What is seen outside is 15% - 10% (appearance). What's really happening inside is 85% - 90% (emotions). Emotion is like gravity. You know it's there. You know it exists but how do you define it? It is always experienced by the people.
Emotional intelligence -"Is a term used to describe the various competencies that are essential for building, developing and managing relationships" (Peters, 2008, p.13). Emotional intelligence consists of two dimensions; intrapersonal intelligence and interpersonal intelligence.
Emotional Intelligence or Emotional Quotient is simply defined as "Knowing what one feels good, what one feels bad, and how to get from bad to good. Knowing your emotions and knowing emotions of others." It refers to emotional management skills, which provide competency to balance emotions and reasons so as to maximize long term happiness.
"Emotional Intelligence is the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. Emotional intelligence describes abilities distinct from but complementary to academic intelligence," said Daniel Goleman (1998).
Are we giving EQ training in school?
Are we giving training for how to control emotions?
Are we training people how emotions related with one event change their future?
My answer is "NO."
Emotional competency, Emotional maturity and Emotional sensitivity can be learned and develop person.
Bad News!
EQ abilities are declining in children. More impulsive, aggressive, and angry entry level employees need more training in EQ competencies.
Good News!
EQ is teachable and tends to increase over your lifetime (maturity).
Work climate is dependent on EQ level of management. Majority of employees choose to leave or stay at an organization based on relationship with their manager.
What is observed in the life is that people take emotions heartily and break down the relationship. People react with emotions towards others and this hurts the other one. The other one takes it personally instead of taking it professionally. Other people do not take it as a reaction to an event but treat it as a critic to him and take it personally. This breaks down the long time relationship for life time.
Emotional reactions spoil relationship, future goals and tend to change destination. Other people also treat it personally and react badly to the action, which hurt the people and love in the relationship is slowly drop down where as bitterness starts flowing in the relationship. Finally, no one wins, and team spoils off, relationship spoils off and organization is spoils off.
Today's conclusion of Monday wisdom is Emotional competency, Emotional maturity and Emotional sensitivity. It can be learnt by developing person. Emotions should be treated mentally instead of personally.
Article by Dr. Shailesh Thaker, a business coach and young power-house of Motivation and Leadership, holds Ph.D. in Cognitive Thinking and Creative Writing (INDIA). He is also one of the third named fellows of JCI University for the International Training Fellowship from SAARC countries.
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Showing posts with label Leadership. Show all posts
Showing posts with label Leadership. Show all posts
June 8, 2009
December 1, 2008
Leverage Upper Management Perspective To Survive Tough Times
By John Reiling
In times of crisis, such as the current worldwide recession , the role that project or program managers perform is critical. The dramatic changes in the economic situation has led to quite a few people losing jobs as companies cut costs or restructure their organization. Many projects and programs have been canceled due to severe crisis. How can project and program managers cope with this crisis?
Coping With Crisis
This dilemma might shake up the stability of many organizations. However, before any attempt to try and save the company must be done, first you need to identify what within the organization will be most effected by the crisis.. Since this problem revolves at the core around the issues of credit crunch, project and program managers must carefully assess what in their projects and programs are most affected by credit issues.
A common mistake that company leaders make is going back to the old methods since it has been tried and tested. This is most especially true during this transitionary stage that would spell the fate of the company for the future. However, it is during this stage for the organization that project managers must assert their leadership by establishing steps backed by wise strategies to move the company forward.
Embodying the Upper Management Perspective
Clearly stating what the company goals are will enable us to implement proper management to employees. It is the task of project managers to help keep the company intact during recession. Here are top priorities for project or program managers during times of economic crisis.
Cutting Costs
This does not simply entail taking removing manpower or canceling projects. Determining how to cut costs is difficult. Therefore, careful assessment of the overall organizational scheme and the project itself will enable a detrmination to be made about what would be actually beneficial to the company or not. It is reasonable to cut costs to retain the company's stability, and usually there are more cuts that can be made than initially thought, as people usually look at things from the paradigm of what is, rather than what is absolutely necessary.
Open Communication
Communication is a delicate yet integral component for an organization to be effective, especially in a crisis. Therefore, a project or program manager needs to openly and transparently communicate potential plans or problems with the team. If possible, team members must be consulted for ideas on anything that concerns the company. More importantly, they need to know and adopt a strong commitment to the organization despite troubled times, and from the project or program manager must intern make commitments, where possible, to them.
Proper Compensation Plan
This is a critical aspect that every organization needs to study closely during times of recession. Following a serious economic meltdown, companies need to formulate a compensation plan that will encourage its staff to maximize their performance, but now under diffferent circumstances. With dramatic changes in the economic situation of the company, this is also the time wherein you need your personnel to aspire for better productivity. With changed conditions, bojectives change, and compensation plans need to be motivating toward clear and achievable goals within the changed environment.
Assuming An Opportunistic View
During recession, most project and managers are so consumed with fixing troubles that they fail to see opportunities when they arise. Since this is a critical time for the company, it is important to also keep eyes wide open for possibilities that could greatly benefit the company in the long run. A few aspects of the business might be suffering, but that the silver lining is that there may be some organization-enhancing opportunities lurking.
Embracing A New Outlook
Looking at current projects with a discerning eye instead of dwelling on past decisions will enable the company to move forward. One needs to assess where the projects stand to achieve a better perspective on what must be done to get a step closer to the goal of survival. Envisioning objectives - both survival and perhaps enhancement - enables the ability to garner the proper means and methods to get there. Moreover, this will create a new disposition and possibilities. After all, recession is just a phase, and once the credit crunch issues have been straightened out, managing the company will fall into place, and a much more exciting set of challenges will emerge.
Act On Plans
Project or program managers need to understand that during recession, one needs to be more sensitive to the rapid changes in the business environment. Proper retrospect and sensitivity to these changes is the key to adapting quickly. Leveraging the upper management perspective by thinking outside the box of the project or program is a tough but bey step. It will outline the proper steps that must be taken for your company to thrive during tough times.**
Coping With Crisis
This dilemma might shake up the stability of many organizations. However, before any attempt to try and save the company must be done, first you need to identify what within the organization will be most effected by the crisis.. Since this problem revolves at the core around the issues of credit crunch, project and program managers must carefully assess what in their projects and programs are most affected by credit issues.
