As need to do their jobs without getting some

As we know, the most essential kind of
leadership power is personal power. Someone is capable in getting people to
work because of their experience, knowledge, charisma, or access to information
when he or she uses his or her personal power. Good leaders who are believed to
be the most influential are people who work their personal, but not people who just
rely on the power of the job title. We can see that influence usually comes
when a person exercises the power of who they are as a person. As
time goes on, the “who you are” will impact your daily actions, which
is how you want to treat other people, especially when you think that
nobody is actually looking. People’s traits such as honesty, fairness, and compassion
are able to help people build up a leader’s personal power. I used to believe that for managers, on one
hand, since most of them are achievement-motivated who focus on their personal
improvement, they would like to do the work by themselves. On the other hand, like
other employees, they also hope to get some short-term feedback on their work performance
or evaluation, and then they can let other people understand which jobs they
have completed and how good they are doing their jobs. However, based on my
observation, I found out managers in large or complex organizations, instead of
performing all the tasks by themselves, they need to have others such as their
subordinates to work together for the company. As a result of that, those managers
need to do their jobs without getting some personal and immediate feedback because
tasks have been assigned to a lot of employees. For example, for a manager in
my company, it seems like his job is to focus on more finding people who are
able to or know how to influence other employees not those who just can do
things better alone by themselves. So employees can realize that a professional
leader or manager usually has a real need for power instead of focusing on getting
the achievement.

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