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A GOOD LEADER AN ASSESSMENT OF ANDREW MSAMI LEADERSHIP (FEBRUARY 2011) PEMO CONSULT LTD ANDREW SIMON MSAMI HQ 23DAY 11338 CONTENTS CONTENTS2 CHAPTER 13 INTRODUCTION AND primer coat TO ANDREW MSAMI PERSONAL LEADERSHIP3 CHAPTER24 GOOD LEADERS LITERATURE REVIEW4 leadinghip4 Leaders as Learners4 Leaders and Legacy5 Leaders Supports6 Leaders and Decision Making6 Servant Leadership6 Influential Leaders7 Group Leadership7 Leaders listens8 CHAPTER 3 DISCUSSION OF FINDING ANDREW MSAMI PERSONAL LEADERSHIP9 CHAPTER 3 DISCUSSION OF FINDING ANDREW MSAMI PERSONAL LEADERSHIP9 3.ASSESSMENT ON LEADERSHIP LEGACY9 3. 1. Leadership Legacy9 3. 1. 1. What Leadership Legacy Does Andrew Msami Leave tail? 9 3. 2. Andrew Msami Leadership Characteristics and Style13 3. 2. 1. Personal Characteristics as a Leader13 3. 3. Andrew Msami Leadership Style16 CHAPTER 419 CONCLUSIONS AND RECOMMENDATIONS19 BIBLIOGRAPHY21 ANNEX22 SAMPLE QUESTIONNAIRE22 CHAPTER 1 INTRODUCTION AND BACKGROUND TO ANDREW MSAMI PERSONAL LEAD ERSHIP This write up is divided into four chapters. Chapter atomic number 53 provides an overview, chapter two offers a literature review on depend adequate leading.This chapter defines leadershiphiphip and show different perspectives of leadership and what a good leader is. Chapter three gives an analysis of Andrew Msami Personal leadership to determine whether he fits to be referred to as a good leader. In this chapter the author analyzes issues related to leadership bequest based on an online assessment. 1 Key elements of the assessment in terms of leadership legacy include handling difficult situations, representation of team members, pauperism of others, judgment, and creativity conjugate with being a visionary leader.Further, Andrew Msami leadership was assessed in terms of personal characteristics to include physical characteristics(energy and stability), personality (honesty, integrity, enthusiasm and independence), social characteristics associated with (ability t o blend work and fun, stake and cooperate with the team he works for, possession of diplomatic skills, and being tactful), work related characteristics (achievement, pursuit of goals, strictness, perseverance, and persistence), social background linked to the influence of education, levels of exposure and ability to see things from other peoples perspectives.Andrew Msami was further assessed in terms of leadership styles with particular references of whether his Leadership Style is People Oriented (POLS) or T call for Oriented (TOLS). The analyses here were conducted to determine whether Andrew Msami is a good leader informing areas of growth for his future practices as a leader. Lastly, Chapter four coins out the conclusions and recommendations for Andrew Msami leadership based on the discussion of findings in chapter three. CHAPTER2 GOOD LEADERS LITERATURE REVIEWLeadership Leadership is the process that enhances the ability to identify and manage changes stellar(a) organization s to success. Jacobson defines leadership as moving organization out of the box so that it is able to sustain forces of change that challenges its long term existence. According to Drucker2, the very scoop leaders are first and foremost effective managers. Leadership identifies and guide the way to success. Management then defines and implements the how to success.Drucker further contend that those who seek to lead nevertheless fail to manage will become either irrelevant or dangerous not only to the organization nevertheless to the society. A leader without the guard of management in the form of Planning, Organizing, Staffing, Directing, Coordinating, Reporting and Budgeting (POSCoRB)3 functions, finds it difficult to achieve desired future. Unless the desired future is effectively managed, it is likely that little will be achieved in terms of goals and objectives set through good leaders.The leaders see the horizon but unless something is properly done within the present, and that must be informed by guidance offered by the leader then the future is blurred. Blanchard et al were correct to say that in managing people it is easier to loosen up than tighten up4 Although am aware that people laughingstocknot be managed, in some respect and from management point of view we great dealnot divorce from the fact that people to some extent take on to be managed. People are an important resource for either organization to be led rather than managed.Unless expectations are set right and guided from the kickoff with constant monitoring, maintenanceive leadership and management, changing the undesired culture within the organization due to misplaced