A leader is a person who sees something that needs to be done, knows that they can help make it happen, and gets started.
A leader sees opportunity and captures it.
A leader sees a future that can be different and better, and helps others see that picture too.
A leader knows they can’t do it alone.
A leader is a coach.
A leader is an encourager.
A leader views change as their ally.
A leader is willing to take risks today for something better tomorrow.
A leader is a learner.
A leader is a communicator.
A leader is a coordinator.
A leader is a listener.
A leader takes a long view – letting their vision keep their daily steps on track.
A leader is passionate.
A leader motivates and inspires.
A leader values results.
A leader cares about more than results though; she cares about those who are following her lead.
A leader makes a difference in the lives of others.
A leader is all of these things and much more.
Discover your leadership potential.
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Copyright Leadership and Management Solutions Pty Ltd 2013
It seems that every decade or so there is some new fad the runs through the business world in terms of supervision and in the world of diversity management, downsizing, outsourcing, generational work conflicts and the information age, things are even more complicated than ever before.
No longer does a one size fits all leadership model really work. We can’t treat everyone the same and expect that everything will just “work out” somehow. Managers and leaders must have a framework with which to manage their workers in an inclusive way that acknowledges everyone’s unique and specific position on the job.
Empowered leadership is the way to do just that. Empowered leadership shares the power between management and the workers, thus empowering both groups. Conventional wisdom tells us that when those in power relinquish some of that power by sharing it or giving it to their employees, then they would lose something when in actually, they gain.
Think about it. When people rule with an iron hand, they generally instill fear in those who work for them. Do you do your best work when you are afraid? The absolute best a manager can hope for with coercion is compliance. If compliance is enough, then coercion might work in the short term, however it is more than likely to backfire and develop an us versus them mentality.
When leaders and managers seek to empower their workers, they will gain their loyalty. Workers want to give their supervisor their best when they are listened to and respected. Without fear, their minds can be creative and innovative. Giving away power only increases a manager’s power. As a manager, you have a two-fold job—you are to represent your employees’ desires, opinions and suggestions to management while at the same time communicating management’s issues, concerns and expectations to your employees. This is not an easy line to walk.
You will never get the best from your employees if they don’t respect you. You cannot be a doormat for your employees to walk over. If they believe you have no bottom line or non-negotiables, then they will never be satisfied and always asking for more.
Set the bar high. Expect great things from each and every one of your workers. If you only expect mediocrity, mediocrity is exactly what you will get. Set the standards and lead by example. If your workers see you giving it your all, it will be difficult for them to perform below standard. Always enlist the help of your employees to set the goals, with the underlying premise being continual improvement.
As a manager, you have the responsibility to create a need satisfying workplace for yourself and your workers. You cannot emphasize one to the exclusion of the other without there being undesirable consequences.
When you focus on production only and forget the human capital, you will end up with resentful, resistant, angry workers. On the other hand, when you only focus on the people end and allow production goals to be compromised; you will have workers who do everything they can to take advantage and to get out of doing the work. After all, if you the manager don’t value production, why should they?
Somewhere in the middle, when you are walking that very fine line between relationships and production goals, you are practicing empowered leadership and that’s where you will get the most from your employees.
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http://www.leadershipmanagementsolutions.com.au
Copyright Leadership and Management Solutions Pty Ltd 2013
If you were to build a house, you would start with strong foundations.
So, what does this have to do with leadership?
A good listener, enthusiasm, passion, shows appreciation, a visionary, role model, trusting, integrity, organized, knowledgeable, credibility, persuasive, charisma, team building, clarity of purpose, problem solver, attitude of service, leads by example, patience, willing to act without complete knowledge, understands followers, consistent, empowers other people, and adapts to change.
This is essentially the same list that I receive time after time when I ask this question. From this information comes some useful insights.
1) The list contains characteristics relating to the human side of leadership. That's interesting because I often hear people diminish this side of leadership with terms like "soft" or "touchy feely." Actually, applying these characteristics requires more strength than not.
2) The list excludes characteristics such as stern, mean, serious, short tempered, vindictive, tough, angry, harsh, punitive, controlling, violent, or ruthless. And that's interesting because many popular representations of leadership emphasize at least one of these "hard" characteristics. In fact, these characteristics are the refuge of those who lack the strength (or the skills) to apply the human side of leadership.
3) How would you rate yourself as a leader compared to the list of positive characteristics? If you were to survey the people who report to you, how would they describe your leadership? Would they list characteristics from the "soft" list or from the "hard" list? Could you become more effective by improving upon any of the "soft" characteristics? And how about the other leaders in your organization? Do they truly maximize human potential?
People want leaders who treat them with genuine compassion, courtesy, and respect. They want leaders who help them become more successful. They want leaders who inspire them with a vision for a better world and show them how to go there.
Like to build strong leadership foundations for your business? Contact us.
http://www.leadershipmanagementsolutions.com.au
Copyright Leadership and Management Solutions Pty Ltd 2013
Does your company need re-energising? Is revenue low, morale declining, and your leadership tactics no longer making an impact? If so,this may be the perfect time to look into leadership coaching.
A good executive coaching program should do more than just set you up with a speaker reading over a PowerPoint presentation. Team up your senior leaders with a good corporate coaching program, and you could be discussing fostering relationships, building strategy, and improving revenue and communications. It’s easy to connect in an environment where you can be creative and think laterally.
A good leadership system can make all the difference in your organisation. It effects communication, human performance, accountability, delivery and measurement. A one-on-one approach, and a program that is tailored to suit your organization’s specific needs, is your best choice in executive coaching.
To find out how an executive coaching program can work for you, please visit:
http://www.leadershipmanagementsolutions.com.au
Alternatively, you can email:
http://leadershipmanagementsolutions.com.au/Contact-Us.php
Copyright Leadership and Management Solutions Pty Ltd 2013
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