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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. Performance Expectations - 5 Tips and 5 Questions* People want to understand their role - they want to do well! So by being clear, really clear about what it expected of them, makes a big, big difference! And that improves performance as well as saving you time chasing others around to deliver what you want.5 Tips1. Be Clear - your people need to know what they are doing, both in terms of actions and the standards that you will be expecting. By being really clear, checking understanding and having it written down makes a big difference.2. Have … 2. Keeping Meetings On Track By Marcia Zidle We all have been in meetings with certain people who get our blood pressure to rise or just make us feel what a waste of time. Here are some of those people and hints on how you can maintain keep the meeting on track without coming across as a dictator or inept leader.Non-Stop Nora. Nora often begins on the agenda item, but then gets sidetracked on some other topic and is off and running. You think there is no really good way to tell her she’s off base and wasting everyone’s time without emb… 3. Managing the Human Resource Project By John T. Mooney We obtain strategic results by aligning HR mission, vision and values. The following overview highlights a macro approach to project management. Seeking a stretch assignment, such as ownership of a major corporate HR initiative, we lead our organization by example. Strategic project management affords an exciting and challenging opportunity to direct our futures and show case our talents.The VP of HR announces to the team that we must transition from a decentralized function to a centralize… 4. What is the purpose of Corporate gifts? Corporate gift giving is a form of marketing, branding, customer service, and employee recognition that is time honored and can certainly help to create loyalty.But, although it feels good to get a really great present! It can feel terrible to get a present that shows a lack of concern or consideration. This feeling is not followed by loyalty but instead, anger and resentment.Corporate gift giving, more so than personal gift giving needs to be done with great care and with the recipent in mind. … |
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