to materialize.

Although the cause to which they consecrate themselves is noble, their trust is sacred, their
problems manifold and their tasks immense, African leaders consistently have failed to be on the
lookout against pitfalls which have sabotaged their work and plunged their countries into
economic and governance failures, or downright chaos

There are seven main dangers against which African Leaders have failed to guard; and these
dangers have continued to have adverse effects on leadership particularly in African countries:

1. Inability to uphold the Rule of Law: The policy of ‘rewarding friends and punishing foes.

In his new book, "The Origins of Political Order," Francis Fukuyama identifies the chief building
blocks of liberal democracy as a strong central state, a society strong enough to hold the state
accountable and — equally crucial — the rule of law.

One basic principle of the rule of law is that laws apply to everybody.

If the sign says "No Parking," you are not supposed to park there even if you are a pal (friend) of
the alderman (Mayor).

Another principle of the rule of law is that government cannot make up new rules to help its
cronies and hurt its adversaries except through due process, such as getting a legislature to pass a
new law.

The policy of rewarding friends stifles criticism and promoted a hand-clapper culture. It means
that it is almost impossible to sustain momentum on projects when new leadership arrives,
particularly when that new leadership is opposed to the work of the former administration.
Policies that favour only supporters have created a system that rewards short-term thinking and
incentivizes hero worship and laziness rather than prudence, while encouraging divisiveness and
cronyism. Furthermore, these structures do not simply motivate or aid those with bad intentions;
they act as a barrier to those citizens with good intentions.

Any leadership that operates under this policy is being encouraged to act badly and has strong
incentives for cronyism and corruption, and a general lack of patriotism.
2. Nepotism.

A 2010 Amnesty International report on human rights in Africa found that nepotism impedes
community access to housing and services, and leads to the collapse of some municipal
governments and to widespread protests among affected communities.

Nepotism is only rampant and popular in Africa because of several values and the mentalities
upheld by most Africans and not ably dealt with by African leaders. Family values, ethnicity,
religion and tribalism are all factors that instigate favoritism. Africans hold in high respect these
norms and values to the point that they affect adversely a leader’s decision making process.
African Leadership has been infiltrated rather obnoxiously with sentimental sympathy and a
biased thinking faculty which denies an equivocal decision making process.

It is common in Africa, especially in the civil service to find a department full of village or tribal
friends of the politically powerful. Often, none the officers have any the qualifications for the
post other than being clan members. The price of nepotism causes a complete failure of a
country, or an organization to develop.

3. Blurred vision

It has been said that ‘where there is no vision the people perish.’ Blurred vision of what things
should be resulted from the failure of nationalist leaders after the attainment of independence to
switch from their role as freedom fighters to that of economic modernizers. Most leaders had
been envying the flamboyant and opulent lifestyles of their oppressors and once independence
was attained, focused on making themselves similarly opulent.

Those leaders who succeeded in adjusting themselves to their new tasks are the ones who never
lost sight of the fact that freedom is merely a means to the end of social and economics
reorganization.

Most African leaders have failed to delve into literature that deals with developmental problems,
or consult economic and social experts as to what should be done. The twofold dangers of (a)
dwelling in the past and (b) petty jealousies of wanting to be the first among equals have also
contributed to the lack of a true developmental mindset. In the final analysis, there has not been
sufficient criticism and disdain for leaders that have done and achieved nothing remarkable, with
each leader coming to regard their leadership as merely a means to personal enrichment and
prestige.
4. Competition for preeminence.
Soon after attaining independence, African freedom fighters and leaders rapidly embarked on
personal struggles to be “first among equals”.
This unnecessary competition, which deserves the condemnation of those people who want to
foster African unity and to promote harmonious cooperation, continues in African politics today
as leaders often are engrossed in personal struggles for power and preeminence in their political
parties instead of embracing the spirit of teamwork and patriotism that was the hallmark of
African pioneers. Incidentally, today, across Africa, politics and the struggle for power is
synonymous with warfare.
5. Corruption
In 1957, in his inaugural address to the newly independent state of Ghana, Kwame Nkrumah
cited corruption as a vice that risked gravely harming millions in Africa struggling for freedom
and justice. He was right. Today, corruption is everywhere in Africa and it is the major cause of
poverty and conflicts. Corruption in Africa takes place in many forms. Corruption in Africa has
grown at an alarming rate due to poverty, which is rampant. Miserable salaries often cannot
suffice to cater for a big and extended family force many people to opt for bribes to meet the
needs.

