Leadership is linked with achieving shared objectives. This means that an effective leader has to influence change. Effectiveness in leadership is attained when leaders take responsibility for the future of the organization by preparing it to change into a greater corporation. Leadership effectiveness can, therefore, be evaluated using different criteria. According to Chuang (5), performance is the most influential variable that determines leadership effectiveness. The measurable performance of a team determines how effective the leadership is in an organization. However, effectiveness is a process that begins with the traits of an individual leader.
Gilbert et al. state that effective leaders are “visionary, equipped with strategies and having a greater desire to influence their teams and services to a future goal” (23). Such leaders can communicate the intended mission in a way that fosters enthusiasm, dedication, and commitment among followers. Most of the visionary leaders living today have often been associated with success and noted for their innovations within their organizations. It is a process that requires a higher level of discipline and commitment from leaders in terms of inspiring other people and maintaining group effectiveness. Another key aspect of leadership effectiveness is related to resource mobilization (Hopkins et al. 365). Despite leadership effectiveness being associated with the visionary trait, it must also be accompanied by efficiency in resource mobilization as well as utilization. Effective leaders mobilize resources to achieve the targeted vision. They also use them in a prudent manner to always improve on what is achieved in a given period. Effectiveness, therefore, takes a huge commitment towards motivating teams to perform at the highest level.
It takes an effective leader to inspire and influence change even in the most turbulent times. Performance is, therefore, a major aspect of effectiveness although different dimensions can be used to define it. Any leader who can move associates to achieve results consistently can be termed as effective. This means that performance measures effectiveness in leadership.
Chuang, Szu-Fang. “Essential skills for leadership effectiveness in diverse workplace development.” Online Journal for Workforce Education and Development 6.1 (2013): 5.
Gilbert, G. Ronald, Robert C. Myrtle, and Ravi Sohi. “Leadership Effectiveness Compared Across Three Different Work Settings.” Academy of Management Proceedings. Vol. 2014. No. 1. Academy of Management, 2014.
Hopkins, Willie Edward, and Susanne G. Scott. “Values-based leadership effectiveness in culturally diverse workplaces.” Cross Cultural & Strategic Management 23.2 (2016): 363-385.