Leadership: LFS Framework, Effective Leader Behaviour, and Significance of Intelligence for Business Leaders

This report discusses the LFS framework and its interrelatedness, effective leader behaviour, and the significance of intelligence for business leaders. It covers the different types of intelligence, including analytical, practical, creative, and emotional intelligence, and their significance for business leaders. The report also examines charismatic and transformational leadership style as an emotional approach to organisational change.

LEADERSHIP

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Discussion on LFS Framework..........................................................................................3
Significance of intelligence for business leaders............................................................7
Examine charismatic and transformational leadership style as an emotional approach
to organisational change..................................................................................................11
CONCLUSION.............................................................................................................................14
REFERENCES............................................................................................................................16

INTRODUCTION
Leadership is the ability and skill of an individual where they can lead and guide
group of people and influence the team to make the progress towards the
accomplishment of the organisational objectives. Leadership activities involves the
ability to motivate group of people to act towards the achievement of common
organisational goals through which all targets by setting a clear vision and forming
effective innovative decisions. Leadership is the act of forming innovative decision,
inspiring team members and influencing the whole team through which whole team can
work together for the achievement of organisational objectives. In other words,
leadership is a practical skill where a leader can influence the team to work together
and guide the team to make progress towards the achievement of desired targets ( Aas
and Brandmo, 2016). Leadership skills are helpful in defining a clear vision and
supports in maintaining effective two-way communication which is helpful for meeting all
organisational objectives. This report will define the LFS framework and how the
components of this framework are interrelated. The study will also define the
significance of intelligence for business leaders and how such skills can be improved.
The project will also provide deep knowledge regarding the charismatic and
transformational leadership as emotional approach.
TASK
Discussion on LFS Framework
This framework is a set of principles which defines what a manager must know
and what they must do. This framework incorporates practices which are essential for a
manager to perform at all levels and outlines leadership in holistic manner at different
levels such as individual, team and at organisational levels. The LFS framework defines
the need for leadership and sets practical and consistent standards which are expected
from a manager. With the help of LFS framework, this helps in defining principles which
support managers to face and resolve daily challenges (Anthony, 2017). This framework
is based on three elements of effective leadership which are leading people, leading
yourself and leading the organisation. These three elements all together supports in
managing employee relationship effectively. These three elements showcase the

relationship between the team members and managers as it is based on a two-way
relationship which emphasis on achieving the business goals and working with every
team member with full potential and capabilities. The three components of LFS
framework are discussed below:
 Leading people- This element of the framework depends on meeting the day-to-
day requirements of leading and managing people by providing them safe
working scenario, by developing team capabilities, by effectively assigning and
assessing work, by recognizing and rewarding work, by focusing on building
effective team work and through enabling continuous improvement and lead
change.
 Leading yourself- This element focuses on the role of a manager in the
organisation where they have to understanding the role of managers in the
business and managing relationships (Bolden and et.al, 2015). This component
supports in understanding the role of managers in the organisation also supports
in developing managerial leadership skills and behaviours.
 Leading the organisation- This determinant focuses on meeting additional
requirements of designing and implementing them in the workplace. This factor
of the framework depends on implementing the business strategy, designing the
organisation, building workforce capabilities, designing and maintaining
productive systems of work and managing strategic relationships.
Interrelatedness of key components of LFS framework- Leadership depends
on different variables and these components support a manger to ensure effective
dealership activities in the organisation through which they can effectively manage the
whole team and focus on building effective two-way relationship with their team
members. All three components of LFS framework are interconnected as this focus on
leading oneself, leading the team and leading the whole organisation through which
organisational objectives can be achieved (Broussine and Callahan, 2015). All three
elements altogether, support in building effective teamwork which will be helpful in
enhancing the capabilities of all employees and thus it can be done through building
strong interpersonal relationships.

