Three Dimensions of Leadership Functions

The Three Dimensions of Leadership Functions are: 1.Personal Leadership Functions At an intrapersonal level leaders impact their teams by: Envisioning: The leaders provide clarity, defining the vision regularly for others in different ways. Envisioning activity needs to converge and focus effort, not diverge and splinter effort. Role Modeling: The leader exhibits what they'll eventually get. If we circumscribe our modeling behavior narrowly we'll get--a restricted view. We need to behave strictly in ways we expect others to behave in. 2. Interpersonal Leadership Functions At an interpersonal level leaders impact their teams by: Mentoring: We do not ride the waves as followers. We must be active and not passive in this area. However, our methods can more appropriately be read as passive for the best results. There are not many who want to be told what to do. Stimulating Thinking: It's impossible when we put a frame around it, yet, lateral thinking is what's required in prescriptive cultures. Vertical thinking is outdated and redundant. Lateral thinking needs to be continually encouraged and commended through enthusiastic and open invitation. Referring: The leaders are effective 'general practitioners' for those they lead. The better they teach others to fish for themselves the better they'll be remembered. Provide feedback: Providing feedback is the most motivating and inspiring and simultaneously the most deflating act. Receiving feedback can only be described as either a negative experience or a positive one. Good leaders don't provide feedback simply on the basis of the information. They consider a meld of cognitive input weighing the information with the person in mind, the context and the results desired. The feedback given is hence "live" i.e. unrehearsed and therefore exciting, and potentially inspirational.
3.Organizational Leadership Functions At organizational level leaders impact their teams by: Reinforcing: Reinforcing activities need necessarily to promote rewarding interactions. Even when punishing there can be a rewarding facet to the reinforcement. Here comes the discipline that the person on the receiving end can truly appreciate. Influencing: At a corporate level, influencing is about seeing organizational trends and responding in ways to influence change. Influence that creates positive change for all parties can only be described as inspirationally innovative. Creating a Setting: Good, prescriptive leaders are in fact facilitators. They make things easier and they assist progress, whether it's enabling direct action toward the goal itself or employing focus on some of the more intuitive aspects of guiding the lesser known, but equally important, objects of the business at hand.