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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. Creativity and Innovation Management :- Thought Leadership By Kal Bishop Leadership is only sustainable when leaders consistently come up with good ideas – when they are dependable thought leaders. It follows then that leaders would be more effective if they knew how to manage creativity and innovation.Some of the tools for effective creativity management include:a) Develop the brief. Formulating a brief helps i) induce the problem solving state of mind, ii) creates structures with boundaries and limitations within which experimentation can take place and iii) enha… 2. How to Turn a Difficult Meeting into a Positive Meeting By Alan Boyer Have you ever heard someone offer a positive idea in a meeting and nearly everyone around the table shoots it down immediately? There seems to be more reasons why it can’t or shouldn’t happen than in ways to make it happen. Many times these meetings become downer meetings, spiraling downward toward failure, and everyone leaves in frustration.Does it seem that your meetings never accomplish anything?Stop fighting the negative and use the negatives to drive toward the positive. Dr. Bluma Zeigarn… 3. Overcoming the Document Tracking Challenge By Joe Miller “Where did it go? It was here yesterday. Wait. Here it is. But it looks a lot like the draft I just sent my team members yesterday. I don’t remember when this change was made. Who made this change? Why is document tracking so difficult?”We have all seen it before. Desk space is being invaded by papers and drafts of rather important information that is in a rather unidentifiable order. When it comes to information, businesses know that time is money. Businesses do not want to spend money for ho… 4. Meaningful Diversity: Creating Cultures of Inclusion By Susan Schutz In the fitness room the other day, I caught a glimpse of a movie trailer on television. A father spoke very open-heartedly with his son about his work as a fireman. He acknowledged the fear that welled up in him when he looked into a small, dark room filled with life-threatening heat and flames, and described the instinct to run in the opposite direction.He had to pause in a safe hallway and assess the situation, the father explained, consciously remember why he had chosen his work – a… |
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