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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. Many CEOs Struggle With ADD Symptoms By Trish Pratt Many CEOs and other business people with Attention Deficit Disorder (ADD or ADHD) often struggle with difficulties around: Focus Organization Follow-through Distractibility Need for high stimulation Low tolerance of frustration Impulsivity Tendency toward addictive behavior Mood swings This list is not totally inclusive. There are many other symptoms that could be added to the list and ADD cannot be officially diagnosed by one specific assessment. Not all individuals with the above symptoms … 2. Business Opportunity - Leverage Your Employees! By Martin Haworth As a business asset, they don't sit well on the P&L statement. They aren't valuable like a piece of machinery, or an office block. There is no assignment of currency with which you can measure them. But living and breathing within the walls of your premises are the biggest asset you could think of - your people.Here's why...Your people are:- Your FaceThey are like a big advert on a bus or a hoarding. Whatever you want them to be - they are you, in whatever way they feel at the time. One slip… 3. What Every HR Manager Should Know About Hiring Productive Employees By Etienne Gibbs The characteristics of job applicants have a strong influence on whether or not they get hired. Their characteristics also indicate the level of their productivity. If you are about to hire employees, consider the characteristics listed below in checklist form. The candidates who possess them are probably the ones who will be readily accepted by your staff. This acceptance plays an important role in the team-building process and the productivity of the staff.( ) Appearance An applicant whose p… 4. Getting the most from appraisals - from both sides Does your organisation have one of those annual ‘occasions’ that few look forward to: the annual appraisal or performance review? How do you look forward to it? I wonder how people talk about it before and after? Are appraisals worth doing? If done properly – yes. If done poorly – no!!!Why have appraisals? When carried out properly they can achieve a number of benefits for all parties. The organisation, the manager and the appraisee can: establish current levels of performance, and the organisat… |
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