Monthly Archives: January 2012

Three Dimensional Leadership Model

ThreeDimensionalLeadershipModelThe Tree Dimensional Leadership Model describes three main components of leadership success as well as three traits of a leader. 

These three dimensions are:

  • Instrumental Leadership
  • Charismatic Leadership, and
  • Political Leadership 

Let’s take a look at each component of leadership separately.

Instrumental leadership is leadership through structuring, organizing, and controlling. It also includes leader’s ability to build and manage teams and create systems and processes. This type of leadership also includes  a skillful use of rewards and punishments.

Leaders can significantly improve this aspect of leadership through learning managerial strategies, tactics, and techniques.

Charismatic leadership is known as a leader’s ability to energize, empower, and influence his/her team.

Many people believe that this is natural ability and cannot be learned.

Even if you can find many different techniques to develop charismatic side of your leadership; your overall progress will depend significantly on your inborn potential to be a charismatic leader.

Political leadership is primarily a leader’s connections with top decision makers within his/her organization.

There are many situations in history when talented leaders with excellent instrumental and charismatic leadership abilities and skills failed because of lack of political connections with top decision makers.

You probably know people with mediocre leadership skills who had been promoted to executive positions because of friendship with top decision makers.

The best way to improve this aspect of leadership is through networking both within and outside of your organization.

How can non-profit organizations help you develop these three dimensions of leadership?

Let me give you several examples.

Practicing public speaking is one of the best ways to develop your charisma. Being a part of Toastmasters International is one of the best (and cheapest) ways to improve your public speaking skills Toastmasters can also help you improve your instrumental leadership skills.

What about political leadership?

Non-profit organization will allow you to network within and outside of your organization or business and help you develop credibility as a leader.

I sketched a map for you. Now it is your turn to start the exiting journey!

Photo appears under license agreement with istockphoto.


Formal and Informal Power

InformalFormalPowerThe source of organizational power can be either personal influence, formal position, or both.

Official position can be determined by the range of rewards and punishments a leader can use. A leader typically receives this authority from his boss.

Personal power is characterized by the degree your team trusts and respects you, as well as your ability to create an aura of positive team climate and collaboration.

Formal authority is not a constraint based on certain position within the organization. Leaders holding the same position within the organization can have completely different formal authorities.

Actual formal power depends on your boss’s desire to delegate his/her responsibility.  This means that power of formal authority transfers in the organization downward.

Informal power is obtained from your team members. That is why a good leader should remember that his informal power might not last forever. Your team members can quickly recall this privilege from you.  

Sometimes, it is enough to make several mistakes to see how fast you will lose your supporters. Your informal power should be earned daily.

There is a very important relationship between formal and informal power.

The level of formal authority delegated to you by your boss mainly depends on the strength of your informal power, based on his/her perception. In other words, how much does your team want you to lead them?

On the other side of the coin, the level of your informal power depends to certain degree on the strength of your formal authority, which strongly depends on your team members perception. In other words, the range of rewards and punishments you are authorized to use.

It is not enough to get formal authority from your boss and trust from your team members. You really need to prove to them that you actually OWN the POWER. I will address how to do that in my future articles.

Photo appears under license agreement with istockphoto.