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The urge to be an effective leader demands you to become a good manager. When describing the ideal characteristics of a good leader, there are essential skills that a good manger should portray. In this case, it is considered that a good manger should be equipped with human, technical and conceptual skills. These skills are vital in the delivery of organizational services. In addition, such skills will be used to determine the capacity of a manager in the bid to measure one's effective leadership. Human skills involve the capability to handle issues that relate to humanity and members of the society (Champy 42). Technical skills are the tailored skills to deliver some efforts based on the available technical facilities. Lastly, conceptual skills cover multiple issues that an organization desires to achieve in the business ventured. Following the integration of these skills in varied dimensions, it is possible to establish the effectiveness in leadership. As such, it is considered that good managers are effective leaders. Although the term leadership and management are interchangeably used when referring to people spearheading organizations or a group of people, they distinctly imply different forms of overseeing people. Leadership involves the incorporation of creativity and innovation in leading people to partake in something that can be believed to be useful for all lives (Blanchard et al., 56). On the other hand, management involves the understanding of an organizational vision and mission, which allow one guide it as per the formulated plans. Since these two concepts are vital for any organization, one should be a good manager to be an effective leader. This demands the understanding of what makes one a good manger to achieve the attributes of an effective leader. Initially, a good manager should possess well-defined objectives of the organization or group one is leading. Through this virtue, one can be able to formulate strategies and plans that will guide the group achieve its objectives. As such, it becomes possible to formulate decisions, which can be implemented since one can appreciate the responsibility to oversee them. Under this scenario, it is vital to distribute resources as per the precedence. Resources are organized and planned to ensure their optimization under good management (Covey 75). In addition, a good manager should compromise and empathize with most conditions of the working environment to ensure that objectives are achieved. Since it is impossible to undertake all responsibilities, a good manger should delegate the responsibilities to the subordinates and believe in them as instructed to deliver. In the course of delivering, organizational or group's activities, a good manager has to exercise a high level of control and motivation for all the participants involved. This ensures that a significant degree of respects and trust is build between members. Consequently, this leads to a good relationship, which enhances the level of performance (Cribbin 32). In the course of service delivery, a good manager has to portray a high sense of emotional stability. This is attributed to the high level of stress and disappointment, which might be experienced leading to frustration. Following this scenario, a good manager will handle the expectation, instil confidence and trust among his followers, which enhance the level of performance. On some incidence, a good manager should evaluate and analyse the benchmarks of the progress that allows to realize the weaknesses (Dive 81). Following this event, it would be essential to determine the appropriate means of making adjustments and incorporating new set of skills. Furthermore, such an exercise will facilitate the consistent growth of a manager in a field that assists in development and improvement of their performance. When leading, a good manager should develop good rapport with fellow colleagues in order to motivate them in the right direction. At the same time, it limits the creation of hierarchies in an organization, which demoralizes employees due to failure to appreciate their contribution. This practice leads to decline in the performance capacity of employers due to the reduction in exploitation of their full potential (Drucker 101). Effective leadership of a good manager can be indicated in the responsibilities one has to undertake. At first, a good manager has to guide new employees to the workplace. During this exercise, it is essential to portray a sense of friendliness and willingness to allow new recruits adjust to the environment. In this case, one has to outline the policies and practices of the organization. The new and existing employees will familiarise themselves with adjusted and formulated objectives of the organization (Giuliani and Ken 54). In addition, it would be possible to disseminate job information with ease since employees would be cooperative and ready to accomplish their responsibilities. In addition, employees delegated with management responsibilities would not encounter multiple problems in their service delivery due to the nature of relationship inculcated in them. For most activities