A common mistake that company leaders make is going back to the old methods since it has been tried and tested. This is most especially true during this transitionary stage that would spell the fate of the company for the future. However, it is during this stage for the organization that project managers must assert their leadership by establishing steps backed by wise strategies to move the company forward.
Embodying the Upper Management Perspective
Clearly stating what the company goals are will enable us to implement proper management to employees. It is the task of project managers to help keep the company intact during recession. Here are top priorities for project or program managers during times of economic crisis.
Cutting Costs
This does not simply entail taking removing manpower or canceling projects. Determining how to cut costs is difficult. Therefore, careful assessment of the overall organizational scheme and the project itself will enable a detrmination to be made about what would be actually beneficial to the company or not. It is reasonable to cut costs to retain the company's stability, and usually there are more cuts that can be made than initially thought, as people usually look at things from the paradigm of what is, rather than what is absolutely necessary.
Open Communication
Communication is a delicate yet integral component for an organization to be effective, especially in a crisis. Therefore, a project or program manager needs to openly and transparently communicate potential plans or problems with the team. If possible, team members must be consulted for ideas on anything that concerns the company. More importantly, they need to know and adopt a strong commitment to the organization despite troubled times, and from the project or program manager must intern make commitments, where possible, to them.
Proper Compensation Plan
This is a critical aspect that every organization needs to study closely during times of recession. Following a serious economic meltdown, companies need to formulate a compensation plan that will encourage its staff to maximize their performance, but now under diffferent circumstances. With dramatic changes in the economic situation of the company, this is also the time wherein you need your personnel to aspire for better productivity. With changed conditions, bojectives change, and compensation plans need to be motivating toward clear and achievable goals within the changed environment.
Assuming An Opportunistic View
During recession, most project and managers are so consumed with fixing troubles that they fail to see opportunities when they arise. Since this is a critical time for the company, it is important to also keep eyes wide open for possibilities that could greatly benefit the company in the long run. A few aspects of the business might be suffering, but that the silver lining is that there may be some organization-enhancing opportunities lurking.
Embracing A New Outlook
Looking at current projects with a discerning eye instead of dwelling on past decisions will enable the company to move forward. One needs to assess where the projects stand to achieve a better perspective on what must be done to get a step closer to the goal of survival. Envisioning objectives - both survival and perhaps enhancement - enables the ability to garner the proper means and methods to get there. Moreover, this will create a new disposition and possibilities. After all, recession is just a phase, and once the credit crunch issues have been straightened out, managing the company will fall into place, and a much more exciting set of challenges will emerge.
Act On Plans
Project or program managers need to understand that during recession, one needs to be more sensitive to the rapid changes in the business environment. Proper retrospect and sensitivity to these changes is the key to adapting quickly. Leveraging the upper management perspective by thinking outside the box of the project or program is a tough but bey step. It will outline the proper steps that must be taken for your company to thrive during tough times.**
About the author:
John Reiling, PMP, PE, MBA is an experienced Project Manager and certified Project Management Professional. John's web site, Project Management Training Online provides online project management training for PMP exam prep and PDUs.
October 20, 2008
McCain vs Obama on HR Issues
John McCain
John McCain is calling for National Commission on Workplace Flexibility and Choice. This Commission would bring together a bi-partisan set of leaders representing workers, small and large employers, labor, and academics. The Commission would make recommendations to the President on how modernizing our nation’s labor laws and training programs can help workers better balance the demands of their job with family life and to enable workers to more easily transition between jobs.
The Commission would examine the following issues that John McCain believes are important to workplace flexibility and choice:
- Modernizing the nation’s labor laws so that they allow for more flexible scheduling arrangements
- Ensuring that the nation’s labor laws don’t get in the way of working at home
- Promoting telework so that workers can spend less time commuting
- Making health more portable so that workers don’t lose their benefits when they switch jobs
- Ensuring that workers can choose retirement plans that best suit their needs
- Providing workers with more choice in job training assistance so that they can build the skills they need for new and better jobs
Barack Obama
Obama will strengthen the ability of workers to organize unions. He will fight for passage of the Employee Free Choice Act. Obama will ensure that his labor appointees support workers' rights and will work to ban the permanent replacement of striking workers. Obama will also increase the minimum wage and index it to inflation to ensure it rises every year.
- Ensure Freedom to Unionize: Obama believes that workers should have the freedom to choose whether to join a union without harassment or intimidation from their employers. Obama cosponsored and is strong advocate for the Employee Free Choice Act, a bipartisan effort to assure that workers can exercise their right to organize. He will continue to fight for EFCA's passage and sign it into law.
- Fight Attacks on Workers' Right to Organize: Obama has fought the Bush National Labor Relations Board (NLRB) efforts to strip workers of their right to organize. He is a cosponsor of legislation to overturn the NLRB's "
- Protect Striking Workers: Obama supports the right of workers to bargain collectively and strike if necessary. He will work to ban the permanent replacement of striking workers, so workers can stand up for themselves without worrying about losing their livelihoods.
- Raise the Minimum Wage: Barack Obama will raise the minimum wage, index it to inflation and increase the Earned Income Tax Credit to make sure that full-time workers earn a living wage that allows them to raise their families and pay for basic needs.
- Create New Job Training Programs for Clean Technologies: The Obama plan will increase funding for federal workforce training programs and direct these programs to incorporate green technologies training, such as advanced manufacturing and weatherization training, into their efforts to help Americans find and retain stable, high-paying jobs. Obama will also create an energy-focused youth jobs program to invest in disconnected and disadvantaged youth.
- Improve Transition Assistance: To help all workers adapt to a rapidly changing economy, Obama would update the existing system of Trade Adjustment Assistance by extending it to service industries, creating flexible education accounts to help workers retrain, and providing retraining assistance for workers in sectors of the economy vulnerable to dislocation before they lose their jobs.
- End Tax Breaks for Companies that Send Jobs Overseas: Barack Obama believes that companies should not get billions of dollars in tax deductions for moving their operations overseas. Obama will also fight to ensure that public contracts are awarded to companies that are committed to American workers.