leadership and management, to re-align people to new thinking and ways of doing the right things is a difficult pre-occupation. Leaders as Learners The very best leaders are learners it is reliable that once you stop schooling you stops leading5. I am yet to find out whether I am leading based on my ever quest fo r learning. Ever since I knew a discussion I kept on learning and he moment I find myself in an environment that cannot stop me to learn I quit. When you stop learning you stop developing and you stop growing and that is the end of a leader6 I always search for new knowledge which can only be found in an environment that permits learning to happen. Here is a paradox, to be a leader you need to keep on learning, but it is equally true that quitters never win and winners never quit7. As long as effective leadership is supported by a learning environment that sustain new knowledge and open up opportunities to test the workability of the knowledge leadership and those seeking to lead can thrive.I conceptualize there is no hurt in quitting so as finding an environment where one will be able to learn and continue being a leader. What I am trying to suggest here is that my quitting is focused at positioning myself to continue wining. Competition in the contemporary world is immensely stiff and a agonistic edge is earned through learning. Eric Hoffer once said in times of change learners inherit the earth while the learned find themselves beautifully furnished for a world that no longer exists. 8 Unless one will constantly study and practice9 one will easily become irrelevant.Thus quitting workplaces that does not support studying and practicing of new knowledge is not a place for learners but rather for the learned. If those places can be transformed into learning organization fine but if they cannot one should not waste his time and energy in such environment. Leaders and Legacy Good leaders leave a positive legacy According to Munkumba leaders must leave a legacy for which people will remember them once they are gone. He further challenged leaders that if they regard something one never had, one must do something he or she never did10.A leader must always find new ideas and scrap them into realities. Brooks defines leadership legacy as the sum total of the difference one makes in other peoples liveliness, directly or indirectly, formally or informally. To leave a positive legacy, Brooks suggest that a leader must be able to control his or her relationship as well as how he or she does things now. Todays leaders relations and actions determine his future and what he will be remembered for. Leaders Supports Good leaders are supportive. Leaders amaze great responsibilities in helping their people achieve goals and objectives set by the organization.A leader can only be successful if people under him or her are successful. The mutual relationship between subordinates success and success of the leaders call leaders to tirelessly provide the needed support for their subordinates to successes. Leaders and Decision Making Good leaders are decisive, they identify problems and opportunities resolve and take advantage of them. A leader careful makes a choice from available alternatives to inform the decision to be made, given the consequences that each decision made might bring, often leaders fail to make decisions due to fear of failure.A good leader thus is the one who has the courage to popular and unpopular decisions. A decision postponed or delayed is a problem deferred and an opportunity lost, effective leaders cannot afford that. A leader should be able to create a system that support quick and effective decision making processes to keep the organization rolling. This will be done by development of criteria for testing or informing any decision to be made, to check whether it fit with organization goals, values, achievement of desired results, resources allotted and prospects for success.Servant Leadership Good leaders are servant leaders leadership means services to others. Servant leaders are supportive and participative. Servant leaders are social democrats they are there to meet necessitate of their followers through involvement and provision of the needed assistance. A biblical image of a servant leader is the one that mirrors a shepherd who is there for the sake of his or her flock and not the flock for the shepherd. In John chapter 10 11 . a good shepherd lays down his life for the sheep11 this flavor of leaders are difficult to find.There would have been no leadership gaps in households, firms, communities and nations if most of us who are leaders today would have been able to give up our