done in an organization, a good manger has to elaborate the performance expectations to all employees in order to stimulate their contribution level. An analysis of the problems and concerns of employees is also critical to ensure the effectiveness. In this regard, a good manager would assist where necessary or encourage them to deal with the challenges. A manger has to depict if the employee is reasonable and can accomplish the same responsibility (Heizer and Barry 62). Following this scenario, employees would be motivated to undertake the various responsibilities allocated to them. Meanwhile, a good manager should continuously evaluate the performance of all the followers. This would assist in the determination of appropriate compensation to be awarded. In addition, it facilitates in the identification of employees who deserve to be given additional training in order to boost the performance of an organization. Although the process of delivering the services by a good manager is critical, it is also essential for the manager to portray some virtues of effective leadership. In this regard, some qualities that depict an effective leader are integrity, dedication, humility, openness, creativity, fairness and assertiveness (Koontz and Cyril 125). Integrity entails the incorporation of inner virtues in the delivery of physical services. This implies that a manager should be trusted since one's actions are intended for the benefit of the society. As such, the manager's dealings should be transparent, sensible, honest and well-controlled to prevent dire consequences on the parties involved. Through the demonstration of this virtue, a good manager can win the trust and confidence of multiple followers leading to the improvement of performance. At the same time, it indicates the nature of effectiveness of the manager since their actions have predictable reactions and absence of cruel outbursts (Kotter 105). Similarly, a good manager should dedicate all his time and resources for the interest of the organization. Through commitment and determination in the organization objectives, a manager inspires the rest of the staff to contribute willingly and to the best of their potentials. For that reason, it is possible to steer the organization mission to great heights leading to improved performance. In the process of service delivery, a good manager should also give recognition to the involved employees for their services. Although it is not possible to perform always as expected, it is essential for the manager also to take control over the failures or weakness of the team (Lencioni 136). This implies that a manager should act as a cushion for the activities undertaken within a group or the organization. In this case, such a scenario will depict the strength and stability of the manager in standing as a leader for one's team or organization. Another vital quality of a good manager is humility since it depicts how they understand and evaluate the situation. The manger should be able to realize that all employees have similar capabilities with varying nature of contribution. For this reason, all employees will be allowed to contribute to their full potential, which portray a sense of humility (Maslow et al., 145). In addition, managers should not take advantage of their positions to exploit their followers. This implies that the responsibilities of the leader should go in line with the expectations of the followers. One of the best ways to achieve this is through a manager enhancing openness. Through the enhancement of ability to listen to concerns and new ideas from followers, a leader can be able to normalize their issues for the organizational interests. Moreover, it is possible to mobilize the followers to contribute to the organization since there is a mutual respect and trust among the participants (Peters et al., 181). This will lead to the constant supply of new information through idea sharing resulting in the improvement of organizational performance. In the issuance of responsibilities and opportunities within a group or an organization, a good manager should exercise fairness. This implies that a manager should enhance equity consistently, which promotes the relationship in the group. In the process of handling conflicts or difference, one should always be critical to avoid haste into nasty conclusions (Sullivan 91). For that reason, all members of an organization would benefit from the impartiality. In some cases, opportunities available in the organization should be evenly distributed to prevent conflicts and disagreements in the organization. One of the best ways to handle such a critical responsibility is through creativity and appropriate judgement. This would enable one determine the appropriate solutions for every challenge experienced by an organization. Consequently, it would improve the nature of the organizational performance since the manager is considered an effective leader (Terry 73).
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The need to be a Good Manager in Order to be an Effective Leader
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The Need To Be A Good Manager In Order To Be An Effective Leader