- Reward Companies that Support American Workers: Barack Obama introduced the Patriot Employer Act of 2007 with Senators Richard Durbin (D-IL) and Sherrod Brown (D-OH) to reward companies that create good jobs with good benefits for American workers. The legislation would provide a tax credit to companies that maintain or increase the number of full-time workers in
- Expand the Family and Medical Leave Act: The FMLA covers only certain employees of employers with 50 or more employees. Obama will expand it to cover businesses with 25 or more employees. He will expand the FMLA to cover more purposes as well, including allowing workers to take leave for elder care needs; allowing parents up to 24 hours of leave each year to participate in their children's academic activities; and expanding FMLA to cover leave for employees to address domestic violence.
- Encourage States to Adopt Paid Leave: As president, Obama will initiate a strategy to encourage all 50 states to adopt paid-leave systems. Obama will provide a $1.5 billion fund to assist states with start-up costs and to help states offset the costs for employees and employers.
- Expand
- Expand the Child and Dependent Care Tax Credit: The Child and Dependent Care Tax Credit provides too little relief to families that struggle to afford child care expenses. Obama will reform the Child and Dependent Care Tax Credit by making it refundable and allowing low-income families to receive up to a 50 percent credit for their child care expenses.
- Protect Against Caregiver Discrimination: Workers with family obligations often are discriminated against in the workplace. Obama will enforce the recently-enacted Equal Employment Opportunity Commission guidelines on caregiver discrimination.
- Expand Flexible Work Arrangements: Obama will create a program to inform businesses about the benefits of flexible work schedules; help businesses create flexible work opportunities; and increase federal incentives for telecommuting. Obama will also make the federal government a model employer in terms of adopting flexible work schedules and permitting employees to request flexible arrangements.
July 14, 2008
Improve Your Management Style with Leadership Games
Playing leadership games is a popular technique that has been used in many leadership training camp or courses. These games are usually more interactive, as compared to other mind teaser games like chess or solitaire. To some, these leadership games might seem nothing more like a kiddy’s playground, but in actual fact, these leadership games are a good estimation of how good a leader you will be or how compatible you are as a leader. These are definitely necessary, and it is not a wonder that more and more successful businessmen are participating in leadership training courses. Check out how these leadership games will get to improve your management style and improve the quality of your leadership.
Most leadership games would involve role-playing games (RPG) whereby the player is a head of pack or platoon. With that in mind, the player is suppose to the ultimate leader in ensuring that the objectives of the games are met by making use of several sacrifices, strategy planning and sleek tactics.
It might sound ridiculously simple here, but the role-playing games are actually harder than most people think. Popular game role-playing game would be ones like World Of Warcraft and Medal of Honor. These games focus a lot on planning and sacrifices in order to determine the winner. Despite the blood and gore can be found embedded in the midst of game playing, these kind of games enables the person to think for himself and provide quick and reliable solution to overcome all obstacles. It might get a bit tiring and stressful half way through the game, but if the player is able to survive the hardships, then it just shows that he has a very high determination level, which is definitely useful in any form of real-life management.
The reason why these role-playing games are highly anticipated is because it encourages integrated thinking and quick action plans. This enables to player to be a quick and effective leader. Furthermore, most of these role playing games are played such that the player wins only when all the other members of the player’s platoon or pack makes it through together with the player. This aspect of the game encourages the player to be a leader who is capable is leading a big pack, confidently.
Many people might sneer at the ability of these games to bring out the leadership qualities within the player itself because these leadership qualities that are developed in the virtual worlds are not exactly applicable in real life context. This is when many of them are wrong. According to Einstein, we humans only use 10% of our brain, as such to make use of the other 90%; we have to work it out through the use of other techniques such as mind teaser games and role playing games.
It is always easier to be a follower than a leader. As such, in order to be an outstanding leader, one will definitely have to put in the extra effort and only when he does so, he is able to push his leadership capabilities to the maximum.
Article source: ArticleDashboard
If you like the articles from this blog subscribe to RSS Feed or via email
Most leadership games would involve role-playing games (RPG) whereby the player is a head of pack or platoon. With that in mind, the player is suppose to the ultimate leader in ensuring that the objectives of the games are met by making use of several sacrifices, strategy planning and sleek tactics.
It might sound ridiculously simple here, but the role-playing games are actually harder than most people think. Popular game role-playing game would be ones like World Of Warcraft and Medal of Honor. These games focus a lot on planning and sacrifices in order to determine the winner. Despite the blood and gore can be found embedded in the midst of game playing, these kind of games enables the person to think for himself and provide quick and reliable solution to overcome all obstacles. It might get a bit tiring and stressful half way through the game, but if the player is able to survive the hardships, then it just shows that he has a very high determination level, which is definitely useful in any form of real-life management.
The reason why these role-playing games are highly anticipated is because it encourages integrated thinking and quick action plans. This enables to player to be a quick and effective leader. Furthermore, most of these role playing games are played such that the player wins only when all the other members of the player’s platoon or pack makes it through together with the player. This aspect of the game encourages the player to be a leader who is capable is leading a big pack, confidently.
Many people might sneer at the ability of these games to bring out the leadership qualities within the player itself because these leadership qualities that are developed in the virtual worlds are not exactly applicable in real life context. This is when many of them are wrong. According to Einstein, we humans only use 10% of our brain, as such to make use of the other 90%; we have to work it out through the use of other techniques such as mind teaser games and role playing games.
It is always easier to be a follower than a leader. As such, in order to be an outstanding leader, one will definitely have to put in the extra effort and only when he does so, he is able to push his leadership capabilities to the maximum.
Article source: ArticleDashboard
If you like the articles from this blog subscribe to RSS Feed or via email
July 1, 2008
What Every Manager Can Learn From Barack Obama
First of all, let me start out by saying that this article is NOT in any way an endorsement for Barack Obama. It is merely my observation and opinion, nothing more.
The First-Class Barack Obama Campaign
If you want to see this movie played out to its full effect on a national stage, look no further than the Barack Obama campaign. Barack Obama has assembled a first rate political campaign - the best of all the remaining presidential candidates, and it's starting to pay huge dividends.