Corruption has gone from a mere act of accepting bribes to a complete state of mind and way of
life. It has progressed from the poor attempting to "make ends meet" to a sense of entitlement
from anyone in a position of authority. Because of African social fabric, effective drives for
changes need to start from the top and progress to the bottom. In this regard, African leaders
have failed to set the example that all others must follow.

Most African leaders have used their political position to embezzle economic resources- a
process that has often involved the mass pauperization of their ‘subjects’ and the deepening of
their dependence on the patrimonial favours of the “ruler”
6. Dictatorship.
Three things will bring about a dictatorship in Africa: (1) too much trust, (2) too little trust, and
(3) neurotic ambition. Of the three causes, the third presents the least problem. The real problem
is posed by those leaders who will lapse into dictatorial tendencies either because their
countrymen trust them too much or too little. Dictatorship in Africa has grown to become a
malignant pestilence to the extent that many aging and aged African leaders hold on to power for
upward of 40 years by perverse and unconstitutional means.
In framing policies and designing measures, therefore, leaders must rely more on public opinion
and the opinions of colleagues rather than on their imagined superior intellect. The task of
leadership involves following as well as leading.
7. Failure to Re-define Goals
In the constantly dynamic world of politics, challenges continue to evolve. It is important
therefore for a leader to be equally dynamic and adaptable, laying out a series of goals, and
recognising with relative precision when it is time to move from one goal to the other. Indeed, if
such a re-definition of goals proves an illusive task, it might be an advisable and perceptive
course of action for the leader to leave the arena, bowing out with dignity.
In the case of Nelson Mandela of South Africa, his goal over so many years had been to fight and
end the apartheid rule in that country. Having achieved this and become that country’s first ever
black president, Mandela ruled for one presidential term and retired. Some say that was because
he was old and tired of politics. Others provide various other reasons. But it could equally be
argued that Mandela had achieved what he set out to do, and having achieved it, there was no
need to remain in the active political arena. To be sure, there were other challenges that the new
South Africa was now facing, but why not let facing those particular challenges be the goal of
other political players?

It is important for leaders, having succeeded in achieving their first goals - whether this be
independence as was case with the African Pioneers, or food security or other such goals- for
them re-define their goals in line with the needs and socio-political dynamics of their countries.

In conclusion, it should be noted that what was written about African political leadership in the
1960 is still very relevant today. Young people being trained for leadership in Africa should be
aware of these dangers and challenges. They should be encouraged to develop character and
positive attitudes that will keep them from pitfalls preventing the full development of their
countries and peoples.

Module 5: Problems of Leadership

Some internal challenges that many leaders face are mostly psychological in nature and they
include a lack of confidence, a fear of failure, maintaining authenticity during self-promotion,
impatience, resistance in responding to new ideas, or overcoming impostor syndrome. All of
these can be potential roadblocks to leadership success.
A leader is someone who has the ability to influence others and make them do what they want. If
a leader does not have these abilities, it can be difficult for their team to perform at their best.
When a leader develops a mindset that he lacks ability, the leader in turn develops a low self
esteem and loss of self confidence. However, apart from the internal challenges that impede good
leadership, there are other external factors that constitute serious problems to leadership. They
are: Poor communication, lack of trust, inability to lead by example, lack of motivation, lack of
vision/mission, lack of leadership experience and lack of the right tools.

