Leadership Task

A Leadership Task is a social influence task that can be used to create leadership systems (that support team goal achievement).

• AKA: Leadership Activity.
• Context:
  • It can typically involve Leader motivating leadership team members toward common leadership goals.
  • It can typically require Leadership Skills including leadership communication, leadership decision-making, and leadership delegation.
  • It can typically demonstrate Leadership Attributes such as leadership vision, leadership integrity, and leadership accountability.
  • It can typically enhance Leadership Effectiveness through leadership task completion and leadership task quality.
  • ...
  • It can often follow Leadership Principles based on leadership situation and leadership context.
  • It can often utilize Leadership Tools for achieving leadership outcomes.
  • It can often integrate Leadership Styles according to leadership task requirements.
  • It can often address Leadership Challenges through leadership problem-solving.
  • It can often be performed in a Leadership Role ...
  • ...
  • It can range from being an Impromptu Leadership Task to being an Official Leadership Task, depending on its leadership formality level.
  • It can range from being a Simple Leadership Task to being a Complex Leadership Task, depending on its leadership task scope.
  • It can range from being a Tactical Leadership Task to being a Strategic Leadership Task, depending on its leadership impact timeframe.
  • ...
  • It can align with a Leadership Framework through leadership principle application for enhancing leadership effectiveness.
  • It can have Leadership Task Components including leadership task objectives, leadership task deadlines, and leadership task resources.
  • It can provide Leadership Development Opportunity through leadership task experience.
  • It can be represented by a Leadership Theory application in leadership task context.
  • It can demonstrate Leadership Competency through leadership task execution.
  • ...
• Examples:
  • Leadership Task Types, such as:
    • Directional Leadership Tasks, such as:
      • Vision Setting Leadership Task for establishing leadership direction.
      • Goal Setting Leadership Task for defining leadership objectives.
      • Strategy Development Leadership Task for creating leadership roadmaps.
    • People-Focused Leadership Tasks, such as:
      • Team Building Leadership Task for developing leadership team cohesion.
      • Conflict Resolution Leadership Task for addressing leadership team discord.
      • Performance Feedback Leadership Task for improving leadership team member effectiveness.
    • Operational Leadership Tasks, such as:
      • Resource Allocation Leadership Task for optimizing leadership resource utilization.
      • Process Improvement Leadership Task for enhancing leadership workflow efficiency.
      • Crisis Management Leadership Task for handling leadership emergency situations.
  • Leadership Task Instances, such as:
    • Performance Indicator Selection Leadership Task for identifying leadership success metrics.
    • Failure Accountability Leadership Task for taking ownership of leadership mistakes.
    • Team Direction Leadership Task for guiding leadership team actions.
  • ...
• Counter-Examples:
  • Doer Tasks, which focus on individual contribution rather than leadership influence.
  • Administrative Tasks, which involve routine management rather than leadership inspiration.
  • Individual Development Tasks, which enhance personal capability rather than leadership team capability.
• See: Lead by Example, Executive Presence, Organizational Manager, Charisma, Task (Project Management), Goal, Leadership Studies, Power (Social and Political), Value (Personal and Cultural), Authentic Leadership.

---

---

References

2021

• (Wikipedia, 2021) ⇒ https://en.wikipedia.org/wiki/leadership Retrieved:2021-6-7.
  • Leadership is both a research area, and a practical skill encompassing the ability of an individual, group or organization to "lead", influence or guide other individuals, teams, or entire organizations. Often viewed as a contested term, specialist literature debates various viewpoints, contrasting Eastern and Western approaches to leadership, and also (within the West) North American versus European approaches. U.S. academic environments define leadership as "a process of social influence in which a person can enlist the aid and support of others in the accomplishment of a common task". Others have challenged the more traditional managerial view of leadership which believes that it is something possessed or owned by one individual due to their role or authority, and instead advocate the complex nature of leadership which is found at all levels of the institution, both within formal roles. Studies of leadership have produced theories involving traits, situational interaction, function, behavior, power, vision and values, charisma, and intelligence, among others.

2017

• (Lacerenza et al., 2017) ⇒ Christina N. Lacerenza, Denise L. Reyes, Shannon L. Marlow, Dana L. Joseph, and Eduardo Salas. (2017). “Leadership Training Design, Delivery, and Implementation: A Meta-analysis.” Journal of Applied Psychology 102, no. 12
  • ABSTRACT: Recent estimates suggest that although a majority of funds in organizational training budgets tend to be allocated to leadership training (Ho, 2016; O’Leonard, 2014), only a small minority of organizations believe their leadership training programs are highly effective (Schwartz, Bersin, & Pelster, 2014), calling into question the effectiveness of current leadership development initiatives. To help address this issue, this meta-analysis estimates the extent to which leadership training is effective and identifies the conditions under which these programs are most effective. In doing so, we estimate the effectiveness of leadership training across four criteria (reactions, learning, transfer, and results; Kirkpatrick, 1959) using only employee data and we examine 15 moderators of training design and delivery to determine which elements are associated with the most effective leadership training interventions. Data from 335 independent samples suggest that leadership training is substantially more effective than previously thought, leading to improvements in reactions (δ = .63), learning (δ = .73), transfer (δ = .82), and results (δ = .72), the strength of these effects differs based on various design, delivery, and implementation characteristics. Moderator analyses support the use of needs analysis, feedback, multiple delivery methods (especially practice), spaced training sessions, a location that is on-site, and face-to-face delivery that is not self-administered. Results also suggest that the content of training, attendance policy, and duration influence the effectiveness of the training program. Practical implications for training development and theoretical implications for leadership and training literatures are discussed.

---