Barack Obama isn't winning because he's a great inspirational speaker - although that doesn't hurt. He's winning because his campaign is better managed and organized. Plain and simple.
How They Run Their Campaign...
In fact, I think the way Hillary Clinton and Barack Obama are running their respective campaigns is a snapshot into how they would each run the country. Obama's campaign is exciting and extremely well organized and he reaches across political, gender and ethnic lines. His campaign is a well-oiled machine.
And the fact that he's an amazing speaker makes people want to follow him even more.
Hilary Clinton Is So Disorganized
Hillary's campaign on the other hand is extremely disorganized, rife with juvenile in-fighting and she is a very polarizing candidate. Not only that, in her attempts to stave off Obama's steam roller like momentum, she changes her message every week. She started out with "Ready from day one" being the theme of her campaign. Now it's "Speeches vs. solutions." Where's the managerial consistency? Good managers don't panic at the first sign of adversity. But that's exactly what her campaign is doing and that's why Obama is winning.
What Environment Would You Prefer To Work In - Barack or Hilary?
Does that sound like some of the work environments you've been in? According to the website The GoodManager.com, "It is the job of the manager to coordinate the work of others and is held accountable for their work. The five main jobs of managers are planning, organizing and staffing, leading and motivating the organization, coordination through communication of objectives and plans, and assessing and measuring the work of employees. Effective managers are able to use their skills in each of these areas to attain the goals of the organization."
Learn For Free...
The above statement describes Barack Obama management abilities to a "T." Barack Obama's campaign is a successful business model that every manager can learn from. And you don't have to pay a dime to do it, because he's on the internet, on television and in the newspapers every single day.
Watch and learn!
Author: Andrew Rondeau
If you like the articles from this blog subscribe to RSS Feed or via email
The First-Class Barack Obama Campaign
If you want to see this movie played out to its full effect on a national stage, look no further than the Barack Obama campaign. Barack Obama has assembled a first rate political campaign - the best of all the remaining presidential candidates, and it's starting to pay huge dividends.
Barack Obama isn't winning because he's a great inspirational speaker - although that doesn't hurt. He's winning because his campaign is better managed and organized. Plain and simple.
How They Run Their Campaign...
In fact, I think the way Hillary Clinton and Barack Obama are running their respective campaigns is a snapshot into how they would each run the country. Obama's campaign is exciting and extremely well organized and he reaches across political, gender and ethnic lines. His campaign is a well-oiled machine.
And the fact that he's an amazing speaker makes people want to follow him even more.
Hilary Clinton Is So Disorganized
Hillary's campaign on the other hand is extremely disorganized, rife with juvenile in-fighting and she is a very polarizing candidate. Not only that, in her attempts to stave off Obama's steam roller like momentum, she changes her message every week. She started out with "Ready from day one" being the theme of her campaign. Now it's "Speeches vs. solutions." Where's the managerial consistency? Good managers don't panic at the first sign of adversity. But that's exactly what her campaign is doing and that's why Obama is winning.
What Environment Would You Prefer To Work In - Barack or Hilary?
Does that sound like some of the work environments you've been in? According to the website The GoodManager.com, "It is the job of the manager to coordinate the work of others and is held accountable for their work. The five main jobs of managers are planning, organizing and staffing, leading and motivating the organization, coordination through communication of objectives and plans, and assessing and measuring the work of employees. Effective managers are able to use their skills in each of these areas to attain the goals of the organization."
Learn For Free...
The above statement describes Barack Obama management abilities to a "T." Barack Obama's campaign is a successful business model that every manager can learn from. And you don't have to pay a dime to do it, because he's on the internet, on television and in the newspapers every single day.
Watch and learn!
Author: Andrew Rondeau
If you like the articles from this blog subscribe to RSS Feed or via email
March 26, 2008
Leadership Exposed | Things You Thought You Knew About Leadership
Much has been written about leadership: rules, pointers, styles, and biographies of inspiring leaders throughout world history. But there are certain leadership ideas that we ourselves fail to recognize and realize in the course of reading books. Here is a short list of things you thought you knew about leadership.
1. Leaders come in different flavors.
There are different types of leaders and you will probably encounter more than one type in your lifetime. Formal leaders are those we elect into positions or offices such as the senators, congressmen, and presidents of the local clubs. Informal leaders or those we look up to by virtue of their wisdom and experience such as in the case of the elders of a tribe, or our grandparents; or by virtue of their expertise and contribution on a given field such as Albert Einstein in the field of Theoretical Physics and Leonardo da Vinci in the field of the Arts. Both formal and informal leaders practice a combination of leadership styles.
· Lewin’s three basic leadership styles – authoritative, participative, and delegative
· Likert’s four leadership styles – exploitive authoritative, benevolent authoritative, consultative, and participative
· Goleman’s six emotional leadership styles - visionary, coaching, affiliative, democratic, pacesetting, and commanding.
2. Leadership is a process of becoming.
Although certain people seem to be born with innate leadership qualities, without the right environment and exposure, they may fail to develop their full potential. So like learning how to ride a bicycle, you can also learn how to become a leader and hone your leadership abilities. Knowledge on leadership theories and skills may be formally gained by enrolling in leadership seminars, workshops, and conferences. Daily interactions with people provide the opportunity to observe and practice leadership theories. Together, formal and informal learning will help you gain leadership attitudes, gain leadership insights, and thus furthering the cycle of learning. You do not become a leader in one day and just stop. Life-long learning is important in becoming a good leader for each day brings new experiences that put your knowledge, skills, and attitude to a test.
3. Leadership starts with you.
The best way to develop leadership qualities is to apply it to your own life. As an adage goes “action speaks louder than words.” Leaders are always in the limelight. Keep in mind that your credibility as a leader depends much on your actions: your interaction with your family, friends, and co-workers; your way of managing your personal and organizational responsibilities; and even the way you talk with the newspaper vendor across the street. Repeated actions become habits. Habits in turn form a person’s character. Steven Covey’s book entitled 7 Habits of Highly Effective People provides good insights on how you can achieve personal leadership.
