Leadership is a challenging role
Who leads by example
Inspires the people
Hard to get desired otput from people managing Communicate in effective manner
Take decisions with confidence
Essential skill is to be a good listener..understands other point of view
Excited and motivated about the work they do
Improving workplace environment by handeling conflicts on regular basis

Conclusion-enhance leadership skills by improving by referring to books and articles and take expert advice

Challenges
Strong communicator
Fixing priorities
Leading diverse team and increasing productivity

Working with poor performance -apply mcclelland human theory of motivation http://www.mindtools.com/pages/article/human-motivation-theory.htm Improving Motivation
Sometimes poor performance has its roots in low motivation. When this is the case, you need to work closely with the employee to create a motivating environment in which to work. There are three key interventions that may improve people's motivation:
1. Setting of performance goals.
2. Provision of performance assistance.
3. Provision of performance feedback.
1. Performance Goals
Goal setting is a well-recognized aspect of performance improvement. Employees must understand what's expected of them and agree on what they need to do to improve. For a detailed explanation of the goal setting process, see our articles onGoal Setting , Golden Rules of Goal Setting and Locke's Goal Setting Theory .
2. Performance Assistance
Once you've set appropriate goals, help your team member succeed by doing the following:
Regularly assessing the employee's ability, and take action if it's deficient.
Providing the necessary training.
Securing the resources needed.
Encouraging cooperation and assistance from coworkers.
Tip:
Consider using the GROW Model as a way of coaching employees to improve their performance.
3. Performance Feedback
People need feedback on their efforts. They have to know where they stand in terms of current performance and long-term expectations. When providing feedback, keep in mind the importance of the following:
Timeliness – Provide feedback as soon as possible. This links the behavior with the evaluation.
Openness and Honesty – Make sure that the feedback is accurate. Avoid mixed messages or talking about the person rather than the performance. That said, provide both positive and negative feedback so that employees can begin to truly understand their strengths and weaknesses.
Personalized Rewards – A large part of feedback involves rewards and recognition. Make sure that your company has a system that acknowledges the successes of employees.
Supporting this, ensure that you meet regularly with the employee, so that you can review progress and provide regular feedback.
Creating a Performance Improvement Plan
So how do you do this in practice? This is where you need to develop a performance improvement plan. Armed with the strategies we've looked at, you first need to evaluate the performance issue that you're facing:
Have you discussed with the person what he or she feels the problem is?
Have you evaluated your organization's motivation system? Are you doing everything you can to recognize and reward people's contributions?
Are you rewarding the things that you actually want done?
Do you have regular goal setting and development meetings with