引导语：无论在学习、工作或是生活中，大家对作文都再熟悉不过了吧，作文是通过文字来表达一个主题意义的记叙方法。为了让您在写作文时更加简单方便，以下是小编整理的领导力的重要性英语作文，希望对大家有所帮助。
领导力的重要性英语作文篇1
Facing more challenges, it is essential for an enterprise to have a strong leadership. What's the importance of leadership? It must be clarified. Today we'll listen to the experts' answers.
1 decide the goal and assign the work
The leader with leadership knows how to decide what the goal should be, knows how to analyze the activities, decisions and relationships required to achieve the goal, and has the ability to assign work and complete the work.
2. Evaluate employees, and make clear rewards and punishments
Leaders with leadership know that through management, through the relationship with subordinates, through reward and punishment measures and promotion policies, employees are encouraged to work hard.
3 leadership can influence subordinates
The so-called: what kind of leadership, what kind of subordinates will be led out? A leader with leadership knows how to influence others in the organization and make others try their best to achieve organizational goals.
4 value of leadership
It is said that to cultivate leadership, the first step is to cultivate value. A leader full of personal charm will have enough strength to restrain himself. Under pressure and motivation, he can make himself correct.
面对更多的挑战，对一个企业而言，拥有一个强健的领导层，是必不可少的事情，那领导领导力有哪些重要性呢?必须要理清，今天我们来听专家解答。
1决定目标，分配工作
具有领导力的领导，他懂得决定目标应该是什么，知道分析达成目标所需的活动、决策和关系，并且有分配工作，完成的工作能力。
2评估员工，奖罚分明
具有领导力的领导，他知道透过管理，透过与部属的关系，透过奖惩措施和升迁政策，激励员工努力工作。
3领导力可影响部属
所谓：什么样的领导，带领出来的部属就什么样，一个具有领导力的领导，他懂得在组织中影响他人，使他人尽力去完成组织目标。
4领导力的价值
都说培养领导力，首先要从培养价值开始，一个充满个人魅力的领导，他会有足够的力量来约束自己，人在压力下，人在动力下，都可以使自己改正。
领导力的重要性英语作文篇2
Leader's leadership plays an important role in the development of an enterprise. The good and bad of leadership is directly reflected in the executive power of its employees. Welcome to read! Please pay attention to related columns for more information!
Today, strong leadership is often seen as one of the most important key factors for organizational growth, change and regeneration. Unfortunately, leadership is often short of resources. It is precisely because of this shortage that many enterprises are unable to adapt to the era of intensified global competition.
In order to improve the quantity and quality of leadership, enterprises are investing time and money to develop leadership. In recent years, the role of the development of leadership activities has increased dramatically, and the scope has also expanded rapidly. For example, these activities are increasingly designed around the idea that leadership development is a life-long process, not a single isolated event.
The development of leadership plays three major roles in the process of employee education: developing individual skills, popularizing enterprise values and vision, and conducting strategic interventions to advocate dialogue and implement change throughout the enterprise.
Historically, the most common approach has been personal preparation and skill development. In this way, managers learn the core ideas and skills of leadership and get feedback on specific capabilities.
The second role of leadership development is to spread the vision, values and mission of the organization throughout management. This is quickly becoming the primary goal of many leadership training courses. Generally, such education aims to cultivate managers (whether they are competent for higher management positions) or as a way to deepen cultural change at all levels of management.
Finally, leadership courses are increasingly used for strategic interventions. For example, the education model focuses on collective discussion under behavioral learning, task groups and mentoring, so as to identify organizational proposals that can accelerate major strategic change.
Therefore, the definition of leadership development has been constantly broadened. It not only refers to the leadership ability of a manager, but also refers to the development of the whole organization's leadership thinking mode. As a result, today's programs involve a large number of managers, including many action-oriented learning. The model of such strategic intervention comes from specific proposals designed and implemented by enterprises such as Ford and Philips.
In short, leadership is a comprehensive art. It not only contains a variety of specific management skills and management methods, but also includes forward-looking and planning, communication and coordination, sincerity and balance and many other elements. Of course, the suggestions in this paper are not necessarily suitable for the implementation in any enterprise. In some enterprises (such as foreign enterprises and innovative enterprises), they can be more decentralized and equal. But in other enterprises (such as state-owned enterprises and traditional enterprises), we can only do it moderately. However, I sincerely believe that the nine leadership training models mentioned in this article should be able to appropriately improve leadership in any enterprise.