4. Leadership is shared.
Leadership is not the sole responsibility of one person, but rather a shared responsibility among members of an emerging team. A leader belongs to a group. Each member has responsibilities to fulfill. Formal leadership positions are merely added responsibilities aside from their responsibilities as members of the team. Effective leadership requires members to do their share of work. Starting as a mere group of individuals, members and leaders work towards the formation of an effective team. In this light, social interaction plays a major role in leadership. To learn how to work together requires a great deal of trust between and among leaders and members of an emerging team. Trust is built upon actions and not merely on words. When mutual respect exists, trust is fostered and confidence is built.
5. Leadership styles depend on the situation.
How come dictatorship works for Singapore but not in the United States of America? Aside from culture, beliefs, value system, and form of government, the current situation of a nation also affects the leadership styles used by its formal leaders. There is no rule that only one style can be used. Most of the time, leaders employ a combination of leadership styles depending on the situation. In emergency situations such as periods of war and calamity, decision-making is a matter of life and death. Thus, a nation’s leader cannot afford to consult with all departments to arrive at crucial decisions. The case is of course different in times of peace and order---different sectors and other branches of government can freely interact and participate in governance. Another case in point is in leading organizations. When the staffs are highly motivated and competent, a combination of high delegative and moderate participative styles of leadership is most appropriate. But if the staffs have low competence and low commitment, a combination of high coaching, high supporting, and high directing behavior from organizational leaders is required.
Now that you are reminded of these things, keep in mind that there are always ideas that we think we already know; concepts we take for granted, but are actually the most useful insights on leadership.
___________
Article Source: PositiveArticles.Com
If you like the articles from this blog
subscribe to RSS Feed or via email
1. Leaders come in different flavors.
There are different types of leaders and you will probably encounter more than one type in your lifetime. Formal leaders are those we elect into positions or offices such as the senators, congressmen, and presidents of the local clubs. Informal leaders or those we look up to by virtue of their wisdom and experience such as in the case of the elders of a tribe, or our grandparents; or by virtue of their expertise and contribution on a given field such as Albert Einstein in the field of Theoretical Physics and Leonardo da Vinci in the field of the Arts. Both formal and informal leaders practice a combination of leadership styles.
· Lewin’s three basic leadership styles – authoritative, participative, and delegative
· Likert’s four leadership styles – exploitive authoritative, benevolent authoritative, consultative, and participative
· Goleman’s six emotional leadership styles - visionary, coaching, affiliative, democratic, pacesetting, and commanding.
2. Leadership is a process of becoming.
Although certain people seem to be born with innate leadership qualities, without the right environment and exposure, they may fail to develop their full potential. So like learning how to ride a bicycle, you can also learn how to become a leader and hone your leadership abilities. Knowledge on leadership theories and skills may be formally gained by enrolling in leadership seminars, workshops, and conferences. Daily interactions with people provide the opportunity to observe and practice leadership theories. Together, formal and informal learning will help you gain leadership attitudes, gain leadership insights, and thus furthering the cycle of learning. You do not become a leader in one day and just stop. Life-long learning is important in becoming a good leader for each day brings new experiences that put your knowledge, skills, and attitude to a test.
3. Leadership starts with you.
The best way to develop leadership qualities is to apply it to your own life. As an adage goes “action speaks louder than words.” Leaders are always in the limelight. Keep in mind that your credibility as a leader depends much on your actions: your interaction with your family, friends, and co-workers; your way of managing your personal and organizational responsibilities; and even the way you talk with the newspaper vendor across the street. Repeated actions become habits. Habits in turn form a person’s character. Steven Covey’s book entitled 7 Habits of Highly Effective People provides good insights on how you can achieve personal leadership.
4. Leadership is shared.
Leadership is not the sole responsibility of one person, but rather a shared responsibility among members of an emerging team. A leader belongs to a group. Each member has responsibilities to fulfill. Formal leadership positions are merely added responsibilities aside from their responsibilities as members of the team. Effective leadership requires members to do their share of work. Starting as a mere group of individuals, members and leaders work towards the formation of an effective team. In this light, social interaction plays a major role in leadership. To learn how to work together requires a great deal of trust between and among leaders and members of an emerging team. Trust is built upon actions and not merely on words. When mutual respect exists, trust is fostered and confidence is built.
5. Leadership styles depend on the situation.
How come dictatorship works for Singapore but not in the United States of America? Aside from culture, beliefs, value system, and form of government, the current situation of a nation also affects the leadership styles used by its formal leaders. There is no rule that only one style can be used. Most of the time, leaders employ a combination of leadership styles depending on the situation. In emergency situations such as periods of war and calamity, decision-making is a matter of life and death. Thus, a nation’s leader cannot afford to consult with all departments to arrive at crucial decisions. The case is of course different in times of peace and order---different sectors and other branches of government can freely interact and participate in governance. Another case in point is in leading organizations. When the staffs are highly motivated and competent, a combination of high delegative and moderate participative styles of leadership is most appropriate. But if the staffs have low competence and low commitment, a combination of high coaching, high supporting, and high directing behavior from organizational leaders is required.
Now that you are reminded of these things, keep in mind that there are always ideas that we think we already know; concepts we take for granted, but are actually the most useful insights on leadership.
___________
Article Source: PositiveArticles.Com
If you like the articles from this blog
subscribe to RSS Feed or via email
March 18, 2008
How to Become an Ideal Leader
When you are at work, do you get frustrated because things don't seem to be happening the way they’re supposed to be? You see people milling around but nothing gets accomplished. And in the daily hustle and bustle, do you feel that your goals remain just that – goals. Then maybe its time for you to stand up and do something about it.
Most people are content just to stand around listening for orders. And it isn't unusual to adopt a follow-the-leader mentality. But maybe, somewhere inside of you, you feel the desire to make things happen – to be the head, not the tail. Then maybe leadership just suits you fine.
Some people believe that great leaders are made, not born. Yes, it may be true that some people are born with natural talents. However, without practice, without drive, without enthusiasm, and without experience, there can be no true development in leadership.
You must also remember that good leaders are continually working and studying to improve their natural skills. This takes a commitment to constantly improve in whatever endeavor a person chooses.
