Posts Tagged ‘promote’

We all know someone whom people naturally tend to follow

We all know someone whom people naturally tend to follow. Called natural born leaders, these individuals, through some innate intangible character traits have the magic ability to get people to follow their vision and direction. Can leadership be learned? What is leadership exactly?

Define Leadership

While there are numerous definitions of leadership what it boils down to is a leader effects directed change through a group of people that have given that person their complete trust. The leader earns the trust of his followers based on several character traits that foster the trust. So to answer the question, what is leadership is a bit more complicated than a simple single sentence definition.  

Leadership vs. Management

Are a leader and a manager synonymous?  Not necessarily. While a manager can be a leader, not all leaders are managers. And the definition of a manager is quite different from our working definition of a leader. A manager tends to work to preserve the status quo. Think of your manager at work. She usually is there to make sure the assigned work gets done. She does not foster change and can sometimes work to prevent change so as not to upset routine. A leader promotes change and moves his followers in a distinct direction. A true leader listens to the ideas and opinions of his followers and happily embraces them. Managers are rarely pleased to listen to underlings’ ideas. Instead a manger is focused on production and not imagination.

Can You Learn Leadership

Sure there are people out there with natural leadership abilities. But now that you have an idea of what is leadership you also know that leadership can be learned.  You can be a top-notch leader by gaining both knowledge and experience in the field you wish to lead. And by maintaining your integrity and working to be open and fair minded to your followers you will find leadership is not such a difficult trait to acquire after all.

The Followers

Do not fail to forget that leadership is a group effort. A leader cannot lead without followers. So followers must be included in your definition of leadership.  Becoming a good leader is not a personal effort. You cannot become an effective leader on your own. Remember an effective leader garners the trust of his followers and to earn that trust you must behave with openness, fairness and be an inspiration to those around you. A great way to answer that question, what is leadership is to look at one of the world’s greatest leaders. Martin Luther King Jr. using examples of non-violence and inspiring words of equality changed the segregation laws of the United States and changed the future of black people in America. He was not a manager or anyone’s boss.  He was a simple man with a vision who possesses integrity, honesty and the ability to inspire people.

Leadership is the ability to inspire and move a group of people towards a unified goal. Leadership is the ability to garner trust and faith from a group of people through acts of integrity, honesty and fair-mindedness. Leadership can be innate or learned. Anyone can become an effective leader with a little hard work.

A successful business depends on the performance of its employees and the performance of employees depends on their job satisfaction

A successful business depends on the performance of its employees and the performance of employees depends on their job satisfaction.  Many factors can lead to a satisfied or dissatisfied employee.  Among the most important factors stated by employees are autonomy, fair policies, recognition, benefits, morale, team work, autonomy, workload, promotion and salary.

Employees who look forward to going to work each day will do a better job.  Feeling like a valuable part of the team and being recognized for their contributions is something most employees place very high in their list of job desires.  Employers can facilitate this by ensuring a fair workplace where teamwork is stressed and grievances are quickly and fairly remedied.  Suggestions made by employees should be considered and the employee given recognition if implemented.

Another good want to make employees feel like something more than a so=poke in the wheel is to allow them flexible schedules.  This promotes a feeling that their work is valued more than merely their presence.  Employees who can somewhat set their own schedules come to work to work, and not just to punch the clock and serve their time.  There are many ways for a business to do this and often companies find that flexible schedules work better for productivity also.

No one wants to come to work every day into a Machiavellian court.  Office politics are among the most complained about negative work factors.  Teamwork should be stressed and backstabbing not tolerated.  Most people have a natural tendency toward fairness and when they aren’t seeing it they tend to become jaded and less productive.

Employees also want to know exactly what is expected of them.  They don’t want to work in an environment that gives expects them to use their judgment and then punishes them if their judgment is not what management had in mind.  Clear goals and expectations are always better.

When judging an employee’s performance, managers should use clear, transparent factors such as missed work, met deadlines, peer ratings, etc.  This goes a long way in promoting a feeling of fairness in workers and eliminates the feeling that some people are getting special treatment.  Prominently display rating factors and their results.  These evaluations should be updated regularly and high performing employees should be rewarded.

Employees are not inherently disgruntled like many managers like to think.  But they will quickly become disillusioned if they feel they are being treated unfairly or that their contributions are taken for granted.  An office that works hard to eliminate these negative factors will be a productive office.

