Leadership and Innovation: Skills, Traits Analysis & Steve Jobs

This essay delves into the critical aspects of leadership and innovation, categorizing essential leadership traits into interpersonal, business, cognitive, and strategic skills. It identifies ten characteristics vital for empowering development and innovativeness, emphasizing the significance of critical thinking, active learning, communication, and technical abilities. The essay also discusses qualities and organizational guidelines that can hinder a culture of creativity and innovation. Furthermore, it presents Steve Jobs as an exemplary leader, analyzing his methods for fostering creativity and innovation at Apple. The author provides a self-assessment, comparing their skills to those of Steve Jobs, and proposes strategies for personal improvement in areas such as environmental scanning, technical management, and resource management. The essay concludes by highlighting the importance of creating a supportive environment, encouraging open communication, and aligning employee understanding with organizational goals to enhance leadership and innovation capabilities. Desklib offers similar essays and resources for students.

Running head: Leadership and innovation 1
Leadership and Innovation
Name:
Institutional affiliation
Date:

Leadership and innovation 2
Task One:
Ten characteristics of leadership are significant in empowering development and
innovativeness which are arranged into industry, relational, key and intellectual aptitudes. First,
In intellectual abilities, a leader ought to be a genuine scholar. The leaders must be able to
consider new techniques arrange things himself. Second, He should be a functioning student. A
leader ought to tune in to thoughts of other individuals and gain from them (Zhou, Et al, 2014).
A leader should gather process and flow data. Third, a leader ought to likewise have
correspondence and specialized abilities which are basic to the achievement of the undertakings.
Fourth besides, a leader ought to likewise have relational and social aptitudes which describe to
associating and impacting with others (Aarons, Et al, 2012).
A leader ought to likewise have vital and business abilities. sixth, the leaders ought to
have asset organization aptitudes significant in planning and controlling uncommon asset to
deliver capably. Seventh, they ought to likewise speak to budgetary. A leader ought to oversee
account to avoid money related weights by diminishing costs when required. Eight, a leader
should demonstrate undertakings the executives’ aptitudes. Their assignments ought to be
practical, beneficial and less inefficient. Ninth, besides, a leader should indicate aptitudes of
basic leadership which are significant in persuading, overseeing, advancing and creating abilities
(Anderson, Et al, 2014). Tenth, on the opposite side, a leader ought to have condition
scrutinizing abilities helping with perceiving glitches and surveying the strategy to continue. In
conclusion, a leader ought to be doubtful (Zhou, Et al, 2014). The unrealistic leader can use
faults, recognize ambiguities and compact with them.
Task Two:
Single qualities which can automatically counteract an imagination and advancement
culture are as per the following. First, taking thoughts possession have a place with others or
matters implies the staffs do not acquire great acknowledgment and thusly lose faith in
leadership (Anderson, Et al, 2014). Second, preposterously addressing and examination of
innovative thoughts is terrible attribute as it sets staffs imagine that his/her thoughts are worse.
What's more, third, inability to impart objectives of association is unsafe in light of the fact that it
blocks staffs from requiring a solid comprehension of association's vision (Anderson, Et al,

