Skills Approach
INSTRUCTIONS
After reading Chapter 3, Skills Approach, respond to the questions Q1 – Q3, below.
- Q1: What is the skills approach?
- Q2: What are the three basic personal skills that Katz outlines (page 58)? Define and describe each of these skills.
- Q3: Which skill do you identify the most with? Do not submit your life story, this only pertains to your leadership experiences.
YOU SHOULD SUBMIT
- Submit your responses in the Write Submission box and only include the questions and answers. Make sure to copy the questions above and paste them into the submission box. Then, provide your answers below the questions, and do not forget to use in-text citations where applicable.
APA Citation for reference page: Northouse, P. G. (2021). Leadership: Theory and practice (9th ed.). Thousand Oaks, CA: SAGE Publications, Inc. In-Text Citation: (Northhouse, 2021)
In-Text Citation: (Northhouse, 2021)
From Chapter 3
3 Skills Approach Description
“Like the trait approach discussed in Chapter 2, the skills approach takes a leader-centered perspective on leadership. However, in the skills approach we shift our thinking from focusing exclusively on traits to an emphasis on skills and abilities that can be learned and developed. Although personality and behavior certainly play a role in leadership, the skills approach emphasizes the capabilities, knowledge, and skills that are needed for effective leadership.
Researchers have studied leadership skills directly or indirectly for a number of years (see Bass, 2008, pp. 97–109). However, the impetus for research on skills was a classic article published by Katz in the Harvard Business Review in 1955, titled “Skills of an Effective Administrator.” Katz’s article appeared at a time when researchers were trying to identify a definitive set of leadership traits. Katz’s approach was an attempt to transcend the trait problem by addressing leadership as a set of developable skills. More recently, a revitalized interest in the skills approach has emerged. Beginning in the early 1990s, a multitude of studies have been published that contend that a leader’s effectiveness depends on the leader’s ability to solve complex organizational problems. This research has resulted in a comprehensive skill-based model of leadership that was advanced by M. Mumford and his colleagues (M. Mumford, Zaccaro, Harding, Jacobs, & Fleishman, 2000; Yammarino, 2000).
In this chapter, our discussion of the skills approach is divided into two parts. First, we discuss the general ideas set forth by Katz regarding three basic administrative skills: technical, human, and conceptual. Second, we discuss the recent work of Mumford and colleagues that has resulted in a skills-based model of organizational leadership.”
“Three-Skill Approach
Based on field research in administration and his own firsthand observations of executives in the workplace, Katz (1955, p. 34) suggested that effective administration (i.e., leadership) depends on three basic personal skills: technical, human, and conceptual. Katz argued that these skills are quite different from traits or qualities of leaders. Skills are what leaders can accomplish, whereas traits are who leaders are (i.e., their innate characteristics). Leadership skills are defined in this chapter as the ability to use one’s knowledge and competencies to accomplish a set of goals or objectives. This chapter shows that these leadership skills can be acquired and leaders can be trained to develop them.
Technical Skills
Technical skills are knowledge about and proficiency in a specific type of work or activity. They include competencies in a specialized area, analytical ability, and the ability to use appropriate tools and techniques (Katz, 1955). For example, in a computer software company, technical skills might include knowing software language and programming, the company’s software products, and how to make these products function for clients. Similarly, in an accounting firm, technical skills might include understanding and having the ability to apply generally accepted accounting principles to a client’s audit. In both of these examples, technical skills involve a hands-on activity with a basic product or process within an organization. Technical skills play an essential role in producing the actual products a company is designed to produce.
As illustrated in Figure 3.1, technical skills are most important at lower and middle levels of management and less important in upper management. For leaders at the highest level, such as CEOs, presidents, and senior officers, technical competencies are not as essential. Individuals at the top level depend on skilled followers to handle technical issues of the physical operation.”
“Human Skills
Human skills are knowledge about and ability to work with people. They are quite different from technical skills, which have to do with working with things (Katz, 1955). Human skills are “people skills.” They are the abilities that help a leader to work effectively with followers, peers, and superiors to accomplish the organization’s goals. Human skills allow a leader to assist group members in working cooperatively as a group to achieve common goals. For Katz, it means being aware of one’s own perspective on issues and, at the same time, being aware of the perspective of others. Leaders with human skills adapt their own ideas to those of others. Furthermore, they create an atmosphere of trust where followers can feel comfortable and secure and where they can feel encouraged to become involved in the planning of things that will affect them. Being a leader with human skills means being sensitive to the needs and motivations of others and considering others’ needs in one’s decision making. In short, human skills are the capacity to get along with others as you go about your work.
Figure 3.1 shows that human skills are important in all three levels of management. Although managers at lower levels may communicate with a far greater number of followers, human skills are equally important at middle and upper levels.
Conceptual Skills
Broadly speaking, conceptual skills are the ability to work with ideas and concepts. Whereas technical skills deal with things and human skills deal with people, conceptual skills involve the ability to work with ideas. A leader with conceptual skills is comfortable talking about the ideas that shape an organization and the intricacies involved. They are good at putting the organization’s goals into words and can understand and express the economic principles that affect the organization. A leader with conceptual skills works easily with abstractions and hypothetical notions.
Conceptual skills are central to creating a vision and strategic plan for an organization. For example, it would take conceptual skills for a CEO in a struggling manufacturing company to articulate a vision for a line of new products that would steer the company into profitability. Similarly, it would take conceptual skills for the director of a nonprofit health organization to create a strategic plan to compete successfully with for-profit health organizations in a market with scarce resources. The point of these examples is that conceptual skills have to do with the mental work of shaping the meaning of organizational or policy issues—understanding what an organization stands for and where it is or should be going.
As shown in Figure 3.1, conceptual skills are most important at the top management levels. In fact, when upper-level managers do not have strong conceptual skills, they can jeopardize the whole organization. Conceptual skills are also important in middle management; as we move down to lower management levels, conceptual skills become less important.
Summary of the Three-Skill Approach
To summarize, the three-skill approach includes technical, human, and conceptual skills. It is important for leaders to have all three skills; depending on where they are in the management structure, however, some skills are more important than others.
Katz’s work in the mid-1950s set the stage for conceptualizing leadership in terms of skills, but it was not until the mid-1990s that an empirically based skills approach received recognition in leadership research. In the next section, the comprehensive skill-based model of leadership is presented.”
