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Published 10th Feb 2009 Posted by admin |
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Some people do not like the word “manager” or “management”, simply because it seems too hard for what it is. There is certainly an essential for managers in companies, but if you are an administrator, then you should be aware of what is leadership as well. Having employees working for you, for example. When asked if they wanted to be a good manager or a good leader, many of them will probably choose the latter. This is because the leaders are more proactive and not reactive. They are also more capable of change and lead a business to success, instead of trying to maintain it and react, and the change in front of them. Leadership can have a profound impact on manpower. Few people who are themselves merely as employees go to work with a proactive attitude. Many of them turn up, do his hours and then go home again. But if you want your employees to consider themselves members of a team and do the best they can do and be a part of that team that can think on their feet, you need to be a leader. Therefore, this means that management is dead, as we know it? Obviously not, otherwise we would not have as many managers as we do. It is simply a case of redefining the function, so that we can get the best of themselves and inspire team members to make every day more than it can at present. And in truth, it is usually a combination of effective management skills and effective leadership that is found in every successful business. Thus, while the two skill sets are very different in many respects, are also likely to be combined in a function to allow companies to move forward and develop in the future. The real question is perhaps where their strengths. To be a good leader must be able to think ahead and focus on what to achieve more in the way. And it must also be able to inspire everyone in your team to help you get there. Leadership can not be defined as a single paper – is based on ensuring that everyone is with you. And while it may be an obvious statement, it is essential to remember that if you want to be a good manager must be able to manage all available resources effectively – be it human resources, financial resources or whatever. But no matter how you look, or the role that comes naturally, you should keep one eye firmly on their own development. That way you can be sure that you will be better able to nurture the people in your organization that you are responsible for. And by doing this you also get the results you want in your own paper. |
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Published 10th Feb 2009 Posted by admin |
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Many times we find it difficult to identify the characteristics of good leadership. In one book, one leader is described as taking charge of the person who leads his team. In another, he is considered a leader if you empower your subordinates and rely on their own ability to make decisions for the team.
In this article we will discuss the nature and characteristics of good leadership. While anyone can lead or motivate a team, only a good leader can maximize the application of the instruments available to achieve maximum results. The main objective of any business is profit and ensure sustainability. You, as leader of his team are the driving force behind a successful business. Therefore, you must have the necessary characteristics that can lead the team to achieve their goals. Here are some characteristics of good leadership that must have to lead his team to victory: 1. Confidence in their own abilities – Even if you trust your subordinates, the ability to make their own decisions, should lead them to provide an exciting picture of the future. As a leader, your role is to provide vision and direction. Having such vision conveys the message that is certain about its projections, relevance of their products / services and its own ability to win more market share. 2. Intense motivation – to motivate others, you must be passionate about their work. You should not only lead others, but you should be able to carry yourself. It’s always good to set an example. 3. Decision – When faced with difficulties, you must have the ability to reach sound decisions and maintain a positive attitude. It is also important to maintain calm during critical situations to be able to think objectively on what needs to be done to improve the current situation. 4. Aim to excellence – This is one of the most important characteristics of good leadership. You must maintain a high level in their fields, and develop appropriate strategies to achieve the objectives of the team. Many argue that effective leaders are born naturally. However, the characteristics of good leadership can be developed through constant practice. Take the practice of continuous improvement. The quest for continuous improvement is one secret of a trusted leader. |
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Published 10th Feb 2009 Posted by admin |
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Permission to reproduce: This article may be published in newsletters and on web sites provided attribution is given to the author, and apparently with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.com by Brent Filson Although the world is undergoing historic changes, the prevailing view of what constitutes business leadership is stuck in the past. In general, business leaders view leadership as an order-giving process. The word “leadership” itself comes from ancient Scandinavian root meaning “to go”. Many leaders feel they must “make” people are ordered to do things. But today’s new business realities are requiring new kinds of leadership, leadership that has little to do with the order given. Organizations are more competitive when leaders do nothing but go to those who go – when employees are not ordered to do tasks, but are in the frame of mind and heart they want to do those