Different Leadership Models
The first model, depicting the catalytic leadership style, appeared to me as the approach most appropriate for a NGO. The catalytic leader is someone who has the ability to capitalize on the unique talents of team members and use them appropriately to the needs of an organization to produce a positive outcome. The following two "Coach" models appealed to me because of my love for sports and the benefits from having someone be in that mentor and encouraging role to enhance a worker's ability by pushing their strengths. Also, if the coaching is done well there can form a strong bond, with respect and loyalty is given to the "coach" by those impacted.
Model 1
"Leaders bring visionary concepts to life, which often requires challenges
to the bureaucratic stability within the institution when the leader chooses to
introduce a "catalytic mechanism" for the purpose of enacting dynamic change.
When enacting this process, the leaders become a "catalytic agent" within the
organization."
http://www.huizenga.nova.edu/Jame/articles/force-field-risk-model.cfm
to the bureaucratic stability within the institution when the leader chooses to
introduce a "catalytic mechanism" for the purpose of enacting dynamic change.
When enacting this process, the leaders become a "catalytic agent" within the
organization."
http://www.huizenga.nova.edu/Jame/articles/force-field-risk-model.cfm
Model 2
Model 3
"To develop good leadership you should develop the following skills and abilities. These can be grouped into four main areas and broken down into smaller segments. These 4 key areas cover both people and task focused skills as well as individual and organizational skills."
http://www.managerleadershipcoaching.com/2009/10/developing-leadership-skills-in-four-key-areas/
http://www.managerleadershipcoaching.com/2009/10/developing-leadership-skills-in-four-key-areas/