Conflicts are a part of life and they happen frequently

Conflicts are a part of life and they happen frequently. It takes creative leadership skills to handle conflict by communicating effectively.

Most of us are happy when everything is going along smoothly, where people are respectful of one another’s feelings. When conflicts occur all of this can change very quickly. We can feel anxious, angry or threatened, and what seems like a good thing can very quickly turn sour.

Conflict can be constructive or destructive. How we react to it depends on our past experiences with parents, peers, bosses and co-workers. Many have learned to dread conflict because their memory reminds them that in conflict they lose. For most people conflict is about winning and loosing, a process where ultimately everybody looses. But conflict can also be about winning!

Disagreements

Disagreements can be constructive where both parties go deep into the issues, using creative leadership skills to gain new awareness and find new solutions. Constructive conflict builds deeper relationships and trust. It takes strong leadership skills to make this happen.

When conflict arises, it is important to focus your creative leadership, acknowledge the conflict and steady yourself. Disagreements often arise from not communicating effectively, but it takes leadership skills to recognize conflict and react accordingly.

When we face conflict, our bodies frequently send out the warning signal. We get tense, our hearts start pounding, our faces become drawn, and we sometimes even break out into a cold sweat. Our speech may become stilted while our thoughts get frozen. Some want to fight while others want to flee. Neither is the best answer, but without strong leadership skills, it’s easy to lose your grip on the conflict.

Leadership Skills Resolve Conflicts

Effective leaders recognize when conflict is occurring in themselves and in others; they employ their leadership skills to facilitate a harmonious solution for all concerned. They know when to speak, when to be silent and when to use their best leadership skill for this issue: dialogue.

Dialoguing is the name of this game. There are two skills that help us to manage this process so we can stick with it; handling our emotions in a way that promotes a healthy outcome.

1. Put your needs aside momentarily.

When two people are in a potential conflict, nothing will usually get accomplished unless one person concedes to ‘let the other go first’. The leader is the one who understands the relationship. Lead through your conflict by putting your own needs aside for a moment and letting the other person know they have your full attention in order for them to be heard. Know that you will get your turn soon!

2. Listen empathically.

Try to put yourself in the shoes of others and get a sense of what it would be like to experience what that person is feeling. Set your feelings aside momentarily and listen to their side of the story. Steven Covey reminds us first to ‘seek to understand’. When someone really feels heard, their need to hold rigidly to their solution is replaced with openness to new possibilities and dissonant feelings begin to unravel.

3. Disclose how the situation affects you without blaming.

This invites others to eventually return the favor and listen empathically to you as well. To disclose without blame is all about expressing how the situation feels to us. We share only our experience rather than evaluating the behavior of the other. Using a tone of voice that is non-judgmental and using open body language is key for an effective leader.

This process to resolve and handle conflicts can have miraculous results when people care enough about each other and their relationships to find a new solution to a problem. Remind yourself to communicate effectively, stick to your guns and your creative leadership skills will get you there.

This article discusses how the generalist ceo will give way to specialist ceos in the companies of the future

This article discusses how the generalist CEO will give way to specialist CEOs in the companies of the future. As the perfect CEO, who is good at everything, will be a rare entity, companies should instead look for CEOs with deep expertise in one or two areas with enough knowledge to build a high performing supporting team. The author has described five specialist CEO types. The Brain will be a CEO who is an expert engineer, innovator, and can help lead R&D teams. The Ambassador will be a well-traveled CEO, having made visits to the leading and developing economies of the world. The Dealmaker will be an expert in mergers and acquisitions. The Conductor will be required to increase collaboration between corporate units and to help promote teamwork. The Casting Agent will be a CEO who can employ, retain and deploy the best people in the company, in short – assemble an all star team.

Future companies may have more than one CEO – each a specialist in his/her field. In the studies of leadership, the big five personality framework – extroversion, agreeableness, conscientiousness, emotional stability and openness to experience – are considered to be traits of an effective leader. Here, instead of searching for a single leader with all leadership qualities, we are searching for different leaders excelling in at least one of the qualities. If we implement this format, it will bring about changes in the studies on leadership and organizational behavior. Along with studying relationships between the CEO and his/her employees, we will also have to study the inter-personal relationships between the different CEOs of the same company handling different jobs yet working together to head the company.

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