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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. Where Else in Your Business Do You Accept a 60% Failure Rate? By Roger Harrop I recently surveyed CEOs and Business Leaders of large companies and small, profit and not-for-profit, and I asked just them just one question: 'What is the single biggest factor that you believe will inhibit your sustained profitable growth into the future?’ A, perhaps, surprising 37% responded that it was people - the recruitment, motivation and retention of people that was the biggest factor.So let’s address the first one - recruitment.I see many, many businesses through a year from the ve… 2. Top Ten Tips About People Management By Martin Haworth To get the best results you have to be very good at Managing People...and it's not as hard as you might think. Here are the secrets of the very best managers:-The best at Managing People... Manage!They focus on getting their people to deliver the key activities and don't attempt do too much themselves. The best managers delegate widely, using the ethic 'Ask for forgiveness, not for permission' to free their people from blame or wrongdoing.Build the Best TeamsLeveraging the exceptional talents … 3. Six Sigma as a Way to Develop People By Joseph Peterka One of the many benefits of Six Sigma is how it helps to develop people. The dual processes of Six Sigma training and Six Sigma projects cultivate excellence in not only product quality and financial savings but also in the knowledge, confidence, and quality of the people in your organization. People are, after all, your organizations' most valuable assets. To sustain and continuously improve, an organization needs to develop its people. Six Sigma helps to develop your people in two areas: it … 4. Reduce Flying Stress While on Business Trips By Mark McGregor Flying for business trips adds stress to any businessperson. One of the greatest fears for most people is flying. With the recent Air France crash at the Toronto Pearson Airport, some flier’s stress may be at an all-time high. However, it is possible to practice stress management solutions while flying. Hamilton-based Mark McGregor, who is a stress management trainer and consultant, believes that we should use our HEADS (Humour, Exercise, Avoid, Delegate, Seek) to manage our flying stress. Mar… |
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