First of all, let's define leadership. To be a leader, one must be able to influence others to accomplish a goal, or an objective. He contributes to the organization and cohesion of a group.
Contrary to what most people believe, leadership is not about power. It is not about harassing people or driving them using fear. It is about encouraging others towards the goal of the organization. It is putting everyone on the same page and helping them see the big picture of the organization. You must be a leader not a boss.
First of all, you have to get people to follow you. How is this accomplished?
People follow others when they see a clear sense of purpose. People will only follow you if they see that you know where you are going. Remember that bumper sticker? The one that says, don't follow me, I'm lost too? The same holds true for leadership. If you yourself do not know where you're headed to, chances are people will not follow you at all.
You yourself must know the vision of the organization. Having a clear sense of hierarchy, knowing who the bosses are, who to talk to, the organization's goals and objectives, and how the organization works is the only way to show others you know what you are doing.
Being a leader is not about what you make others do. It's about who you are, what you know, and what you do. You are a reflection of what you're subordinates must be.
Studies have shown that one other bases of good leadership is the trust and confidence your subordinates have of you. If they trust you they will go through hell and high water for you and for the organization.
Trust and confidence is built on good relationships, trustworthiness, and high ethics.
The way you deal with your people, and the relationships you build will lay the foundation for the strength of your group. The stronger your relationship, the stronger their trust and confidence is in your capabilities.
Once you have their trust and confidence, you may now proceed to communicate the goals and objectives you are to undertake.
Communication is a very important key to good leadership. Without this you can not be a good leader. The knowledge and technical expertise you have must be clearly imparted to other people.
Also, you can not be a good leader and unless you have good judgment. You must be able to assess situations, weigh the pros and cons of any decision, and actively seek out a solution.
It is this judgment that your subordinates will come to rely upon. Therefore, good decision-making is vital to the success of your organization.
Leaders are not do-it-all heroes. You should not claim to know everything, and you should not rely upon your skills alone.
You should recognize and take advantage of the skills and talents your subordinates have. Only when you come to this realization will you be able to work as one cohesive unit.
Remember being a leader takes a good deal of work and time. It is not learned overnight. Remember, also, that it is not about just you. It is about you and the people around you.
So, do you have the drive and the desire to serve required of leaders? Do you have the desire to work cooperatively with other people? Then start now. Take your stand and be leader today.
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Most people are content just to stand around listening for orders. And it isn't unusual to adopt a follow-the-leader mentality. But maybe, somewhere inside of you, you feel the desire to make things happen – to be the head, not the tail. Then maybe leadership just suits you fine.
Some people believe that great leaders are made, not born. Yes, it may be true that some people are born with natural talents. However, without practice, without drive, without enthusiasm, and without experience, there can be no true development in leadership.
You must also remember that good leaders are continually working and studying to improve their natural skills. This takes a commitment to constantly improve in whatever endeavor a person chooses.
First of all, let's define leadership. To be a leader, one must be able to influence others to accomplish a goal, or an objective. He contributes to the organization and cohesion of a group.
Contrary to what most people believe, leadership is not about power. It is not about harassing people or driving them using fear. It is about encouraging others towards the goal of the organization. It is putting everyone on the same page and helping them see the big picture of the organization. You must be a leader not a boss.
First of all, you have to get people to follow you. How is this accomplished?
People follow others when they see a clear sense of purpose. People will only follow you if they see that you know where you are going. Remember that bumper sticker? The one that says, don't follow me, I'm lost too? The same holds true for leadership. If you yourself do not know where you're headed to, chances are people will not follow you at all.
You yourself must know the vision of the organization. Having a clear sense of hierarchy, knowing who the bosses are, who to talk to, the organization's goals and objectives, and how the organization works is the only way to show others you know what you are doing.
Being a leader is not about what you make others do. It's about who you are, what you know, and what you do. You are a reflection of what you're subordinates must be.
Studies have shown that one other bases of good leadership is the trust and confidence your subordinates have of you. If they trust you they will go through hell and high water for you and for the organization.
Trust and confidence is built on good relationships, trustworthiness, and high ethics.
The way you deal with your people, and the relationships you build will lay the foundation for the strength of your group. The stronger your relationship, the stronger their trust and confidence is in your capabilities.
Once you have their trust and confidence, you may now proceed to communicate the goals and objectives you are to undertake.
Communication is a very important key to good leadership. Without this you can not be a good leader. The knowledge and technical expertise you have must be clearly imparted to other people.
Also, you can not be a good leader and unless you have good judgment. You must be able to assess situations, weigh the pros and cons of any decision, and actively seek out a solution.
It is this judgment that your subordinates will come to rely upon. Therefore, good decision-making is vital to the success of your organization.
Leaders are not do-it-all heroes. You should not claim to know everything, and you should not rely upon your skills alone.
You should recognize and take advantage of the skills and talents your subordinates have. Only when you come to this realization will you be able to work as one cohesive unit.
Remember being a leader takes a good deal of work and time. It is not learned overnight. Remember, also, that it is not about just you. It is about you and the people around you.
So, do you have the drive and the desire to serve required of leaders? Do you have the desire to work cooperatively with other people? Then start now. Take your stand and be leader today.
If you like the articles from this blog
subscribe to RSS Feed or via email
March 14, 2008
Coaching | The Way to Go in Team Management
When you hear the word “coach”, what comes first into your mind? Do you picture a basketball team with a man/woman shouting out directions? Or perhaps a football team with a man/woman pacing to and fro and calling out the names of the players?
Coaching is no longer reserved to sports teams; it is now one of the key concepts in leadership and management. Why is coaching popular?
Coaching levels the playing field.
Coaching is one of the six emotional leadership styles proposed by Daniel Goleman. Moreover, it is a behavior or role that leaders enforce in the context of situational leadership. As a leadership style, coaching is used when the members of a group or team are competent and motivated, but do not have an idea of the long-term goals of an organization. This involves two levels of coaching: team and individual. Team coaching makes members work together. In a group of individuals, not everyone may have nor share the same level of competence and commitment to a goal. A group may be a mix of highly competent and moderately competent members with varying levels of commitment. These differences can cause friction among the members. The coaching leader helps the members level their expectations. Also, the coaching leader manages differing perspectives so that the common goal succeeds over personal goals and interests. In a big organization, leaders need to align the staffs’ personal values and goals with that of the organization so that long-term directions can be pursued.
