Nishant - good morning everyone , welcome to your own news channel “ SKY

NEWS“. Our topic for today’s discussion is leadership.

Before moving onto today's discussion , we would like to present a small clip .
( if you would allow us )

Video start
Video stop
Nishant - As you witnessed there were two types of leaders in the video . First one
was task oriented and the other was people oriented . Every business strives
toward cultivating strong leadership. Yet the definition of a “strong” leader is
often frustratingly subjective. If you’re hiring someone for a leadership position,
should you look for someone who is driven and results-oriented or for someone
who is empathetic and communicative? What about your own personality? Do you
feel like you are a good leader, or do you find yourself sometimes questioning the
effectiveness of your approach?

In order to get some clarity on the issue, we have invited our guests for today’s
debate ,mr dhanishth , mr yash ,mr vaibhav , mr daksh.

Dhanishth - thank you nishant for inviting us to share our thoughts / views on the
topic . Im my personal experience, I myself have been a leader who focuses more
on tasks and achieved good results from this . .

Vaibhav - Yes, Dhanishth I agree that task oriented leaders fulfill their objectives
efficiently as they excel faster in their career which helps them to create more
realistic goals for their team.

Nishant- So mr.daksh and mr.yash would you like to share your thoughts?

Daksh- Ya okay so first of all, thank you so much Mr. Nishant for giving us the
opportunity to be a part of this discussion, like dhanishth talked about his personal
experience. Initially, I also used to be a task oriented leader, but now I have
recognised the value of the people more than I ever had. Many leaders or
managers that we see are much focused on tasks, events and processes, they focus
on planning and estimations. And you know all of these things are important as
leaders, but what goes wrong is when we focus on these tasks all the time. A large
part of a task is actually not dependent on task management; rather it has to do
with the people on the projects or the people performing the tasks.

Yash- Absolutely! You’re either task oriented or you are people oriented. Each
and every team has to perform some tasks and We have team members ofc. The
team, in fact the people are the biggest asset to a task as well as the organisation.

Nishant: One thing which proves to be a key factor for the organization is
productivity so what are your takes on this ?

Vaibhav- Yes Nishant that’s true, and Yash don't you think people oriented leaders
sometimes lack in their productivity. Whereas task oriented people have more
clarity about their defined roles for each team member and continuously make
sure everyone is on track with their work?

Dhanishth - yes vaibhav And adding what you have said i will take one example ,
example . Project managers are typically concerned with completing the project
within the specified time limit and attaining project goals on time not only
improves and build good rapport with clients but also with the company mgmt.
And allows your team to work ahead on larger projects .

Yash- But i don't think so, there have been many cases of the manager getting
furious at their employees for not completing the given task on time and different
studies show that there is lack of autonomy and creativitiness of employees in task
oriented leadership, which creates low morale in office. If you find yourself being
more task oriented you’ve got to remember that the ministry is the first and
foremost about the people.

Daksh- Yes, absolutely, People work outshines paperwork, perhaps we don’t do

much paper work anymore, it’s all computer work phone work and digital work
but people work surpasses that stuff.
Dhanishth - I strongly disagree with your point Yash . I'll ask you one thing if
you have deadlines which need to be submitted urgently , what will
you do , how would you react . In that situation we all feel angry it is a
natural emotion. What important is how we control our reactions, and
how we choose to respond, and i think for me it works ... anger clouds
sometimes decision making ability. ( no need to speak only for
justification of how anger can help you to take decision making
ability )
When you experience physical and emotional distress, anger strongly motivates you to do
something about it. As such, anger helps you cope with the stress by first discharging the
tension in your body, and by doing so it calms your “nerves.” That's why you may have an
angry reaction and then feel calm afterward.

Vaibhav - Adding to what dhanisht has said, everybody can get angry,
it is just expressing what we feel, and that is easy, but what you need to
remember is, GET ANGRY AT THE RIGHT PERSON WITH THE
RIGHT INTENSITY AT THE RIGHT TIME FOR THE RIGHT
REASON AND IN THE RIGHT WAY THAT MATTERS, and during
this time organizations need strong leadership for optimal
effectiveness .

Daksh- First of all Like repeating right 4-5 times doesn’t make your sentence right
and i don’t think we take so many points into consideration just before getting
angry at someone, adding to this, if you remember, in the beginning i talked about
me being task oriented in my initial days, you know, i used to be so busy and
stressed and i would run around the office doing this that and the other and
sometimes people would stop me and ask if i was okay, The point is that i wasn’t
mad or upset, rather i was just so serious. (Just like the leader we saw in the video
who ran by so many people along the way, but his mind was so cluttered and he
was so involved in his work that he did not even look them in the eye and say
hello).

Yash - agreed daksh, With your team members you need to cooperate with
them at a level which is not just related to the task that they’re doing in order
to complete the work, you need to actually spend time with them a little bit
away from the task to really understand what makes a group , perhaps each
individual tick . Find out what they are all about, find out what they enjoy
doing, find out what their strengths are because when you know those things
you’re much more likely to motivate them and actually inspire them to
contribute to the project and that is where leadership begins.

Dhanishth - what i am trying to understand from your points is that you all
have a perception related to task oriented leaders, that they are less
concerned with the idea of catering to employees and more concerned
with finding the step-by-step solution required to meet specific goals. but i
want to tell you that these leaders also provide reward systems and time offs
and other factors which are necessary and important for them .