The component helps in bringing change and improvement in the business which
can be made by understanding the leadership skills and behaviours of a manager by
implementing effective business strategy and through maintaining productive systems.
Therefore, it can be seen that all three elements work together through which a
business can maintain strong interpersonal relationship among the mangers and team
members which will be a helpful approach for managing the effectiveness of the team
and support the whole organisation to collaboratively work and meet the desired
organisational objectives.
The key elements of LFS framework are based on two-way trusting, productive,
working relationship which focuses on meeting the organisational objectives with the
help of all members working with their full capabilities (Budur and Demir, 2019). These
three elements help managers in understanding the work which should be done by
manager at all levels from front-line managers to middle management and executives.
The component supports management in leading and managing their team by meeting
the additional requirements by designing and implementing effective workplace
conditions and focus on building and maintaining positive working relationships. The
elements of the framework depend on the values, norms and cohesiveness and focuses
building strong coordination among the teams through which organisational goals can
be achieved.
Discussion on the proposition that there is no simple prescription for effective
leader behaviour
Leadership behaviour is the traits and actions which supports I making an
individual an effective leader and with the supports of these skills leaders can motivate
people around them which will be helpful in enhancing the skills and developing
organisational efficiency. The behaviour of a leader are the traits and characteristics
which are followed by them in guiding, directing and influencing the work of their team
(Clark and Harrison, 2018). For being an effective leader, there is no strategy which a
leader must plan in order to meet the standards whereas these are based on the skills
and characteristics which are followed by them in relation to guide and lead the team,
members which will be helpful in meeting the organisational objectives. Therefore, the

skills and capabilities of a leader cannot be developed whereas such leadership skills
are inherited and are sharpened overtime.
A great and effective leader supports organisation in sharing a vision,
encouraging team and ensuring effective performance of each employee within the
organisation. It can be stated that there is no simple prescription for effective leader
behaviour as the traits and characteristics of a leader can be improved by creating
strategies which are helpful in developing such skills and traits (Elkington, Meekins and
Breen, 2015). The behaviour and characteristics of leaders which can be enhanced
overtime through which the overall leadership skills can be developed are discussed
below:
 Change the approach towards work- One of the ways of developing skills of an
effective leader is to change the approach towards work and the approach of
thinking through which their efficiency can be enhanced and as a leader they can
contribute in improving the overall organisational productivity (Gandolfi and
Stone, 2017). For enhancing the skills of an effective leader, an individual must
focus on contributing to their work meaningfully which will help them in
maintaining the proactivity of their work.
 Resolve potential issues before they become problem- By regularly
observing and monitoring the staff members, it will help a leader in observing and
identifying the problems and loop holes through which they can form
improvement strategies which will be helpful in resolving potential issues.
 Pay attention to employee needs and focus on meeting them- By focusing
and paying attention on the needs of employees, it will support in enhancing the
level of motivation of employees which will create a direct positive impact on their
performance and meet the organisational objectives on time.
 Encourage creativity by keeping lines of communication open- By
encouraging and allowing all employees to share their ideas and opinions will be
a helpful leadership skill for enhancing creativity in the workplace. An effective
leader must be more likely to accept and adapt change and creative ideas
through which more creative solutions can be used.

 Emphasis flexibility and adaptability- Through encouraging flexibility and
increasing adaptability will help a leader in accepting change through which they
can maintain the competitive position of company in the industry.
 Be confident with your decisions- A leader must confidently make and trust
their decisions and must have faith in them. As by confidently committing to the
decision, it will be helpful in developing the level of confidence of their employees
through which leaders can maintain effective organisational culture.
Significance of intelligence for business leaders
Intelligence is the act which helps business leaders to get deeper understanding
of oneself and other employees through which they can form a sense of empathy and
create thus engage in forming more thoughtful and productive decisions (Guthrie and
Jenkins, 2018). According to Robert Sternberg, there is more than one intelligence
factor and the theory is also known as “triarchic theory of intelligence”. Sternberg stated
that there are three components of intelligence which involves: analytical, creative and
practical intelligence. This skill supports in evaluating others’ opinions and plan
according to them through which best fits can be found and innovation can be derived.
There are different types of intelligence, some of these are discussed below along with
their significance for business leaders for running a successful business:
ANALYTICAL INTELLIGENCE- It is the capability of a leader for resolving
general problems. The analytical skill of a business leader supports them in making
accurate assumptions. This intelligence skill of a business leaders supports them in
analysing and evaluating ideas, forming effective decisions and resolving problems
which are faced by the organisation (Heyler and Martin, 2018). In other words, it is also
known as componential intelligence which involves the ability to meet all academic task,
process information and solve analogies. Therefore, the idea behind this approach is to
complete all academic task and resolve issues.
Significance of analytical intelligence
Analytical intelligence plays a crucial role for business leaders, some of their
significances are outlined below:

 Helps in determining customer demands in advance- Analytical intelligence
assists in gathering information with the help of different channels which helps
business leaders in understanding the demands of their customers and
 Improving process management- Analytical intelligence supports business
leaders in managing operation process, helps in preventing problematic
situations and supports in creating a routine of operations. By collecting
important information and analysing such data helps in understanding the loop
holes and form decision for solving such concerns.
PRACTICAL INTELLIGENCE- It is a experience based of accumulation of skills
and explicit knowledge as well as abilities to apply that knowledge to solve day-to-day
problems. In other words, it is they key factor for entrepreneurial success as this theory
supports learning from experience (Hibbert, Beech and Siedlok, 2017). Practical
intelligence can be categorised as street smarts where leaders can quickly adapt and
form decision through which they can meet all organisational objectives. Furthermore,
practical intelligence states that information is implemented to real world experience and
situations.
Significance of practical intelligence
 Improves effectiveness of work- Practical intelligence supports in enhancing the
effectiveness of work as it incorporates building knowledge which has been
collected through personal experiences.
 Increased adaptability- With the help of practical intelligence, business leaders
can adapt on the basis of situational requirements and meet all organisational
objectives.
CREATIVE INTELLIGENCE- The creative intelligence is the ability of a business
leader to create new ideas and form innovative decisions which are helpful in meeting
the desired organisational objectives. This type of intelligence supports business
leaders in inventing and forming innovative solutions for problems which will be helpful
in meeting the desired organisational objectives (Hughes, 2015). In other words,
creative intelligence is the ability to resolve issues by creating innovative and unique
ideas and is also considered as a mindset and also acts as a key to innovation for
business. Creative intelligence is also known as experiential intelligence which is the

ability to deal with unfamiliar issues and resolve such problems with novel situations
and is the combination of creativity, innovation, perception, intuition and intellectual
curiosity.
Significance of creative intelligence
 To master new skills- Creative intelligence is helpful in mastering new skills as
this supports in forming innovative solutions and ideas which helps business
leaders to meet the desired targets and maintain organisational performance and
productivity.
 Planning new approaches and solutions- Creative intelligence supports in
forming new and innovative approaches and plans through which they can
resolve old issues and bring real innovation to the business and try new
experiments through which business objective can be achieved.
EMOTIONAL INTELLIGENCE- Emotional intelligence is also known as
emotional quotient (EQ) is the skill which helps in understanding, using and managing
own emotions with a positive approach which is helpful in reducing stress, maintaining
effective communication and overcome challenges and conflicts (Jia and et.al, 2018).
This intelligence supports business leaders in understanding and managing emotions
through which they can effectively handle emotions. Therefore, emotional intelligence
supports business leaders in understanding their emotions which can create an impact
on the people around them and also helps in working on self-awareness and enhance
social skills.
Significance of emotional intelligence
 Enhances the ability to deal with changes- Emotional intelligence supports in
dealing with changes and also supports business leaders to encourage the team
members through which they can collectively work towards the achievement of
organisational objectives.
 Better team work and organisational culture- Emotional intelligence supports in
maintain effective communication through which business leaders can maintain
effective team work and increases their ability to share and understand ideas of
oneself and others through which they can create more innovative decisions
which bare more helpful for achieving objectives (Kellerman, 2018). Emotional