Coaching builds up confidence and competence.
Individual coaching is an example of situational leadership at work. It aims to mentor one-on-one building up the confidence of members by affirming good performance during regular feedbacks; and increase competence by helping the member assess his/her strengths and weaknesses towards career planning and professional development. Depending on the individual’s level of competence and commitment, a leader may exercise more coaching behavior for the less-experienced members. Usually, this happens in the case of new staffs. The direct supervisor gives more defined tasks and holds regular feedbacks for the new staff, and gradually lessens the amount of coaching, directing, and supporting roles to favor delegating as competence and confidence increase.
Coaching promotes individual and team excellence.
Excellence is a product of habitual good practice. The regularity of meetings and constructive feedback is important in establishing habits. Members catch the habit of constantly assessing themselves for their strengths and areas for improvement that they themselves perceive what knowledge, skills, and attitudes they need to acquire to attain team goals. In the process, they attain individually excellence as well. An example is in the case of a musical orchestra: each member plays a different instrument. In order to achieve harmony of music from the different instrument, members will polish their part in the piece, aside from practicing as an ensemble. Consequently, they improve individually as an instrument player.
Coaching develops high commitment to common goals.
A coaching leader balances the attainment of immediate targets with long-term goals towards the vision of an organization. As mentioned earlier, with the alignment of personal goals with organizational or team goals, personal interests are kept in check. By constantly communicating the vision through formal and informal conversations, the members are inspired and motivated. Setting short-term team goals aligned with organizational goals; and making an action plan to attain these goals can help sustain the increased motivation and commitment to common goals of the members.
Coaching produces valuable leaders.
Leadership by example is important in coaching. A coaching leader loses credibility when he/she cannot practice what he/she preaches. This means that a coaching leader should be well organized, highly competent is his/her field, communicates openly and encourages feedback, and has a clear idea of the organization’s vision-mission-goals. By vicarious and purposive learning, members catch the same good practices and attitudes from the coaching leader, turning them into coaching leaders themselves. If a member experiences good coaching, he/she is most likely to do the same things when entrusted with formal leadership roles.
Some words of caution though: coaching is just one of the styles of leadership. It can be done in combination with the other five emotional leadership styles depending on the profile of the emerging team. Moreover, coaching as a leadership style requires that you are physically, emotionally, and mentally fit most of the time since it involves two levels of coaching: individual and team. Your members expect you to be the last one to give up or bail out in any situation especially during times of crises. A coaching leader must be conscious that coaching entails investing time on each individual, and on the whole team. Moreover, that the responsibilities are greater since while you are coaching members, you are also developing future coaches as well. (*)
If you like the articles from this blog
subscribe to RSS Feed or via email
Coaching is no longer reserved to sports teams; it is now one of the key concepts in leadership and management. Why is coaching popular?
Coaching levels the playing field.
Coaching is one of the six emotional leadership styles proposed by Daniel Goleman. Moreover, it is a behavior or role that leaders enforce in the context of situational leadership. As a leadership style, coaching is used when the members of a group or team are competent and motivated, but do not have an idea of the long-term goals of an organization. This involves two levels of coaching: team and individual. Team coaching makes members work together. In a group of individuals, not everyone may have nor share the same level of competence and commitment to a goal. A group may be a mix of highly competent and moderately competent members with varying levels of commitment. These differences can cause friction among the members. The coaching leader helps the members level their expectations. Also, the coaching leader manages differing perspectives so that the common goal succeeds over personal goals and interests. In a big organization, leaders need to align the staffs’ personal values and goals with that of the organization so that long-term directions can be pursued.
Coaching builds up confidence and competence.
Individual coaching is an example of situational leadership at work. It aims to mentor one-on-one building up the confidence of members by affirming good performance during regular feedbacks; and increase competence by helping the member assess his/her strengths and weaknesses towards career planning and professional development. Depending on the individual’s level of competence and commitment, a leader may exercise more coaching behavior for the less-experienced members. Usually, this happens in the case of new staffs. The direct supervisor gives more defined tasks and holds regular feedbacks for the new staff, and gradually lessens the amount of coaching, directing, and supporting roles to favor delegating as competence and confidence increase.
Coaching promotes individual and team excellence.
Excellence is a product of habitual good practice. The regularity of meetings and constructive feedback is important in establishing habits. Members catch the habit of constantly assessing themselves for their strengths and areas for improvement that they themselves perceive what knowledge, skills, and attitudes they need to acquire to attain team goals. In the process, they attain individually excellence as well. An example is in the case of a musical orchestra: each member plays a different instrument. In order to achieve harmony of music from the different instrument, members will polish their part in the piece, aside from practicing as an ensemble. Consequently, they improve individually as an instrument player.
Coaching develops high commitment to common goals.
A coaching leader balances the attainment of immediate targets with long-term goals towards the vision of an organization. As mentioned earlier, with the alignment of personal goals with organizational or team goals, personal interests are kept in check. By constantly communicating the vision through formal and informal conversations, the members are inspired and motivated. Setting short-term team goals aligned with organizational goals; and making an action plan to attain these goals can help sustain the increased motivation and commitment to common goals of the members.
Coaching produces valuable leaders.
Leadership by example is important in coaching. A coaching leader loses credibility when he/she cannot practice what he/she preaches. This means that a coaching leader should be well organized, highly competent is his/her field, communicates openly and encourages feedback, and has a clear idea of the organization’s vision-mission-goals. By vicarious and purposive learning, members catch the same good practices and attitudes from the coaching leader, turning them into coaching leaders themselves. If a member experiences good coaching, he/she is most likely to do the same things when entrusted with formal leadership roles.