time, resources, knowledge, for the would be future leaders. Current shepherds are so selfish herding the flock into destruction. Once a self-seeking shepherd is no more, emerges a new shepherd from the scattered flock, without skills leading the flock to nowhere, the curse continues. Influential Leaders Good leaders are influential Maxwell formula for influence12 is as follows INFLUENCE = COMPETENCE + CHARACTER + CONNECTION RESPONDENT NUMBER YES Q1 Physical Characteristics . Because of what he has achieved so far. .. . .. Q2c Coult you say Andrew Msami is a pers on of integrity? .. YES . YES YES . He can relate/identify himself with people of various levels of education, status, background and get along with them very well. . .. Q3c Is Andrew Msami ready to cooperate on issues of importance to others? .. YES Q3d Is there anything important to your life that can be attributed to support received from Andrew Msami? He has experience on how life is like from the rural community in Tanzania to the big cities in the veritable countries. YES YES .. .. Q3f Will you be attracted to offer any support to Andrew Msami? .. YES YES .. Q3h Do you consider Andrew Msami as tactful in attending issues related to other peoples feelings? A F O .. A F O S A F O S N A F O S N Instructions for Q1 to Q35 Q12 Andrew Msami will tolerate postponment and uncertainty SCORE T-task A F O S N P-people Q13 Andrew Msami will speak for the group if t here were visitors present A F O S S Q14 Andrew Msami will keep the work moving at a rapid pace KEY TO QUESTIONS A F O S N A Always Q15 Andrew Msami will turn the mebers loose on a job and let them go to it F Frequently A F O S N O-Occassionally Q16 Andrew Msami will settle conflicts when they occur in the team S-Seldom A F O S N N-Never Q17 Andrew Msami will be swamped by details A F O S N Q18 Andrew Msami will represent the team at outdoor(a) meetings A F O S N Q19 Andrew Msami will be reluctant to allow the members any freedom of action A F O S N Q20 Andrew Msami will decide what should be done and how it should be done A F O S N Q21 Andrew Msami will draw for increased production A F O S N Q22 Andrew Msami will let some members have authority which he could keep A F O S N Q23 Things will always turn out as Andrew Msami had predicted A F O S N Q24 Andrew Msami allow the team a high degree of initiative A F O S N Q25 Andrew Msami will assign team members to particular tasks A F O S N Q26 Andrew Msami will be willing to make changes A F O S N Q27 Andrew Msami will ask team members to work harder A F O S N Q28 Andrew Msami wil encourage team members to exercise good judgement A Always F O S N Q29 Andrew will schedule the work to be done A F O S N Q30 Andrew Msami will go down to explain own actions A F O S N Q31 Andrew Msami would persuade others that his ideas are to their advantage A F O S N Q32 Andrew Msami will permit team members to set own pace A F O S N Q33 Andrew Msami will urge the team to annoy its previous record A F O S N Q34 Andrew will act without consulting the team A F O S N 1 www. yourleadershiplegacy. com 2 Drucker P. F (2008) xi-xii 3 Dale E. (1978) 4 4 Blanchard K, et al 2010 42 5 Blanchard K, et ale 2010 33 6 Harvard Business Review April 2011 86. Experience from Lafley A. G former Procter and Gamble CEO. 7 Blanchard K 20103 8 Professor Munkumba (2011) GM 501 Learning Organization Handouts-unpublished Esami Arusha. 9 Ibid 5 10 Munkumba 2010 73 11 Barker (2008 1644) 12 Maxwell (2008 45) 13 Jacobson Ralph 2000 xi 14 Draft R. L ,2006 741 15 Draft R. L, 2006. 16 Professor Mun kumba Lectures GM 501 January 2011 17 www. yourleadershiplegacy. com 18 The original home would have read Ambassador. 19 Theft, overpricing and buying and issuing of ghost good from the food store involving my immediate followers and some senior managers was the cause skyrocketing food cost. 20 The Original Category would have read Advocate. 21 Original Category would have read Peoples Mover 22 Original Category would have read Truth Seeker 23 Ramadan Mvungi was the chef then, currently one of my best friends running his own restaurant in Arusha City Centre. 24 Nicholson Nigel (1995 116-118). 25 Adapted from Hosking cited in Nicholson Nigel (1995 284). 26 Christer Mapunda world Vision Tanzania Headquarters 2004. 27 I do not believe to be a good listener as they say I need a lot of improvement in this area. 28 Griffin Zakayo is currently the film director of Monitoring and Evaluation World Vision Tanzania. 29 World Vision Tanzania Quality Assurance Director 2005 to 2008. 30 Draft R . L 2006 687-688. 31 Andrew Msami worked with World Vision between may 2003 to May 2006 and PINGOs Forum from June 2006 to December 2010.