intelligence is helpful in maintaining positive organisational culture as business
leaders with high emotional intelligence focus ion maintain positive interpersonal
relationships and focus on boosting employee morale which helps them in
creating and maintaining positive working scenario.
Emotional intelligence is the ability to perceive, use, understand, manage and
handle emotions. This skill can be learned and developed over time by working on and
improving the ability and skills to manage own emotions and the ability to connect with
other people (Lee and et.al, 2015). Therefore, with the help of self-awareness and self-
management, it will help in easily managing and understanding emotions through which
better communication can be maintained and more effective team work can be
maintained in the organisation. As emotional intelligence can be improved, it must focus
on several factors which are helpful in enhancing leadership skills, some of the areas
are explained below:
 Self-awareness: By working on self-awareness, it will help business leaders in
gaining better insight of their emotions and understand their strengths and
weakness through which they can improve their performance and turn their
weakness into strengths which will be helpful in achieving organizational
objectives.
 Self-regulation: By managing emotions and controlling them will be helpful in
improving leadership skills and this will support in forming effective decisions and
offer right direction through which progress can be made for the achievement of
organisational objectives (Megheirkouni and Mejheirkouni, 2020). By staying
calm in pressurised situation, this will be helpful in improving the well-being at
workplace and maintain emotional literacy through which effective leadership
skills can be enhanced.
 Motivation: With the help of developing emotional intelligence, this will be helpful
in boosting motivation level as this will support in having a positive perspective in
different situations through which business leaders can have high work standards
and follows all ethical standards which will also be helpful in safeguarding the
rand image of the comp-any.

 Social skills: with the help of developing emotional skills, it will also support in
developing social skills through which business leaders can form more emotional
connection with other members by communication (Nichols, 2016). This will be
helpful in improving leadership skills through which business leaders can
effectively resolve conflicts and adapt the required change through which
organisational productivity, performance and efficiency can be enhanced.
 Empathy: With the help of developing emotional skills, better understanding of
emotions can be gained and developed through which empathetic sense and
ability can be developed which will support in helping and developing people and
fellow members and is also helpful in understanding the opinions of others.
Examine charismatic and transformational leadership style as an emotional approach to
organisational change
 CHARISMATIC LEADERSHIP STYLE- Charismatic leadership is the leadership
style where a leader uses their communication skills, persuasiveness and power
of personality to motivate and influence others. This form of leadership style
supports in motivating and maintaining positive working culture and promote
effective collaboration and teamwork through which organisational efficiency can
also be enhanced. This leadership style supports in bringing positive change and
also supports in maintaining good listening skills (Özbağ, 2016). The skills
involved in charismatic leadership styles involves forward thinking goal setting,
ability to tap into people's emotions, clear vision, ability to accept risk and strong
engagement of skills.
For example, Steve Jobs used his charisma and desire for perfection and to
control people and command their respect. This leadership style followed by him
derived revolutionary vision to create company with cult-like following invoking personal
and emotional appeals which will help in creating a vision for bringing change.
The list of advantages and disadvantages of charismatic leadership style are
discussed below:
Advantages
 This leadership style helps in creating emotional appeal through which emotional
connection can be established.

 The charismatic leadership style supports in declining the employee turnover rate
and supports in enhancing creativity in business by prioritizing the process of
learning.
Disadvantages
 The drawback of charismatic leadership is that this leadership style is dependent
on the energy level of leaders which can also be responsible for creating
negative impact on the overall organisational performance.
 This leadership style is also responsible for bringing change in the value system
of followers which can be responsible for incline in unethical practices, poor
employee performance and lack of creativity.
Charismatic leadership style as an emotional approach to organisational change
The charismatic leadership style is the leadership style which helps in brining change
through motivating the and influencing people with the charismatic personality (Pidgeon,
2017). In this form of leadership style, the power of personality supports in motivating
and influencing others through which desired change can be brought.
For example, Dr. Martin Luther King Jr. was born in 1929 and began his career as a
Baptist minister, following in his father's footsteps. The night Rosa Parks was arrested
for organising the bus boycott, Dr. King launched his civil rights career. Dr. King was
important in the implementation of the Civil Rights Act in the United States a year after
delivering his speech. His passionate speeches and peaceful protests, as well as his
cause, made him extremely popular. The civil rights movement was launched by Martin
Luther King's powerful speeches. He gave a landmark address on August 28, 1963, in
front of over 200,000 people.
Therefore, Dr. Martin Luther King Jr. used his emotional sense of speech and his
raised his voice through which many people were influenced and it lastly supported in
enactment of Civil Rights. The power of speech and personality of Martin Luther King Jr.
brought change and created a positive impact on higher number of people.
 TRANSFORMATIONAL LEADERSHIP STYLE- Transformational leadership is
the leadership style which can cause change in individual and social systems
through which valuable and positive change can be driven (Quantz and et.al,
2017). Transformational leadership is the leadership style which inspire to bring