Leadership and innovation 3
2014). Fourth, an incapability to attend better puts staffs off as of engaging and sharing of their
thoughts. Fifth, bigotry to vagueness is a conduct showed by deprived leaders that forces staffs
for evade faults through evading thoughts as they might represent them to perils (Gumusluoglu,
Et al, 2009).
Authoritative guidelines, principles and procedures which can avert an imagination and
advancement culture are as per the following. Sixth, to start with, the presence of fixed powers,
for example, old suspicions, assessments and behaviors fog receptiveness to the new thoughts
and overwhelm inventive and imaginative activities. Seventh, obstacle is judgment. This occurs
when an association has the way of life of talking about new thoughts as reactions or corrective
choices. Eights is playing through the rules. As of now, unyielding benchmarks, standards and
procedures hold workers from contributing. Ninth, absence of techniques for example, different
systems to put thinking separated boxes of awful recommendation (Zhou, Et al, 2014). Tenth, is
the absence of efforts in an organization. It occurs when an organization themselves does not to
give additional power in achievement (Adair, 2010).
Task Three:
Mine greatest worthy leader in an article is Steve Jobs, the founder and the former CEO
of Apple. He is other Picasso. Steve job is above with the greatest of every innovators and
inventors (Zhou, Et al, 2014). He is a man who has left a bequest which assisted in creativity and
innovation progress in Apple. Moreover, other organizations also have level on its capabilities to
upkeep growth of innovation and creativities.
Steve Jobs applied particular methods to encourage growth and continuity of creativity
and innovation in Apple Company even later his death (Vogel, Et al, 2014). First, Steve Jobs was
asserted on employing with culture of Apple in the mind. He marked “actual” abilities. New
staffs were to have culture of apple in the mind. Second, He intended that there is no position
quo in the Apple company and as a result he headed with instance through “putting a hollow” to
the creation. Third, An essence of him motivates several staffs or outside of Apple. He said that
he believed in the marketing of the dream not the products. Furth, It motivates the staffs in Apple

Leadership and innovation 4
toward becoming the creative and an innovative. Fifth, Steve Jobs revealed the staffs in what
way to turn launches into actual products (Hoch, 2013).
.
Task Four:
The rate which I will give to Steve Jobs is 9 out of 10 on his psychological aptitudes and
professional abilities on a normal. He was the incredible savant (10/10) that is the reason he is a
best business storyteller. He propelled his new and imaginative thought which draws in
individuals and fulfills them and in future pass away them to fact. He was the dynamic student
(9/10). Steve Jobs did not possess any familiar capability in association however Steve jobs can
realize in what way people can be satisfied. He has additionally taken in his aptitudes of the
executives as a matter of fact and individuals who are around him. In addition, Steve Jobs is the
attentive person (8/10). He used to hear to his staffs and joined each thought of him and makes
the best organization with aggressive innovation. He likewise oversaw and coursed data great
(9/10). He used to energetically collaborate through his benefactors. His arrangements were
restrictive to collect information or data which was particular to Apple. His techniques for
advertising were client situated as it was a distinct reaction. He demonstrated extraordinary
specialized aptitudes in association (10/10). Mac can have been the place it is for by Steve Jobs.
He designated by requirements of the Apple. He reacted to unmistakable prerequisites and
pushed his staffs to get more noteworthy statures. Moreover, he displayed extraordinary
administration of activity (9/10), the executives of assets (10/10) and abilities of basic leadership
(9/10). This is for the reason that he was particular and clear to the idea. He perceived where to
underwrite and at what time not to do as such. Steve Jobs demonstrated best vision (10/10) and
examining of condition aptitudes (10/10). Steve Jobs utilized logos, feeling and methods of logos
in a superior manner. He set up a basic however composed iPhone plans. On the opposite side,
he said "no" to thousand things (Oke, 2009).
In any case, Steve Jobs, like some different people and chief, he had slight social
capacities. On social qualities, I rate Steve Jobs 8 out of 10; most heartbreaking rate is an
immediate consequence of his history as an individual. His blending capacities were continually
defective as few named him as a harasser. He bombarded in numerous events to get analysis