tasks. “I want” is the cutting edge of competitiveness. End-of leadership in business has its roots in the beginnings of the Industrial Revolution. “Order” comes from a Latin root that means having a web of plot threads. The captains of the Revolution comes to the relatively uneducated country people who flocked to their factories, ordering where, how and when to work. The most efficient and effective production methods resulted from workers being “ordered” or ranked like threads in the fabric of production lines. Refined and empowered by the Victorian commercial culture, with its patriarchal power structure and strong links to Prussian military organization, the culture of the order-giver leader reached its zenith in the United States after World War II. During the post-war years, many U.S. firms were like the ocean plowing through the line of relative calm seas, their leaders, like the captains and co-line, running things by getting orders from superiors, giving orders to subordinates and ensure that these orders were carried out. But today, with competition increasing dramatically, with the volume and speed of propagation of the information, to pyramid companies giving flattening, leaders need skills not like the ocean liner of cockpit but the white water canoeing. Order leadership founders of authority, where the lines are blurred, information proliferates, markets rapidly evolving and highly skilled and educated. A new type of leadership, a new vision of leadership that was needed – leadership based on the principle that the leader has no further requests to go over them, but is creating an organizational environment in which to go soon. This new address is: 1. Motivation. 2. Based on the action. 3. Results. Motivation: Leaders do nothing more important than get results. But leaders can not get results. They need the people they lead to results. And the best way to obtain results is not for them but to motivate them to take action that produces results. However, the English language misconstrues motivation. English describes the act of motivation as something a person does to another person. Leaders can not motivate anybody to do anything. We communicate – to motivate the people. They motivate themselves. Only they can motivate themselves. Motivation and motivates people are the same. We engage in the new direction as we recognize that we are motivating people to achieve results only when we have created an environment that actively motivate themselves. Based on the action: A key aspect of the new management is in the first two letters of the word motivation. Those letters – “mo” – are also found in the word “movement”, “momentum”, “engine”, “mobile”, etc. The words denote action – physical action. The motivation is not what people think or feel but physically doing so. To participate in the new leaders, leaders must constantly be challenging others to take physical action that leads to results. Results-oriented: Motivated people are useless for a company. People taking action are useless for a company. Only those who get results are useful. The thing is that people are motivated and action are more likely to get results. Leaders must have a passion for achieving results. Not just results – but more results, faster results. That must permeate the culture of your organization with a spirit more results faster. It is clear that many leaders have called a passion for results. But for the new leadership, how people get results is as important as getting those results. To get more results faster, the leader of the demands for people to run faster in the organizational gerbil wheel. But there is a limit to the speed and people can work hard before they burn. The new leader, however, recognizes that to achieve more results faster on a continuous basis that people can not simply speed up, work harder, and be strict controls on shirt. Must renew their spirit and energy. Should slow to develop and employ powerful processes, and must lead others to challenge the results. The new leader of the effectiveness is not measured by his actions, but by the effectiveness of leadership that he / she challenges others to join in. The recent emergence of interlocking global markets has stimulated a new vision of world trade, an overview of a single field. Leaders must adapt their business to the demands of that vision. However, a new vision of leadership has not emerged. Stuck with an outmoded vision of order leadership, today’s leaders are not taking advantage of the wide range of opportunities available to them. When they begin to establish a leadership that is not an end but is driven rather than motivated, action-based and results-oriented, the world can not win a path to your door, but more importantly, beat the door of roads in the world. |
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Published 10th Feb 2009 Posted by admin |
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Permission to reproduce: This article may be published in newsletters and on web sites provided attribution is given to the author, and apparently with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.com
