Report: Leadership and Management Concepts, Approaches, and Theories

This report delves into the multifaceted concepts of leadership and management, highlighting their significance in organizational performance. It elucidates the core differences between leadership, which focuses on influencing and inspiring, and management, which emphasizes planning, organizing, and controlling. The report examines various leadership theories, including trait, transformational, and transactional approaches, and contrasts the visions and roles of leaders and managers in fostering human development and executing plans. Furthermore, it explores different approaches for developing leaders and managers, such as mentoring, coaching, development centers, workplace assignments, and formal training, emphasizing the crucial role of Learning and Development (L&D) functions in supporting these initiatives. The report also underscores the importance of leadership and management development programs and their impact on employee performance and organizational success, providing a comprehensive overview of the subject matter.

Leadership and Management

Contents
Concepts of leadership and management.....................................................................................................2
Difference between leadership and management.........................................................................................3
Different approaches for developing leaders and managers.........................................................................4
L&D function for supporting leadership and management development.....................................................6
Leadership and management development programs..................................................................................7
The success of development programs........................................................................................................8
Reference...................................................................................................................................................10

Concepts of leadership and management
Leadership and management are vital for improving the performance of the organization.
Leadership is a process that leaders follow for directing, guiding and influencing the behavior of
the other and work for accomplishing the set goals of the organization. Leadership is an ability
that helps managers to influence the employees to perform the assigned task effectively. Leaders
play the role of inspiring and motivating others. Leadership is a concept which helps in
influencing others to accomplish the objectives and direct the employee to perform task for
achieving the common goals.
Management is a process that helps the organization in performing the activities. It includes the
process of planning organizing, staffing, directing and controlling. Management requires the art
for getting things done by others. In order to manage the activities, it requires forecasting and
planning, organizing, coordinating and controlling. In trait theory, it is believed that people are
born with the qualities for playing the role of leadership (Walumbwa, et al., 2008). The qualities
like intelligence, sense of responsibility, creativity, and values. In leadership, the focus must
include mental, physical and social characteristics for understanding the people. Leadership
skills require honesty, competent, forward-looking, inspiring, and intelligent and broad-minded.
Transformational leadership is the process that includes the leaders to interact with the followers
and inspire others (Voci and Young, 2001). With the help of leadership style and abilities of
leader, the people and organization can be transformed easily as they will be able to convey the
vision to employees and can guide the transformation. The various factors which are considered
for transformational leadership are influential, motivating, inspiring and psychological
transformation.
Leadership includes the process for channelizing the energy of employees or teams for achieving
the goals, objectives, and vision of the organization. In transactional leadership theory, the
emphasis is on the desired outcome and results. The leaders adopted the strategy for motivating
the followers in a way of reward system as they adopt the strategy of rewarding the employees
who perform and punish the employees who do not perform the work properly. Leadership in
business requires competence, courage, clarity, coaching, and character for leading the group
effectively. management includes the process, effectiveness, and efficiency for achieving the
goals and objectives in the organization. process includes the functions and activities which are

required to be performed as it includes the function of planning, organizing, staffing, directing
and controlling (Taylor and Ladkin, 2009). Effectiveness is to complete the given task, achieving
the objectives and finishing the activities. Efficiency in management is to complete the task
incorrect way and minimizing the cost. The efficient use of resources helps in reducing the cost
and leads to generate more profits.
Difference between leadership and management
Leadership and management are different forms of each other but both are involved in achieving
the objective of the organization. Leadership includes the influencing power to motivate and
inspire others to perform the activities effectively. it includes the potential for influencing the
employee's Managers must include the leader's quality and adopt the strategies for building and
sustaining for the competitive advantages. Every organization requires leadership and
management for the organization's efficiency. Leaders and managers at the workplace must
motivate the employees to perform the tasks. The difference in managers and leaders in the
establishment of vision as in management the vision of managers is to plan and budget the task,
they develop the various steps and set the timeline of the task which is to be done by the team
and they do not involve the team while taking the decision and display the impersonal attitude
regarding the goals and vision of the organization. they only focus on increasing the profits and
do not consider the employee's satisfaction. In leadership, the vision of leaders is to set the
direction of the plan and develop the strategic vision for the team (Boehm and Turner, 2005).
They are responsible for developing the strategic plan for achieving the vision of the company.
They show the attitude of being very passionate about achieving the goals and vision for the
team. For human development and networking in management, the organizing and staffing are
done by the managers and they are responsible for maintaining the structure of the organization.
in management, the responsibilities and responsibilities are delegated along with the work to
subordinates. The implementation of vision is done by the managers and they inaugurate the
policies and procedures for implementing the effective vision of the company. Managers do not
consider the employee's ideas and opinions and also show low emotions towards the employees.
In leadership, it is necessary to align the activities for leaders. Leaders communicate vision,