1: Poor Communication
Poor communication is a common leadership issue. Leaders who are ineffective at
communicating with their team can result in a number of problems. First, the team may not feel
as connected to the leader and may become disgruntled. Second, the team may not be able to
effectively execute its missions because it does not have clear instructions from the leader. Poor
communication can also lead to confusion and conflict among team members, which can
ultimately damage relationships. To improve communication within your team, take some tips
from these experts:
 Listen carefully: One of the most important things leaders can do is listen carefully to
what their team is saying. It is important to really hear what people are saying and not
just focus on what you want to say next. This will help you build trust with your team and
allow them to open up more freely.
 Be clear: When you are speaking with your team, be as clear as possible about what you
want them to do and why it is important. This will help your team members understand
your goals and objectives and help them work more efficiently together.
 Establish ground rules: It is also important that leaders establish ground rules for
communications.

2: Lack of Trust
Leadership issues can arise when individuals do not trust one another. When people do not trust
each other, it can lead to lack of cooperation and progress. Interestingly, this lack of trust is a
major cause of failure in many organisations particularly in public organisations. It is important
for leaders to build trust with their team in order to achieve success. There are several ways that
leaders can build trust with their team. Leaders can show trust by being open and honest, setting
clear expectations, and demonstrating respect for others. Leaders should also make sure that they
are available to help the team and provide support when needed instead of shirking their
responsibilities.
3: Inability to Lead by Example
A common issue that leaders face is their inability to lead by example. This can be due to a range
of reasons, such as a lack of confidence or experience, or simply not knowing how to set the
right example for others. If a leader is unable to set an appropriate example for their team, it can
have a negative impact on morale and cooperation. Unfortunately, both political and religious
leaders are guilty of this factor. In order to overcome this problem, leaders should focus on
developing specific skills and techniques for leading by example. Additionally, they should be
aware of the cues their team members are likely responding to and make sure their actions reflect
these cues in a positive way.
4: Lack of Motivation
Leadership issues can arise from a lack of motivation among team members. If team members
are not motivated to work together, they will not be able to meet the goals of the organisation.
There are a few ways to address this issue. First, leaders can set clear expectations for team
members and make sure that their goals are aligned with the organisation's objectives. Second,
leaders can provide incentives for team members to stay motivated and focused on their tasks.
Finally, leaders can create a supportive environment where team members feel comfortable
voicing their concerns and sharing ideas. It should be noted that motivation may not necessarily
be materialistic or in monetary terms.

5: lack of Vision or Mission

Leadership issues can arise when there is no clear vision or mission for a company or
organisation. If an organisation must achieve its goals, leadership is required to provide direction
and guidance Without a focus, employees may feel lost and not know what they are working
towards. It can also be difficult to motivate employees when there is no goal to strive for.
Leaders must be able to articulate the company's goals and expectations so that everyone is on
the same page, and then provide guidance and support to ensure that these goals are met.
6: lack of Leadership Experience
Experience they say is the best teacher and experience is very cardinal not only to every
endeavour but also essentially to leadership enterprises. There are many possible reasons why
someone might not have enough leadership experience. May be they have only been in a few
positions of leadership, or they have not had a chance to lead teams on a larger scale. Regardless
of the reason, inexperience can be a major obstacle to success as a leader.

One way to overcome this obstacle is to learn from others who have already achieved success in
leadership roles. This can be done by reading books, attending seminars and networking with
other leaders etc.. Additionally, leaders should make sure that they are constantly growing and
learning new things. This can be done through attending training sessions and workshops, taking
on new challenges outside of work, and staying up-to-date on the latest trends in leadership
theory and practice.

7: Not Having the Right Tools

Leadership issues can arise when a leader does not have the right tools to help them lead
effectively. This can be due to a lack of experience, training, or resources. Tools in this regard
can be in form of requisite knowledge or equipment. A leader who does not have the proper tools
may not be able to make good decisions or understand complex situations. In some cases, these
issues may be difficult to rectify without outside assistance. Leaders who are struggling need
help finding the right resources and developing the skills they need to succeed.