by Brent Filson Each operates from a hitch in the army, I have been Naggar in the issue that has been hanging around leadership since time immemorial: How can some leaders persuade people to believe in them and follow the leaders and not others ? But it was not the military that provided me a framework to answer that question. It was Albert Einstein and his quest for the unified field theory of the universe. Einstein is well known for his theories of special and general relativity, two of the crowning intellectual achievements of the 20th century. But what is less known is a great search that took about 30 years – and ultimately not in. That was his quest for a unified field theory of the universe. And it was a mission that inspired me in my small way, to find an answer to the question of leadership. Einstein ’s special theory combined space and time into a single concept known as the space-time continuum. He spent the rest of his life, not to develop a unified field theory that incorporates gravity in the electromagnetic field. But it was not his attempt to resolve the conundrums of physics that inspired me. It was his attempt to unify the great forces of the universe that is so convincing. Just as there are major forces driving the activities of the universe, I am convinced that there are major forces driving the activities of leadership. If we are talking about small or large organizations, organizations of butchers, bakers and candle makers, the same forces of leadership – leadership laws, if you will – apply. Or at least that I was my theory, that was my mission: find the laws of leadership, if it really exists, and then show how these laws can be applied at any organizational challenge. In summary, we have a “unified field theory of leadership.” I will not go into details of how he came to develop the theory – that only after a search of several decades, working with leaders of all kinds, I developed what I call the Unified Field Theory of Leadership Success. I’m certainly not great unifying concepts such as gravity and electromagnetic field, but my theory, in its small way, has helped many world leaders to increase the effectiveness of their leadership much higher levels. Here then is the Unified Field Theory of Leadership Success. It’s not magic powder to transform into a great leader. PoleStar is a place to guide and help you strengthen your leadership and communication efforts. The UFTLS is expressed as a series of four proposals. – Business success happens when people get results. Obviously, this is not a strange UFO-like concept. On the contrary, it is a BFO – a blinding flash of the obvious. But obvious or not, is ignored by many leaders – many leaders. Too many leaders are focused on enabling this group of drivers, quality initiatives, reengineering projects and programs to reduce costs – at the expense of the people should encourage drivers. For example, I know a company that is dedicated to the fourth major restructuring in the past half dozen years. Three of these initiatives have failed, mainly because the man ignored / leadership aspect. In fact, I propose that the new initiative is doomed to failure as well. It is obvious why: instead of being driven by strong market strategy, strong products, or a vision of market leadership, this new restructuring is driven by a new system! Officers are restructuring the company mainly to a better use of this system, not the people to make better use of the results. I daresay that the light can be seen to be at the end of the tunnel will be actually be part of a search for survivors. -Leaders do nothing more important that people get results. Another seemingly obvious. However, when I talk to leaders around the world and ask them, “What is the most important thing you as a leader? about 95 percent of them give every answer but this one. This is the only correct answer. Understanding the power in the apparent passivity of “having.” The leaders can not get results for themselves. Others who need help to get those results. Today, with speed, flexibility, teamwork and competitiveness are driving, control-freak-end leader and a tyrant to be micro management can not compete against the leader who can build and motivate teams to achieve results. In short, the leader who can “have” to get other results. -The best way for people to not get results, but to motivate them. Targeting the leadership, motivation is another concept that is misunderstood by many leaders. If the wrong concept of motivation in the world how we can motivate anyone to do anything? Here are the four “eternal truths” of motivation: A. Motivation is not something people think or feel but what they do physically. Only when people can take physical action in which truth is defined as “motivated”. B. Motivation is not something that anybody can do. We as leaders can communicate. The people we want to motivate must motivate themselves. The motivatee and motivation are always the same person. C. The motivation is driven by emotion. In fact, the words emotion and motivation comes from the same Latin root, meaning “move.” When we want to move people, motivate people to take action, we engage their emotions. D. Motivation happens best when it is activated by face to face speech. We are leaders, and only when the people you are leading or driving. Let’s throw the old concept of leadership. This concept is based on the idea of “followership” – successful leaders who have people to follow them. Baloney! Today, the speed and extent of change in the market demand a new vision of leadership, leadership that can not only cope with that change, but actually speeds it up and make opportunities for her. That vision is the fourth proposal. How many times have we heard this apparent praise, “They’re such great leaders, can not be replaced!” Under the terms of the dynamics of the new leadership, the “irreplaceable great leaders” are really poor leadership to be gone! If the leader’s role is to produce results than others, then the best way not only to motivate them but to motivate them to lead others to achieve those results. When we challenge our leaders actually lead to change their world and ours. Only then will lead us well. These are the four proposals for the Unified Field Theory of Leadership Success. Einstein failed in his quest for a unified field theory, but the success or failure of this theory of leadership rests with you. Put it into action. Guided by his ideas, develop strategies, processes and leadership skills. When it does, we can not promise that it will develop an e = mc2, as revelation, but will start on the path to becoming a better leader. Since the four proposals envisage the definition of the differences between the leaders. These differences are not as great as the differences between gravity and electromagnetic fields, but can help you make it very simple, down to earth as their career, any career that is based on the lead. |
