Assignment Cover Sheet

Student Name: Rabi Adhikari

Marking Criteria:

We expect the learners to write minimum one well expressed point in three lines against each
allocated mark. This means one needs to write 15 lines with 5 well expressed points to get high
grades for a 5 marks question.

For high grades use examples and illustrations where appropriate.

Please insert your completed assignment (in word format) here:

Question 1
i) Leadership is the ability and function of a leaders to be able to empower
their people, motivate them, support them, and get the job done. In
leadership, you are not just an enforcer, you are a mentor, a coach as well
as a delegator when and where required. A successful leader gets the job
done but at the same time keeps their employee satisfied on what they
have done. The four styles of leadership according to situational
leadership model are: -
Director’s style – This style of leadership is more applicable when a leader
has to deal with a new staff, where direct orders are needed to be
deployed and the staffs need clear direction most of the time. We can also
relate this type of leadership being used from a top-level boss who has
deadline to meet and who has to account for results. Staffs are expected
to report to the leader and in this style of leadership, staff responds to
orders and follow what they are being told, classic example is Army.
Coach’s Style – This leadership style is a bit of mix of director’s style as
well as supporting the staff. Here the leaders give their staff some level of

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 direction and then they let them do the job and expect them to complete it.
In this kind of task equal level of direction as well as equal level of support
is given by leaders. For example, a staff will experience this kind of
leadership from their boss who has been in the company for few months,
and they are starting to click and slowly understanding their job and roles.
Supporter’s Style – This kind of leadership focuses on encouraging the
staffs to develop solutions and solve issues by themselves. The leader
provides very low level of direction and expect staff to do things on their
own, and solve any problems that arises, a lot of focus is given on
supporting the people.
Delegator’s Style – This is the type of leadership where task is given to the
people, and they are expected to complete it with less or no direction. This
is because the delegator trusts the people hence low emphasis is placed
on directing them, however the leader who delegates the task still holds
the responsibility of the outcomes. A typical example can be taken from
my current role. If a job is given to me by my top boss, I tend to create a
group of guys and give them the tasks, overseeing it but they complete it.
For example, laminating maps tasking. I will arrange a group and expect
them to finish laminating the maps and hand me the completed task, and I
shall give it up to the boss.

ii) Servant leadership is the style of leadership where a leader sees a bigger
picture and put his heart and mind to his/her people and serve them.
There are various ways a servant leaders differ themselves from others,
one important difference is the perception and the work ethics. Servant
leaders tend to make commitments to serve their people, put them first
and help the staff to reach their goals and keeping the bigger picture in
mind. While leaders seek to meet their own needs and deadlines, servant
leaders on the other hand want to make a difference to their staff, give
their heart to their staff, and help them reach their goals. Servant
leadership tend to demand a much higher of level of commitment from a
leader in comparison to normal leadership.
iii) The five practices which should be part of every leader’s skill set are: -
a) Challenge the process, b) Inspire a shared vision, c) Enable others to

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 act, d) Model the way, e) Encourage the heart of employees.
iv) We can argue that leaders can be managers, but all managers are not
leaders, not necessarily. The major difference between a manager and a
leader is that leader can see a bigger picture, inspires, and empowers the
staffs and establishes a direction. These all differs a leader from a
manager. A manager can do jobs like planning, budgeting, organizing
staffs, etc. but as a true leader managers lack the features which are
mentioned above about leaders. So, in a nutshell Leaders and managers
work side by side to achieve a shared vision but let’s say managers do
things right, and leaders do the right things.

Question 2
The types of thinking are Directional thinking which has few major process and
Consequential Thinking. In directional thinking, whether it be an individual or within a
company, the idea is to create a vision or establish a rough direction. This kind of
thinking process might not be based on clear indication of right or wrong, but rather if
the given direction is directionally correct or not. Directional thinking is a useful way
to make a company/leader feel confident in the decision that they make, particularly
during intense situation and uncertainty. The two major process I mentioned above
with directional thinking are: - a direction setting opportunity and a direction setting
decision. A direction setting opportunity is an event that takes place in an individual’s
life which presents an opportunity to change certain actions in a company, whether it
be in one’s control and is intentional or out of their control and is due to the random
choice. A direction setting decision occurs when a leader decides between current
existing pattern and a new direction that he/she just created. This sort of decision
certainly changes the entire course and places the company to a different direction.
The directional thinking is used when a leader really doesn’t want to think in black
and white and just wants a rough direction where the company is comfortable and
confident to be led in to.
Consequential thinking is about identifying and imagining the upsides and downsides
of that particular action and deciding whether to continue that line. Consequential
thinking is directional thinking but with more logic and acting in more proactive
behaviour. Leader who deploys consequential thinking analyses the outcomes of
choices being made and understanding the interaction between cause and effect.

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When a leader thinks consequentially, he/she asks themselves these questions: - is
it ethical, is it legal, is it fair and will it pass public critical examination? This style of
thinking tends to get the short-term desires out of the window and focuses on long
term results. For example, if an employee is debating about coming to work bit early
every day is worth it or not, but then he thinks if he gets to office early say an hour
every day and sets the example, then everyone will potentially follow it. If more
people come early and get things done, it will make everyone’s life easier and less
workload in long run-in future.

Question 3
The core of the leadership skills is to be able to influence your people. It’s not about
being power hungry or being in control and not just about manipulating your others to
get what you want as a leader, it’s about understanding what empowers and
encourages your people to make that commitment towards work and using that
intelligence to control performance, push it in a right direction and get positive
results, which at the end is both win-win situation. If you as a leader can influence
your people and your team, you will be more trusted, recognised and respected
which in turn will affect the corporate culture and the employee’s behaviour. There
are different ways to influence others, and this directly helps in leadership and to
leaders. First as a leader we need to build connections with people across the board,
because everyone is inter-linked and it’s good to have inter-connection throughout
the company. Listening is also a major aspect in influencing others. If you hear
other’s thoughts before going into a convincing argument, this can certainly help you
bond with others and influence them. Once people see they are heard and you are
actively listening, you are already winning. Being assertive, yourself and flexible
within a working environment are few other techniques in influencing others. Another
part of influencing others is the willingness to help them. The helpful act that you
have done might not be praised but they certainly have acknowledged it and won’t
be forgotten and this in turn will bring trust and respect to you which will influence
them to listen to you and follow you as a leader. In leadership, an effective leader
moves his/her followers not by enforcing but by keeping in mind and drawing the
desire and interest of the company and with the above influencing strategies, they
can push their followers towards the vision and goals of the company led by the
leaders. However, it’s worth noting that misused influence can bring devastating

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results and consequences. Example of what not to do when influencing people are: -
closing yourself to criticism, be distracted, wrong or incorrect body language and not
being available when required as a leader. But well channelled and positive
influences can bring a greater change in individuals and in a company level which
ultimately makes a company grow and produce results and gains.

Student Statement:

By submitting this assignment, I confirm that this is my own work.

Student Signature: Rabi Adhikari Date: 16/03/2022

For Tutor / Assessor Use Only

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