Good leaders, in my opinion, have the drive and determination to be effective leaders.

Self-study,
education, training, and experience are all part of the process of becoming a good leader. One of a
leader's major aims, in my opinion, should be to motivate his or her employees to work at greater levels
of collaboration, which may be learned through hard effort and research. Good leaders should be
working and learning all of the time to develop their leadership abilities. Leadership is described as a
process through which a person persuades people to achieve a goal and guides an organization to
become more cohesive and coherent. Leaders use their leadership characteristics, such as beliefs,
values, ethics, character, and knowledge, to carry out this process.

Leadership is no longer associated with authority in today's "flat" companies. While power entails the
capacity to delegate, make choices, and reap rewards or consequences, leadership entails involving
others and eliciting emotional commitment to a common goal. Because it appeals to the mind and
logical conduct rather than the overwhelming existential forces at the foundation of motivation,
authority cannot instill the conviction or emotional devotion that leadership generates. The finest
corporate leaders recognize this and exercise caution while relinquishing formal authority. They model
trust and accountability-building behaviors and use informal networks and channels to channel cross-
organizational energy and effect good change. You don't have to know all the answers to lead effectively
in the Information Age; instead, you must be able to collaborate with others to discover them. Good
leaders empower others by encouraging them to see the talents and resources they bring to the table.
If they are seen as authentic and instill a genuine sense of trust, they can enlist personal empowerment
and commitment to drive transformative change. Leaders must stress the four pillars of integrity,
accountability, learning, and communication in order to achieve this.

Integrity

Leadership must be based on strong ethical behavior in order to be effective. It should encourage
inclusiveness and foster a genuine sense that everyone, regardless of rank or title, is a part of the
process. Leadership should also be elevating, giving the impression that those who participate are better
for it.

Accountability

At its most basic level, leadership involves accepting ownership or responsibility for not just our own
acts, but also for the circumstances and the actions or inactions of others we are accountable for.
Effective leaders not only accept but also encourage accountability in others. They bring a sense of
shared ownership in others, motivating them to persevere in finding a solution and seeking closure.
Good leaders assist people handle stress, worry, and uncertainty by offering support to help them
overcome the fear and facing difficult that define the beginning stages of any new effort.

Learning
Traditional command-and-control duties are overemphasized in effective leadership. It depends less on
individual leaders' knowledge and experience and more on the network's collective intelligence. It
recognizes that problem-solving must be informed by a detailed understanding of the situation and the
options available in order to arrive at the best solution, and it aims to foster a learning culture by
empowering participants to explore creative solutions to the individual and collective challenges they
face.

Sharing/Communication

Leadership must facilitate discussions and provide an infrastructure for exchanging information and
ideas in order to establish a learning culture. Leaders must be active listeners to the conversation and
assist people and teams work together more successfully. Leaders should play a positive role in
conversations, in addition to promoting civility and cooperation, to ensure that no one individual –
including themselves dominates the conversation. Leaders must be humble and open to questioning
and criticism in order for everyone to feel empowered to contribute. They should give enough time for
defining problems and ideas from the front lines to develop, and they should recognize that rushing to a
solution would unavoidably limit the discourse and sacrifice contributions that may assist clarify the
path forward. Communication is necessary at all levels of a company, but it is especially critical for
leaders. Their words have more impact and significance, and their silence, sadly, has the same effect.
Great leaders recognize the value of communication and seek to improve their abilities to inspire others,
listen to others, establish alignment, and implement initiatives.

However, that leadership is the capacity to guide a group of individuals toward a shared objective.
People use their leadership qualities to do this. Leaders inspire followers to be committed and
enthusiastic about achieving their goals. Confidence and accountability are the most crucial
characteristics. A good leader does everything with confidence and inspires others to do the same. He or
she cheers others up by assuring them that they are needed and that they are doing a good job. A great
leader is one who has excellently plans for completing his own responsibilities while also inspiring other
crew members to move forward with theirs in a positive manner. Discipline is one of the most important
attributes of a leader. Great leaders aid in the development of others. They are eager to share what they
know and are always on the lookout for new ways to educate the individuals they work with or the
people who work for them. They strengthen the team by fostering strong ties, empathy, and
collaboration among the members. Leadership objectives are essential because they assist leaders in
determining their priorities. You may improve your efficiency and effectiveness as a leader by setting
goals with your team in mind. Goals may assist you in meeting business objectives and provide you with
the skills necessary to assist your team in growing in their positions. Leadership is a skill that can be
learned. You may work on and improve your leadership skills over time. There are several components
of leadership that need to be developed. It isn't completely based on inborn personality characteristics.
Even the finest leaders you can think of didn't start off with these talents developed. As a leader, you
must accept responsibility for building your own character and then assisting others in growing theirs. If
you refuse to embrace that duty, you will not be able to achieve great success as a leader or in any other
area of life. The leader who accepts responsibility for and on behalf of others on the team, in the
company, or even in the family will quickly grow in strength Accepting responsibility for everything that
happens in your life is the key to changing anything. Accepting more responsibility in any aspect of your
life will enable you to have more influence in that area. More power and control come with more
responsibilities.
KONSEPTO NG Pamahalaang VS. Pagmamay-ari