领导者的领导力在企业的发展过程中起着至关重要的作用.领导力的好与坏直接体现在手下员工的执行力上。欢迎大家阅读！更多相关信息请关注相关栏目！
如今，有力的领导往往被看作组织成长、变革和再生最重要的关键因素之一。然而遗憾的是，领导力往往是短缺资源。正是因为这种短缺，许多企业难以适应全球竞争加剧的时代。
出于提高领导数量和质量的.需要，企业正投入时间和金钱发展领导力。近年来，发展领导力活动的作用在骤然提高，范围也迅猛扩大。例如，这些活动的设计越来越围绕这样一种意识，即发展领导力是持续一生的过程，而不是单个的孤立事件。
领导力的发展在员工教育过程中主要发挥三大作用：发展个体技能、普及企业价值观和远景、进行战略性干预以便在整个企业倡导对话，实施变革。
历史上看，最常用的方式是个人准备和技能发展。经理人通过这种方式学习领导力的核心思想和技能，并得到具体能力方面的反馈。
发展领导力的第二个作用是在整个管理层中普及组织的远景、价值观和使命。这正很快成为许多领导力训练课程的首要目标。通常，这类教育旨在培养经理人（他们是否能够胜任更高一层的管理职位），或以此为途径让文化变革深入各级管理层。
最后，领导力课程越来越多地用于战略干预。例如，教育模式集中于行为学习、任务小组和辅导之下的集体讨论，以便能找出能加快重大战略变革的组织提议。
因此，领导力发展的定义已经不断得到拓宽。它不仅指某个经理人的领导能力，而且指整个组织领导思维方式的发展。结果是，如今的课程有大量的经理人参与，包含许多以行动为导向的学习。这类战略干预的模式来自于福特（Ford）、飞利浦（Philips）这样的企业所设计和实施的具体提议。
总之，领导力是一门综合的艺术。它不仅仅包含了各种具体的管理技能和管理方法，也囊括了前瞻与规划、沟通与协调、真诚与均衡等更诸多要素。当然，文中的建议不见得适合在任何一个企业中一成不变的执行。在有些企业（例如外企、创新企业）可以更加放权、平等。但是在其他企业(例如国企、传统企业)只能适度地做。但是，我衷心相信在本文中提到的九种领导力训练模型无论在任何企业，都应该能适当地提升领导力。
领导力的重要性英语作文篇3
What is the impact on leadership of the relationship between social intelligence and non social intelligence? From two perspectives.
First, some people may always prefer to activate the non social thinking network first and suppress the social thinking network. The tendency is either the result of heredity or the result of long-term practice - these people may have been living in a society that values abstract thinking and despises social thinking.
However, some people think that non social thinking is more important, probably because of their views on their work.
If someone is used to thinking about leadership from a non social perspective, his or her own social mind will be resisted and become insensitive to the social events around him or her. Therefore, they seldom think about their own behavior and the social significance of other people's behavior.
Many times, when a team member says that he has encountered difficulties in advancing a project, the implication is that he has encountered difficulties in the process of working with other members of the team.
If the leader of the team is a person with a high degree of "socialization", he will realize that the cooperation mechanism within his team needs to be adjusted.
As a result, he won't pay too much attention to whether team members need more personal training (to be competent for the job) - which could be a bad solution for the current problem.
Second, the seesaw relationship between non social thinking process and social thinking process has both good and bad sides.
For those who believe that their work basically involves non social thinking, a new understanding of the nature of their work may help to promote the balance of the seesaw. The most efficient and successful leaders are able to switch back and forth between these mental models at will. This is undoubtedly good news.
The bad news is that if a person already favors non social networks on a "biological level," then even redefining his work is unlikely to change the course.
The best boss understands and cares about the social motivations of all members of the team. Bosses must promote social connections between themselves and all members of the team, between team members, and between the team and the outside world, which is crucial to the success of the team.
Better communication can reduce misunderstanding among team members and eliminate various "social" problems in the bud. Try to make your team a real team! Your efforts will definitely be rewarded.
As long as members more identify with their own team, it can promote a harmonious atmosphere, so that everyone can think more about how to best serve the team, rather than just consider themselves.
As social animals, we are born with the conditions to do this - as long as we really identify with our team.
Please be committed to creating an individual's sense of identity and attachment to the group! This is the core of leadership.
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