mission, and direction effectively to team so that they understand the work correctly and can
complete the task on time without any barrier (Branine, 2005). In order to influence the
creations of coalitions, partnerships, and teams to make them understand and leaders are
responsible for accepting the vision. They increase the choices for the employees and develop
high emotions.
In management, for executing the vision managers are responsible for controlling the process and
identify the problems and take corrective measures for solving the problems. Managers are
responsible for monitoring the results and they consider the approach which has low risk for
solving any problem. For effective leadership, leaders are those who inspire and motivate the
employees for growth and development. they motivate the employees and make them energize
for overcoming the barriers to change (Brown and Psner, 2001). Leaders always want to satisfy
the needs of employees by adopting the various approaches as they consider that motivated
employees are able to perform the job and give their best in performing effectively. Leaders take
the high-risk approach to solving the problems. They adopt the approach of promoting and
developing new product approaches for improving the relationship with labor. In management,
mangers provide the expected results consistently for leadership and stakeholders. It is
considered that management is reactive and leadership is proactive (Noe, et al., 2017). Written
communication is considered in management and verbal communication is considered in
leadership (Bush, 2007).
Different approaches for developing leaders and managers
In order to progress leaders and managers, various approaches can be adopted. The various
programs can be conducted and leadership development program can be conducted for hiring
onboarding talent. The development plan and process is followed for developing managerial and
leadership skills. Mentoring and coaching for leadership as retention is important for leadership
development efforts. When the good development mentoring program is conducted for leaders
and managers it helps in improving retention from onboarding onward by providing employees
with effective support. in support, the integrated mentoring and coaching programs help
employers in identifying, selecting and developing the high potential for employees. Coaching is

the method for developing leaders' and managers' skills with the knowledge about the job profile
and role to be played (Pohl, 2010).
Development and assessment centers help leaders and managers in developing skills and learning
as it includes the process series of assessments took place buy sing various techniques like
simulation. It helps in assessing the potential, strength and development needs, and in the end the
result is generated as a plan for development. Feedback is provided so that leaders and managers
can adopt and implement a new strategy for improving their behavior (Avolio and Gardner,
2005).
The development of leaders and managers is essential as they play a key role in achieving the
goals and objectives of the business. the approaches which can be adopted by the organization to
develop the managers and leaders are by adopting the approach of workplace developmental
assignment in which on-the-jobs assignments which help managers and leaders in experiencing
the key challenges and analyzing their potential (Pernick, 2001). It helps in learning the key
skills and adopt workplace responsibilities.
Formal training courses can help the managers and leaders in development as it helps in
providing updated and relevant information which are essential for facing the work challenges as
leaders face the more issues in dealing with the employees directly and it requires to motivate the
employee in an effective manner. The organization must choose an effective program for leaders
and managers as it will help in the growth of business.
The job rotation approach can be adopted by an organization in which an individual is shifted
from one job role to another as it will help in understanding and gaining the knowledge of
multiple departments so that the performance does not get affected (Wilson, 2005). Development
activities help in enhancing the capability of an individual to perform the role and responsibilities
of leader and manager. Development of leaders can be done by executive education, workshops,
as it helps in bringing new opportunities for developing skills, knowledge, self-awareness,
abilities which are required to lead the team effectively.
Skills and knowledge required in every leader and manager are the cognitive capacities which
include the general intelligence for taking effective decisions or take immediate action whenever
required. Cognitive complexity and creativity in an individual are required (Day, 2000).

