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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. The Wheel of Success By David Ferrers Good sports coaches work on The Wheel of Success. There are four arcs to The Wheel of Success:1. Hard Work makes teams more Confident. 2. Confidence enables them to Win. 3. Winning is Enjoyable. 4. Enjoyment makes Hard Work easier.And so the wheel goes round and round and success comes more and more often.The point is that Winning starts with Hard Work.In this day it is fair to say that most business people work long hours. In many cases the hours seem to be exhausting and perhaps somewha… 2. 20 Questions To See If You Are Ready To Outsource By Steve Mezak Some companies are jumping into software outsourcing before they are ready. They hire a team, sometimes the wrong one, and then expect them to start producing software right away. In their rush, they skip the planning, goal setting and careful evaluation of how outsourcing fits into their organization.What does it mean to be ready for outsourcing? Is there a way to measure your readiness? Now you can answer a set of twenty questions on-line to get an idea of where you stand. The results will t… 3. The Case of the Vanishing Technology The Case of the Vanishing TechnologySee full color web version at:http://www.SeniorManagementServices.com/pvt-89-vanishing-technolog.htmlAre you vulnerable to this hazardous, expensive problem?============================================================The first hint of trouble...============================================================Here's a typical scenario.About 18 months ago, I visited a successful high-techcompany. Sa1es were down.But, management viewed the situation as temporary. Bes… 4. How to Leverage Your Strengths for Peak Performance By Dr. Robert Karlsberg Ask almost any business leader how to most effectively develop people and build teamwork and you’ll hear, “tap into employees’ strengths.” Yet when it comes to their own careers, many managers still focus the majority of their personal development efforts on shoring up areas of weakness.Sometimes this is due to well meaning critiques by superiors. Other times managers moving up the career ladder try to emulate those who have gone before.While all managers need to hone their communication and … |
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