Ang mga shareholder ay namamahala sa negosyo sa lupon ng mga direktor, na gumagamit ng

pamamahala ng espesyalista sa

patakbuhin ang negosyo at ibalik ang mga kita ng negosyo pabalik sa mga shareholder.

Ang pangunahing problema sa batas ng kumpanya ay ang paghihiwalay ng pagmamay-ari at kontrol sa

mga kumpanya. Sa isang banda

ang mga shareholder, ang mapagpanggap na may-ari; sa kabilang panig ay mga opisyal ng korporasyon,
maipakitang-kita sa mga shareholder

fiduciaries. Sa pagitan nila ay ang lupon ng mga direktor.

Teoretikal, ang mga shareholder ay nagmamay-ari ng kumpanya at samakatuwid ang kumpanya ay

dapat na gumana ayon sa

dikta ng mga shareholder. Gayunpaman, hindi praktikal na posible para sa bawat shareholder na
lumahok sa

proseso ng paggawa ng desisyon sa pang-araw-araw na batayan. Ang karagdagang mga shareholder sa

pangkalahatan ay hindi maaaring malaman at pamahalaan ang

buong detalye ng negosyo ng isang korporasyon (o nais ng marami), pumili sila ng isang lupon ng mga
direktor upang gawing malawak

patakaran sa korporasyon.

Pinapayagan ng mga kumpanya ang paghihiwalay ng pagmamay-ari at pamamahala. Nangangahulugan

iyon na ang mga may-ari ay hindi kailangang maging

ang mga tagapamahala at tagapamahala ay hindi kailangang may-ari. Sa karamihan ng maliliit na mga
korporasyon, karaniwang namamahala ang mga may-ari

Nagpadala ka

ang kumpanya ngunit hindi kinakailangan na ang mga may-ari ang nagpapatakbo ng kumpanya o kahit
na kasangkot sa pang-araw-araw

pagpapatakbo ng kumpanya.

Ang pamamahala at mga may-ari ay maaaring magkaroon ng magkakaibang pananaw sa iba't ibang mga
isyu sa kumpanya. Mas takot sa panganib ang mga manager

kaysa sa ginagawa ng mga shareholder sapagkat hindi maaaring pag-iba-ibahin ng mga tagapamahala
ang kanilang pamumuhunan ng pantao na kapital bilang mga shareholder
maaaring pag-iba-ibahin ang kanilang pamumuhunan ng pera. Samakatuwid, ang mga tagapamahala ay
nagtutulak ng paglago kaysa sa maximum na pagbabahagi

halaga Samantala, ginusto ng mga shareholder ang mataas na pagkilos dahil pinapataas nito ang mga
halagang binabahagi.

Ang mabuting pamamahala sa korporasyon ay tinitiyak ang tagumpay ng kumpanya at paglago ng

ekonomiya. Ang matibay na pamamahala sa korporasyon ay nagpapanatili ng kumpiyansa ng mga
namumuhunan, bilang isang resulta kung saan, ang kumpanya ay maaaring makalikom ng mahusay at
mabisang kapital. Ibinababa nito ang gastos sa kapital. Mayroong positibong epekto sa presyo ng
pagbabahagi.

4. Mayroong positibong epekto sa presyo ng pagbabahagi. Nagbibigay ito ng tamang pampasigla sa mga
may-ari pati na rin mga tagapamahala upang makamit ang mga layunin na sa interes ng mga shareholder
at samahan. Ang mabuting pamamahala sa korporasyon ay binabawasan din ang mga pag-aaksaya,
katiwalian, peligro at maling pamamahala.

4. nagbibigay ng wastong pampasigla sa mga may-ari pati na rin mga tagapamahala upang makamit ang
mga layunin na sa interes ng mga shareholder at samahan

5. i-minimize ang mga wastages na panganib sa katiwalian at maling pamamahala / aksaya

6. tumutulong sa pagbuo at pag-unlad ng tatak/ Ang pagbuo ng tatak ay tumutukoy sa kontroladong

pag-unlad ng isang kumpanya o produkto sa isang kilalang tatak na may malinaw na tinukoy na
pagganap.

7. tinitiyak ang samahan sa pamamahala sa isang paraang umaangkop sa pinakamahusay na mga interet
sa lahat