Vaibhav - Exactly, apart from time offs, they also have reward systems
which helps to motivate an individual and increase productivity to make a
disciplined work environment . For example, a sales manager offers a bonus
to any sales agent that exceeds the monthly sales goal , which encourages
sales agents to increase the company revenue and builds loyalty to the
business .
Daksh but…..
 Nishant: Daksh please wait let vaibhav complete his point, you will get
your chance to speak

Daksh - okay , but what about the employees who are terminated just for
not being able to complete the task on time? What if the problem is just the
lack of direction and what the employee needs is just some confidence,
support and encouragement?You know, just giving some time offs and
rewards bonus doesn't actually mean you understand the people , and just
considering what you think as right would be the best everytime isn't helping
either. and this is the problem with task oriented leaders . Just like my friend
Yash said, at the end of the day ministry is about people, it is about people
and loving people and just slowing down and looking those precious people
in the eye, learning their names, telling them how much we love them and
appreciate them because these are the things that people remember.

Yash- yes exactly, If you are more task oriented or even if you are more
introverted, it’s harder for you to talk to people like many leaders/managers hide
behind the desk, they send you emails as supposed to picking up the phones or
seeing people, then it would be a lot more difficult to manage different tasks and
that is what we should try to get away from or the last resort left would be praying
to the god to help you in this area.

Nishant - Okay, so we are running out of time , so quickly let’s just conclude
the debate.

Vaibhav - So, what i get from this discussion ‘In my view’, either the leader
must change himself/herself according to the situation as per the
contingency theories or sometimes we can change the leader according to
the current variable situation .
Yash - what i have concluded from this DISCUSSION is that No single
leadership style can guarantee success to the organization – everything depends on
the personality types that prevail in your company. It is also possible that some
people may feel comfortable with a task-oriented manager, but for others this can
be a nasty experience. So as usual, the key factor is people!

Nishant: Mr.Daksh and Dhanishth 15 seconds each. Your conclusions please!

Daksh - When we build relationships of trust which are required to lead a

successful task, we cannot simply wear the “ Task Management Hat” and tell
people what to do. However this does not mean that you should throw away
your good task management but instead you need to mix it in with a good
proportion of leadership skills and people management skills in order to
succeed.

Dhanishth - After a good discussion with you all , i would like to conclude
that leader has the ability to direct a group of people for a common goal and
focussing on tasks is necessary for good management and it is best fit for
top level management , where focussing on people should be there to ensure
success in the organization as they are the important part an mgmt. .

Nishant - leadership plays a central part because it's the leader who usually
directs us toward the goals . Knowing what makes a good leader should thus
be valuable toward improving group performance , it's never easy to balance
things. It can be stressful, too, if what it takes to achieve balance goes
against the way you naturally prefer things to be done. If you fear you might
be lacking on one side of the equation, don’t worry. If certain leadership
traits don’t come naturally to you, they can be learned. Like riding a bicycle
or typing, it might be a struggle to learn at first, but the more you practice,
the better you’ll get.
Ques1: In our daily life or work routines we come across many leaders but the question
arises that how can he/she be an effective leader ?

According to me:
1.(YASH) The first thing to become an effective leader is that the person
should be Inspirational which means that he/she should Guide,
motivate and inspire individuals and groups to achieve their personal,
professional, group as well as organisational goals.

2. (Yash)Also, he should be influential so that he could be exercising

influence and persuasion over others (convincing others) to take the
desired action.

3. (Daksh)Adding further, he should also be concerned about

Developing others so he should be Sensing others' development needs,
improving their abilities and helping them in goal-setting through
proper guidance and feedback.

4. (Daksh)An effective leader is the one who is good in Conflict

management i.e., he should listen openly, talk meaningful and resolve
disagreements.

5. He should also act as a Change catalyst which means that he should

play an effective role in initiating and managing change in the
organization as a whole.

Anyone can answer

6. If a person would be an effective leader, he would Build bonds with
the people and maintain and nurture the relationships.
 7. He would show utmost Teamwork and Cooperation which would
reflect when he would be Working with others towards the
achievement of common goals.

Ques: What qualities Do you think a good leader should have ?

1.(Nishant)Okay, talking about the qualities that a good leader should have, I
would say that he should have required knowledge and competence because
only such a person can instruct subordinates correctly and influence them.

2.(Nishant)Also, a good leader should possess’ high level of integrity and

honesty.

3.(Vaibhav)He should be a role model to others regarding ethics and values.

4.(Vaibhav)A good leader should possess good communication and

motivation skills.

5.(Vaibhav)A good leader should also be sociable and friendly with his
colleagues and followers.
Anyone can answer

- at last when all end -

Adding to this a leader should have courage and initiative. He should not wait
for opportunities to come his way, rather he should grab the opportunity and
use it to the advantage of the organisation.

Ques - how would you attract a person to follow leadership in

work?
Dhanishth - Answer - Leadership is all about followers, you can
have a fancy job title, or you can also get power that comes with
the position but what important is no. of people who are
working under you and following you, leaders can attract people
in different ways, some leaders have strong personality, if you
are not sure what motivate other people to follow you, you can
always ask them . The best leaders are the best listeners and
they are always sincerely interested In the people.

Ques what is the difference between manager and leader?

The main difference between leaders and managers is that
leaders have people follow them while managers have
people who work for them. A successful business owner needs
to be both a strong leader and manager to get their team on
board to follow them towards their vision of success.
Leaders take risks, managers control risk .
Leaders are unique, managers copy.
Leaders are in it for the long haul, managers think short-term.
Leaders grow personally, managers rely on existing, proven skills
Leaders build relationships, managers build systems and
processes.

Ques what is contingency theory?

A contingency theory is an organizational theory that claims
that there is no best way to organize a corporation, to lead a
company, or to make decisions. Instead, the optimal course of
action is contingent (dependent) upon the internal and external
situation. Contingent leaders are flexible in choosing and
adapting to succinct strategies to suit change in situation at a
particular period in time in the running of the organization.