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              The urge to be an effective leader demands you to become a good manager. When describing the ideal characteristics of a good leader, there are essential skills that a good manger should portray. In this case, it is considered that a good manger should be equipped with human, technical and conceptual skills. These skills are vital in the delivery of organizational services. In addition, such skills will be used to determine the capacity of a manager in the bid to measure one's effective leadership. Human skills involve the capability to handle issues that relate to humanity and members of the society (Champy 42). Technical skills are the tailored skills to deliver some efforts based on the available technical facilities. Lastly, conceptual skills cover multiple issues that an organization desires to achieve in the business ventured. Following the integration of these skills in varied dimensions, it is possible to establish the effectiveness in leadership. As such, it is considered that good managers are effective leaders.
             
              Although the term leadership and management are interchangeably used when referring to people spearheading organizations or a group of people, they distinctly imply different forms of overseeing people. Leadership involves the incorporation of creativity and innovation in leading people to partake in something that can be believed to be useful for all lives (Blanchard et al. , 56). On the other hand, management involves the understanding of an organizational vision and mission, which allow one guide it as per the formulated plans. Since these two concepts are vital for any organization, one should be a good manager to be an effective leader. This demands the understanding of what makes one a good manger to achieve the attributes of an effective leader.
             
              Initially, a good manager should possess well-defined objectives of the organization or group one is leading. Through this virtue, one can be able to formulate strategies and plans that will guide the group achieve its objectives. As such, it becomes possible to formulate decisions, which can be implemented since one can appreciate the responsibility to oversee them. Under this scenario, it is vital to distribute resources as per the precedence. Resources are organized and planned to ensure their optimization under good management (Covey 75). In addition, a good manager should compromise and empathize with most conditions of the working environment to ensure that objectives are achieved. Since it is impossible to undertake all responsibilities, a good manger should delegate the responsibilities to the subordinates and believe in them as instructed to deliver. In the course of delivering, organizational or group's activities, a good manager has to exercise a high level of control and motivation for all the participants involved. This ensures that a significant degree of respects and trust is build between members. Consequently, this leads to a good relationship, which enhances the level of performance (Cribbin 32).
             
              In the course of service delivery, a good manager has to portray a high sense of emotional stability. This is attributed to the high level of stress and disappointment, which might be experienced leading to frustration. Following this scenario, a good manager will handle the expectation, instil confidence and trust among his followers, which enhance the level of performance. On some incidence, a good manager should evaluate and analyse the benchmarks of the progress that allows to realize the weaknesses (Dive 81). Following this event, it would be essential to determine the appropriate means of making adjustments and incorporating new set of skills. Furthermore, such an exercise will facilitate the consistent growth of a manager in a field that assists in development and improvement of their performance. When leading, a good manager should develop good rapport with fellow colleagues in order to motivate them in the right direction. At the same time, it limits the creation of hierarchies in an organization, which demoralizes employees due to failure to appreciate their contribution. This practice leads to decline in the performance capacity of employers due to the reduction in exploitation of their full potential (Drucker 101).
             
              Effective leadership of a good manager can be indicated in the responsibilities one has to undertake. At first, a good manager has to guide new employees to the workplace. During this exercise, it is essential to portray a sense of friendliness and willingness to allow new recruits adjust to the environment. In this case, one has to outline the policies and practices of the organization. The new and existing employees will familiarise themselves with adjusted and formulated objectives of the organization (Giuliani and Ken 54). In addition, it would be possible to disseminate job information with ease since employees would be cooperative and ready to accomplish their responsibilities. In addition, employees delegated with management responsibilities would not encounter multiple problems in their service delivery due to the nature of relationship inculcated in them.
             
              For most activities done in an organization, a good manger has to elaborate the performance expectations to all employees in order to stimulate their contribution level. An analysis of the problems and concerns of employees is also critical to ensure the effectiveness. In this regard, a good manager would assist where necessary or encourage them to deal with the challenges. A manger has to depict if the employee is reasonable and can accomplish the same responsibility (Heizer and Barry 62). Following this scenario, employees would be motivated to undertake the various responsibilities allocated to them. Meanwhile, a good manager should continuously evaluate the performance of all the followers. This would assist in the determination of appropriate compensation to be awarded. In addition, it facilitates in the identification of employees who deserve to be given additional training in order to boost the performance of an organization.
             
              Although the process of delivering the services by a good manager is critical, it is also essential for the manager to portray some virtues of effective leadership. In this regard, some qualities that depict an effective leader are integrity, dedication, humility, openness, creativity, fairness and assertiveness (Koontz and Cyril 125). Integrity entails the incorporation of inner virtues in the delivery of physical services. This implies that a manager should be trusted since one's actions are intended for the benefit of the society. As such, the manager's dealings should be transparent, sensible, honest and well-controlled to prevent dire consequences on the parties involved. Through the demonstration of this virtue, a good manager can win the trust and confidence of multiple followers leading to the improvement of performance. At the same time, it indicates the nature of effectiveness of the manager since their actions have predictable reactions and absence of cruel outbursts (Kotter 105).
             