Dispositional attributes are essential for adaptability, extroversion, risk propensity and openness
with others. In an individual to lead and manage the team it is essential to make the motives
which include the need for socialized power, motivation to lead and need for achieving the goals
and objectives. problem-solving skills include the meta-cognition, constructing o problems,
generating effective solution and make self-regulation skills.
L&D function for supporting leadership and management development
The functions of Learning and development plays a main role in supporting leadership and
development. In leadership and management development, L&D plays a crucial role as it helps
in assessing the performance of the leaders and managers as well as the performance of team.
Learning and development help in motivating and engaging employees. L&D functions help in
supporting leadership and management development by motivating and engaging employees in
teamwork. It helps in creating value-based culture for the employees. Effective L&D helps in
building an employer brand in market. By attracting and retaining employees it helps in
improving productivity. It is analyzed that learning helps n contributing to employability. For the
personal and professional growth of employees it is an opportunity for learning and development
(Mintzberg, 2004). for the leadership and management development, L&D helps in developing
the capabilities of people. L&D will helps in measuring the performance of employees and
design the performance report on the basis of assessment and deliver to management for
analyzing the performance of employees. after analyzing the performance corrective measure can
be taken for the leadership and management development by understanding the situation of the
employees. Learning and development can help in identifying the potential leader in the team.
The work must be allocated to people and who perform their task and maintain a good relation
with team and has the capabilities to lead the team can be identified with the function of L&D.
L&D helps in advising on individual and group development which is required in the
organization for management development. Managers require the work to be performed on time
and leaders identify the way of doing the task effectively. L&D helps management and
leadership development by identifying the various ways of doing tasks for individuals and teams
for evaluating effective results (Liden, et al., 2008).

Leadership and management development programs.
For the success of leadership and management development programs, it is necessary to
implement effective programs for the employees. After the program, the performance of
individuals must be measured for analyzing the effectiveness of programs as it is beneficial for
employees or not. it is necessary to analyze the performance before the program and after the
leadership and management program (Graen and Uhl-Bien, 2005). When the employees are
satisfied with the workplace with the team and their senior, it indicates the success of the
program. It is essential to track the progress as the goals must be set which is required to be
achieved for making the success of implementation of the program (Hidalgo and Albors, 2008).
It can be measured by analyzing the impact of the programme on the employee's professional
development and their leadership skills. As the main aim of the program is to increase
productivity, success can be measured when productivity increases (Grigsby, et al., 2010).
Employee retention is the main reason for the success of leadership and development programs.
Employee retention is a set of tactics and strategies which help in optimizing at the workplace as
it helps in ensuring that employees are satisfied, qualified and preparing the employees for
staying at the job. Programs help the managers and leaders in learning and developing the skills
for performing the job effectively and leading the team. Leader and manager must be equipped
with those skills which help them in leading the team of employees for increasing more
productivity and achieve profitable goals (Hersey, et al., 2007). it helps in future development
and leaders in deriving optimal productivity from the peers. Leadership is required at each levels
of the organization and in each kind of organization. it is necessary for an individual to learn the
leadership skills for future development and growth. Skill development can be done for
independent contributors for keeping the business running. In order to make the business
progress, it is essential to keep the employees motivated, productive and invested in achieving
the common goal. There are some reasons to utilize multiple methods within the learning system.
it is analysed that different people with different backgrounds and different learning styles
coming into the program. They will have their own ways of absorbing the information,
processing it, and sharing it with others. In order to develop managerial skills, sessions like
leading effective meetings, time and project management techniques must be instructed

(Gurdjian, et al., 2014). L&D offsite the three components which include personal leadership,
business leadership, and team leadership. Success for leadership and management development
program can be measured by the analyzing the leadership competencies which includes the
effectiveness in communication and energizing the people with the program activities, learning
agility must be measure, problem-solving skills will be improved, capability for leading people
and impacting and influencing people to follow the effective skills (Groves, 2007).
The success of development programs
For the accomplishment of a leadership and management development program, the program
must be designed in the organization as the business needs to be translated into the leadership
outcomes. Training and development programs help in improving the capabilities, knowledge,
and skills of the workforce. The effective training program helps in effecting the employee
motivation and commitments. Training programs help employees in recognizing the
organization's interests and helps in applying their best efforts to achieving the organizational
goals. Learning and development programs help leaders and managers in performing their role
effectively. The aim of the training and development programs helps in improving the
performance and training is conducted to bridge the gap between the current performance and the
standard desired performance.
It is necessary to ensure success with leadership and management as it is essential to make the
people understand the organizational need who are participating in programs. The development
program will be successful when the need of the company is defined properly to people. The
leadership and development program will be successful when the effective method will be
adopted for learning and development. when the leadership and development program is well
managed it helps in giving various benefits to the organization as it helps in enhancing
productivity when the tea understands the work and its process effectively. managers and leaders
can increase employee engagement as they get to know how to lead the people with the
leadership and management program. The culture will be more positive and nurturing when the
learning is embraced by the employees. the decisions can be taken effectively by the team with
effective strategies and planning and solving the problems on time. Effective leaders and
managers must support the team and develop their skills and learning at every step of their