positive change in the organisation and this can be brought on all levels of
management. This style of leadership inspires employees to strive beyond
expectations to work towards a shared vision and meet the desired objectives.
With the help of transformational leadership, leaders perform their roles through
which they can gain trust, respect, loyalty and appreciation of employees who
follow them. This leadership style focuses on transparency, flexibility,
collaboration, feedback and opportunity.
For example, Jeff Bezos is the most suitable example for transformational leadership
style as he focused on building short term goals through which the company, Amazon
can achieve their targets on a large scale.
The list of advantages and disadvantages of charismatic leadership style are
discussed below:
Advantages
 This type of leadership style supports in reducing the turnover cost by focusing
on enchaining employee engagement in the organisation (Ropo and et.al, 2015).
 Transformational leadership style supports in promoting morale in the workplace
through effective two-way communication and by delivering clear and consistent
message.
Disadvantages
 This form of leadership can lead to higher employee burnout as employee will
feel higher work pressure which will create a direct negative impact on their
performance and productivity.
 This leadership style can be risky and disruptive as through taking risk the
possibility of failure increases and more negative outcomes can be expected.
Transformational leadership style as an emotional approach to organisational
change
Transformational leadership style is where the leaders encourage, inspire and
motivate employees to bring innovation and change which will help in growing and
shaping the future success of the organisation (Rosari, 2019). Transformational
leadership is the theory of leadership where leaders work with team and influence their
self-interest which will help in bringing change and enhance the brand image of the

business. Transformational leadership is the emotional approach which focuses on
driving change through influencing ideas and motivating people which will help in
enhancing the creativity and accepting change and meet all organisational objectives.
For example, Dr. William Edwards Deming is commonly recognized as the father of
the Total Quality Management (TQM) revolution. He was a math and physics doctor
who worked for the US government for most of his career. After WWII, he moved to
Japan for the United States. In five years, he hoped to make Japan the world's industrial
leader, but he only took four years for meeting his targets. Edwards came to the United
States in 1980 to employ transformational leadership examples in manufacturing, where
his style of inspirational motivation had delivered success. His achievements clearly
show collective awareness features, as well as great self-management and the ability to
regulate his ego.
Moreover, this leadership style supports in successfully changing the organisational
culture and develop system wide alignment of strategies for meeting the demands of
their environment (Spoelstra, 2018). In other words, transformational leadership can
also be stated as organisational change management strategy through which change
can be incorporated in the business.
CONCLUSION
From the above report, it can be concluded that leadership is the skill through
which leaders can guide team, influence others, form innovative decisions and ensure
all organisational objectives are met by providing right direction. It can be seen that
intelligence is determined by the performance of a business leaders in real work and
such intelligence abilities are helpful in achieving success with own ideas, maximizes
personal strengths, work on personal weakness through which successful business can
be operated and more adaptive approach can be used for achieving business success.
It can be observed that there are different types of intelligence which supports business
leaders in different manners through which they can effectively manage the functions
and operations of business and work towards ensuring strong business success. It can
be seen that leadership styles plays a crucial role in encouraging people, influencing,
guiding and maintaining positive organisational culture through which organisational
productivity can be enhanced. It can be concluded that there are various leaders who

follows charismatic and transformation leadership through which they can bring change
in the organisation and overall society by creating a huge impact trough their strong
thoughts and personalities. The charismatic leadership define the power of personality
of a leader which influences and motivates people to perform accordingly and work
towards the progress of meeting the organisational objectives. Whereas,
transformational leadership style emphasis on driving transformation with the help of
brining change opportunities, valuing feedback and through enhancing feedback
through which change can be incorporated.

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