              Similarly, a good manager should dedicate all his time and resources for the interest of the organization. Through commitment and determination in the organization objectives, a manager inspires the rest of the staff to contribute willingly and to the best of their potentials. For that reason, it is possible to steer the organization mission to great heights leading to improved performance. In the process of service delivery, a good manager should also give recognition to the involved employees for their services. Although it is not possible to perform always as expected, it is essential for the manager also to take control over the failures or weakness of the team (Lencioni 136). This implies that a manager should act as a cushion for the activities undertaken within a group or the organization. In this case, such a scenario will depict the strength and stability of the manager in standing as a leader for one's team or organization.
             
              Another vital quality of a good manager is humility since it depicts how they understand and evaluate the situation. The manger should be able to realize that all employees have similar capabilities with varying nature of contribution. For this reason, all employees will be allowed to contribute to their full potential, which portray a sense of humility (Maslow et al. , 145). In addition, managers should not take advantage of their positions to exploit their followers. This implies that the responsibilities of the leader should go in line with the expectations of the followers. One of the best ways to achieve this is through a manager enhancing openness. Through the enhancement of ability to listen to concerns and new ideas from followers, a leader can be able to normalize their issues for the organizational interests. Moreover, it is possible to mobilize the followers to contribute to the organization since there is a mutual respect and trust among the participants (Peters et al. , 181). This will lead to the constant supply of new information through idea sharing resulting in the improvement of organizational performance.
             
              In the issuance of responsibilities and opportunities within a group or an organization, a good manager should exercise fairness. This implies that a manager should enhance equity consistently, which promotes the relationship in the group. In the process of handling conflicts or difference, one should always be critical to avoid haste into nasty conclusions (Sullivan 91). For that reason, all members of an organization would benefit from the impartiality. In some cases, opportunities available in the organization should be evenly distributed to prevent conflicts and disagreements in the organization. One of the best ways to handle such a critical responsibility is through creativity and appropriate judgement. This would enable one determine the appropriate solutions for every challenge experienced by an organization. Consequently, it would improve the nature of the organizational performance since the manager is considered an effective leader (Terry 73).
Leadership Essay 
Blanchard, Kenneth H., Patricia Zigarmi, and Drea Zigarmi. Leadership and the one minute manager: increasing effectiveness through situational leadership. New York: Morrow, 2005. Print.
Champy, James. Reengineering management: the mandate for new leadership. New York: HarperBusiness, 2010. Print.
Covey, Stephen R.. Principle-centered leadership. New York: Summit Books, 2007. Print.
Cribbin, James J.. Effective managerial leadership. New York: American Management Association, 2010. Print.
Dive, Brian. The accountable leader developing effective leadership through managerial accountability. London: Kogan Page, 2008. Print.
Drucker, Peter F.. The practice of management. New York: Harper & Row, 2004. Print.
Giuliani, Rudolph W., and Ken Kurson. Leadership. New York: Hyperion, 2002. Print.
Heizer, Jay H., and Barry Render. Principles of operations management. 5th ed. Upper Saddle River, N.J.: Pearson/Prentice Hall, 2004. Print.
Koontz, Harold, and Cyril Donnell. Principles of management: an analysis of managerial functions. 10th ed. New York: McGraw-Hill, 2010. Print.
Kotter, John P.. The leadership factor. New York: Free Press ;, 2008. Print.
Lencioni, Patrick. The five dysfunctions of a team: a leadership fable. San Francisco: Jossey- Bass, 2002. Print.
Maslow, Abraham H., Deborah C. Stephens, and Gary Heil. Maslow on management. New York: John Wiley, 2008. Print.
Peters, Thomas J., and Nancy Austin. A passion for excellence: the leadership difference. New York: Random House, 2005. Print.
Sullivan, Eleanor J., Eleanor J. Sullivan, Phillip J. Decker, and Phillip J. Decker. Effective leadership and management . 6th ed. Upper Saddle River, N.J.: Pearson/Prentice Hall, 2005. Print.
Terry, George Robert. Principles of management. 11th ed. Homewood, Ill.: R.D. Irwin, 2007. Print.
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