journey. It is analyzed that for the leadership and development program, job shadowing and on
the job training as they help in emerging leaders in observing the situations and handling the
future problematic scenarios. The organization is adopting the professional development
program as it is considered as an effective part of the workplace training scheme. In this method,
tools are provided to employees in order to develop the specific skills which workforces require
to succeed in the role. Measuring the results is an effective way to measure the success of
leadership and development of program. It can be done by observing the newly-imparted skills
on the job by testing with the real-life situation and applying the learning acquired knowledge to
find the solution. Feedback from employees can be beneficial as it helps in ensuring the
effectiveness of the program. Calculating the ROI is the way of measuring the success of the
program as the impact of training effects on them ROI. It helps in ensuring the day-to-day job
roles of the employees.

Reference
Avolio, B.J. and Gardner, W.L., 2005. Authentic leadership development: Getting to the root of
positive forms of leadership. The leadership quarterly, 16(3), pp.315-338.
Boehm, B. and Turner, R., 2005. Management challenges to implementing agile processes in
traditional development organizations. IEEE software, 22(5), pp.30-39.
Branine, M., 2005. Cross-cultural training of managers: An evaluation of a management
development programme for Chinese managers. Journal of Management Development, 24(5),
pp.459-472.
Brown, L.M. and Posner, B.Z., 2001. Exploring the relationship between learning and
leadership. Leadership & Organization Development Journal, 22(6), pp.274-280.
Bush, T., 2007. Educational leadership and management: Theory, policy and practice. South
African journal of education, 27(3), pp.391-406.
Collins, D.B. and Holton III, E.F., 2004. The effectiveness of managerial leadership development
programs: A meta‐analysis of studies from 1982 to 2001. Human resource development
quarterly, 15(2), pp.217-248.
Darling-Hammond, L., LaPointe, M., Meyerson, D., Orr, M.T. and Cohen, C., 2007. Preparing
School Leaders for a Changing World: Lessons from Exemplary Leadership Development
Programs. School Leadership Study. Final Report. Stanford Educational Leadership Institute.
Day, D.V., 2000. Leadership development:: A review in context. The leadership
quarterly, 11(4), pp.581-613.
Graen, G.B. and Uhl-Bien, M., 2005. Relationship-based approach to leadership: Development
of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level
multi-domain perspective. The leadership quarterly, 6(2), pp.219-247.
Grigsby, B., Schumacher, G., Decman, J. and Simieou III, F., 2010. A principal’s dilemma:
Instructional leader or manager. Academic Leadership: The Online Journal, 8(3), p.3.

Groves, K.S., 2007. Integrating leadership development and succession planning best
practices. Journal of management development, 26(3), pp.239-260.
Gurdjian, P., Halbeisen, T. and Lane, K., 2014. Why leadership-development programs
fail. McKinsey Quarterly, 1(1), pp.121-126.
Hersey, P., Blanchard, K.H. and Johnson, D.E., 2007. Management of organizational
behavior (Vol. 9). Upper Saddle River, NJ: Prentice hall.
Hidalgo, A. and Albors, J., 2008. Innovation management techniques and tools: a review from
theory and practice. R&d Management, 38(2), pp.113-127.
Liden, R.C., Wayne, S.J., Zhao, H. and Henderson, D., 2008. Servant leadership: Development
of a multidimensional measure and multi-level assessment. The leadership quarterly, 19(2),
pp.161-177.
Mintzberg, H., 2004. Managers, not MBAs: A hard look at the soft practice of managing and
management development. Berrett-Koehler Publishers.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Pernick, R., 2001. Creating a leadership development program: Nine essential tasks. Public
Personnel Management, 30(4), pp.429-444.
Pohl, K., 2010. Requirements engineering: fundamentals, principles, and techniques. Springer
Publishing Company, Incorporated.
Taylor, S.S. and Ladkin, D., 2009. Understanding arts-based methods in managerial
development. Academy of Management Learning & Education, 8(1), pp.55-69.
Voci, E. and Young, K., 2001. Blended learning working in a leadership development
programme. Industrial and commercial training, 33(5), pp.157-161.
Walumbwa, F.O., Avolio, B.J., Gardner, W.L., Wernsing, T.S. and Peterson, S.J., 2008.
Authentic leadership: Development and validation of a theory-based measure. Journal of
management, 34(1), pp.89-126.