Leadership and innovation 5
from his people in light of deprived relationship aptitudes. Also, he fails to regulate himself by
empowering zenith and hardship to escape conveys a couple of cases. (Vogel, Et al, 2014).
On a comparative size of 1-10 supposed to rate Steve Jobs, I rate myself 7 out of 10 on
each and every social fitness, essential thoughts 5/10, dynamic learning 6/10, mindful individual
(8/10), arranged material and scattered information or data 6/10 and specific capacities in the
officials’ 5/10. Besides, in company’s capacities, what is important is movement the leaders
(6/10), resource the board 5/10, and fundamental initiative aptitudes 7/10 and 5 out 10 on
visionary and condition looking at capacities (key capacities). The opening among Steve Jobs'
assessing and my rating will be according to the accompanying: fundamental thinking (10-5/10),
full focus (8-8/10), dynamic learning (9-6/10), arranged information and data and scattered
information or data (9-6/10), and particular aptitudes in the officials’ 10-5/10. Likewise, in
business aptitudes, what makes a difference is task the leaders (9-6/10) resource the officials’ 10-
5/10, and essential authority capacities 9-7/10. On social aptitudes, what is important is 8-7/10
on the limit partner and affect others. The characteristics with the best gaps fuse the key
characteristics where the opening in unworkable capacities is 10-5/10 and common looking at
aptitudes 10-5/10 similarly as fundamental thinking, resource the board and concentrated
aptitudes, all with a 5-point gap. These gigantic gaps exist in light of nonattendance of great
association in colossal firm organization and differentiations in the manner we approach issues
and difficulties (Barsh, Et al, 2008).
Task Five:
To improve or reform the five characteristics that possess the biggest holes (five-point
hole, for example, unrealistic, ecological examining, specialized administration, basic reasoning
and asset the board abilities, I have to deal with individual angles. To start with, to improve my
natural examining aptitudes and visionary abilities, I will backer, backing and support activities
that make a domain which is unsurprising I will likewise stay optimistic to all thoughts
postponed prior me and dependably provide rewards. I will likewise remember an organization's
way of life notwithstanding when employing to ensure everybody is engaged (Park, Et al, 2016).

Leadership and innovation 6
Then again, improving my basic reasoning aptitudes, I will guarantee that there are no
dividers at all by thinking about all thoughts and utilizing botches as open doors for
development. Moreover, to coordinate my most pivotal asset the board abilities, I will ensure
every worker comprehends the association' objectives and destinations to maintain a strategic
distance from wastage of assets. At long last, to attempt and convey my specialized aptitudes
near a Steve Jobs' appraising, I should comprehend the significance keeping privileged insights
that are fundamental to the association implies. This must be coordinated with representative
contribution at a controlled dimension to guarantee that both mystery and interest are
accomplished (Vogel, Et al, 2014).
From the above study it is concluded that, this arrangement was a triumph. All the ten
(10) main traits that decide an inventive and imaginative administration were examined and
analyzed utilizing an appropriate benchmark. This examination distinguishes the attributes with
5-point hole decided and explains the reasons of their reality. With these viewpoints, venture is
currently fruitful proportion of individual aptitudes and gives a superior impression of individual
capacity with suggestions on where to change and what to do.

Leadership and innovation 7
References
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American Academy of Child & Adolescent Psychiatry, 51(4), 423-431.
Adair, J. (2010). Leadership for innovation: How to organize team creativity and harvest
ideas. Human Resource Management International Digest, 18(6).
Anderson, N., Potočnik, K., & Zhou, J. (2014). Innovation and creativity in organizations: A
state-of-the-science review, prospective commentary, and guiding framework. Journal of
Management, 40(5), 1297-1333.
Barsh, J., Capozzi, M. M., & Davidson, J. (2008). Leadership and innovation. McKinsey
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Gumusluoglu, L., & Ilsev, A. (2009). Transformational leadership, creativity, and organizational
innovation. Journal of business research, 62(4), 461-473.
Hoch, J. E. (2013). Shared leadership and innovation: The role of vertical leadership and
employee integrity. Journal of Business and Psychology, 28(2), 159-174.
Oke, A., Munshi, N., & Walumbwa, F. O. (2009). The influence of leadership on innovation
processes and activities. Organizational Dynamics, 38(1), 64-72.
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Vogel, P., & Fischler-Strasak, U. (2014). Fostering sustainable innovation within organizations.
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