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The responsibility of being an effective work leader is much more important than being an effective “manager”. Every effective manager leads first, and manages second. In my lexicon, there are two things the “person in charge of an organizational unit” does: the first is to lead the people; the second is to administer the processes that make up the work. I call this administrative activity the mechanics of managing…these are the activities of planning, organizing, controlling, report writing, etc., and of course the implementation of the technical work of the unit. These are critical activities and can never be ignored, but in my experience those managers who focus the preponderance of their time on the mechanics, ultimately do not succeed. They may achieve short term results, but they usually fail over time. That which is done “to and for” the people makes a work leader a long-term success, not what he or she does to administer the mechanics. Indeed, a manager with great leadership skills can sometimes be successful without being an effective administrator. I have worked for leaders like that, and they were great achievers. On the other hand, I have worked for leaders who were great administrators but poor leaders, and they were ultimately failures. Simply put: administration may be a necessary condition, but it is not a sufficient condition, for success; whereas, leadership may be a necessary and sufficient condition for success. My core premise is that if you are to be a successful work leader, your success will be determined not by how great an administrator you are, but how great a leader you are day-in-and-day-out. When the staff you are “in charge of” believes that you are a great leader, and when you are doing the seven essential steps, you will be a peak-performance leader who tastes the joy of success. The seven essential steps to work leader success are easy to remember through the mnemonic L.E.A.D.E.R.S.… Each letter represents the essence of a key principle for Peak Performance. L: Love – Friends Like but Leaders Love E: Expectations – Setting the Bar Sets the Tone A: Assignment – Square Pegs in Round Holes Never Fit! D: Development – The Good Get Better, the Best Excel E: Evaluation – Leaders Success by Making Judgments R: Rewards – An Organization Elicits the Behavior It Rewards S: Self – Work Leaders Must Lead Themselves For more information: www.deltennium.com/articles.php
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More Articles:1. Becoming An Effective Executive PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required. Mail to: eagibbs@ureach.com In his book, The Effective Executive, Peter Drucker pointed out that the effective executive is the person who focuses on making a contribution. This focus on the making of contribution … 2. Reward Your Employees with Travel Incentives By Sheryl Strasser Reward your Employees with Travel IncentivesMotivating employees, especially highly competitive employees like inside and outside salespersons and telemarketers, can be a challenge. Sure, everyone likes cash, but what if you could offer a incentive that was worth more than cash? That's what travel incentives are all about.What do you think would generate more excitement among your employees; offering $50 to the person who sets the most appointments in one day, or offering a 3 day and 2 nights … 3. How to Help Your Company Become a World Class Company By Michael Angier Most people think real change in an organization occurs as a result of top-level leadership. This isn't always the case.Oftentimes, it's someone within the rank and file who stands up and challenges the status quo. Remember the old adage, "If the people will lead, the leaders will follow."Years ago I was the säles manager for company with about 30 employees. The business was struggling, and a management consultant had been called in to try and get things back on track.In one of my meetings wit… 4. Employee Motivation: It’s More Than A Paycheck By Marcia Zidle Managers often ask, usually with exasperation, “How can I keep my employees motivated? I pay them decently. What else is there?”Offering competitive salaries is certainly important. But a paycheck is what helps people get to sleep at night, not what gets them going in the morning.What keeps them committed to come in on the weekend or stay late or go that extra mile is more than money – it’s the day-to-day ‘stuff’ like respect, fairness, recognition and feeling in control of their small piec… |
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