Some words of caution though: coaching is just one of the styles of leadership. It can be done in combination with the other five emotional leadership styles depending on the profile of the emerging team. Moreover, coaching as a leadership style requires that you are physically, emotionally, and mentally fit most of the time since it involves two levels of coaching: individual and team. Your members expect you to be the last one to give up or bail out in any situation especially during times of crises. A coaching leader must be conscious that coaching entails investing time on each individual, and on the whole team. Moreover, that the responsibilities are greater since while you are coaching members, you are also developing future coaches as well. (*)
If you like the articles from this blog
subscribe to RSS Feed or via email
February 6, 2008
Save Money With Policies and Procedures
Policies and Procedures Can Save You Money, Time and Possibly Expensive Claims
by Paul Phillips
The idea of a shelf full of dreary policies and procedures that tie everyone down in unnecessary bureaucracy does not usually sound too appealing. It doesn't have to be like that. Splitting the task into two will help work out what you need.
First, there are practices that are legislated for and it is necessary to be aware of these and ensure all your people follow them. They normally relate to the provision of a safe and fair workplace and every employer has an obligation to take reasonable steps to provide this. These reasonable steps may include having policies and practices in place.
Then there are the policies that provide guidelines for your people on how to manage to reinforce the culture of your organization and attract, retain and develop your people. These can save a lot of time spent in making decisions, dealing with ad hoc issues and ensure that you use a consistent approach across the organization.
The policies to support the employment legislation should include Equal Employment Opportunity, Discrimination and Harassment, Bullying and OH & S along with the various types of leave and pay entitlements. Having these in a format that can be interpreted easily by your managers and staff will save them from having to access the legislation directly or breach it inadvertently.
Regularly communicating the key aspects of these policies to employees will lessen the chances of people breaking the law and, if they do, will provide you with a reasonable defense which could save you many thousands of dollars.
The other policies which can provide consistent guidelines for managers also give you an opportunity to promote a positive and professional image of your organization. Rather than rely on individual managers to workout out how to recruit, develop people, pay them, manage performance and determine what appropriate professional behavior is, clear guidelines should be available for all.
Rather than try to distribute these policies in hard copy it is relatively easy these days to have them on an Intranet or at least in a shared folder on your server.
A summarized version of these can also be used in an employee handbook to establish understanding for all employees at the beginning of their service and help reinforce their decision to join your organization.
By having appropriate and effective HR policies and procedures in place, continually revising and communicating them, you free up time and resources to focus on delivering business results.
_________________
Article Source: Best Management Articles
by Paul Phillips
The idea of a shelf full of dreary policies and procedures that tie everyone down in unnecessary bureaucracy does not usually sound too appealing. It doesn't have to be like that. Splitting the task into two will help work out what you need.
First, there are practices that are legislated for and it is necessary to be aware of these and ensure all your people follow them. They normally relate to the provision of a safe and fair workplace and every employer has an obligation to take reasonable steps to provide this. These reasonable steps may include having policies and practices in place.
Then there are the policies that provide guidelines for your people on how to manage to reinforce the culture of your organization and attract, retain and develop your people. These can save a lot of time spent in making decisions, dealing with ad hoc issues and ensure that you use a consistent approach across the organization.
The policies to support the employment legislation should include Equal Employment Opportunity, Discrimination and Harassment, Bullying and OH & S along with the various types of leave and pay entitlements. Having these in a format that can be interpreted easily by your managers and staff will save them from having to access the legislation directly or breach it inadvertently.
Regularly communicating the key aspects of these policies to employees will lessen the chances of people breaking the law and, if they do, will provide you with a reasonable defense which could save you many thousands of dollars.
The other policies which can provide consistent guidelines for managers also give you an opportunity to promote a positive and professional image of your organization. Rather than rely on individual managers to workout out how to recruit, develop people, pay them, manage performance and determine what appropriate professional behavior is, clear guidelines should be available for all.
Rather than try to distribute these policies in hard copy it is relatively easy these days to have them on an Intranet or at least in a shared folder on your server.
A summarized version of these can also be used in an employee handbook to establish understanding for all employees at the beginning of their service and help reinforce their decision to join your organization.
By having appropriate and effective HR policies and procedures in place, continually revising and communicating them, you free up time and resources to focus on delivering business results.
_________________
Article Source: Best Management Articles
November 30, 2007
Leadership | Theme for World AIDS Day 2007
Leadership is the theme for World AIDS Day 2007. This theme will continue to be promoted with the campaigning slogan, “Stop AIDS. Keep the Promise.” Why leadership?
Since the beginning of the epidemic, experience has clearly demonstrated that significant advances in the response to HIV have been achieved when there is strong and committed leadership. Leaders are distinguished by their action, innovation and vision; their personal example and engagement of others; and their perseverance in the face of obstacles and challenges.
Leadership must be demonstrated at every level to get ahead of the disease - in families, in communities, in countries and internationally. Much of the best leadership on AIDS has been demonstrated within civil society organizations challenging the status quo. Making leadership the theme of World AIDS Days will help encourage leadership on AIDS within all levels and sectors of society. It will inspire and foster champions within a range of different groups and networks at local and International level.
To celebrate the 2007 and 2008 World AIDS Day theme of leadership, the World AIDS Campaign (WAC) is launching the Stop AIDS Leadership Pledge. In collaboration with national, regional, global and constituent partners, this initiative asks people from all over the world to pledge their leadership to help stop AIDS. These pledges collected online, by mail and at events, will be used to create exhibitions, banners and other visibility actions during major events in 2008. With a goal of 100,000 signees, these pledges serve as a persuasive tool for leveraging greater political leadership on universal access to AIDS prevention, treatment, care and support and act as a visual example for key national and international decision-makers to follow.
Take the Lead and make your pledge NOW by downloading the pledge form here.
September 6, 2007
Ferguson's leadership maxims to create success
The 4 vital tips from the former David Beckham's manager
Fabian Lim from Hay Group Singapore, explains how Manchester United chairman Sir Alex Ferguson has applied leadership maxims to create the club's success:align culture to goals, groom people today for tomorrow, remember that strategy is nothing without execution, and keep your eye on the ball.
Fabian Lim from Hay Group Singapore, explains how Manchester United chairman Sir Alex Ferguson has applied leadership maxims to create the club's success:align culture to goals, groom people today for tomorrow, remember that strategy is nothing without execution, and keep your eye on the ball.
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