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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. Innovation Management: Radical Innovation By Kal Bishop Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are other useful definitions in this field, for example, creativity can be defined as consisting of a number of ideas, a number of diverse ideas and a number of novel ideas.There are distinct processes that enhance problem identification and idea generation and, similarly, distinct processes that enhance idea selection, development … 2. How Does Human Resource Management in the Workspace Effect Me? How often do you find yourself saying: 'I wish I knew how to learn more about this topic' Well, we were listening! And this article is the result. Today human resources management is opening up new horizons in many different offices around not only the United States, but the world. The reason for this is simply supply and demand. More savvy business owners -even of smaller companies, have understood the value of hiring professionals with experience working in HR. By doing so, and having HR rep… 3. Ten Top Performance Management Tips* Sadly, Performance Management has got itself a bad reputation. Dreaded by those on the receiving end and considered an unproductive chore by the manager, the value and benefits have been lost. But there is another way and here are Ten Tips to help. Talk to Your People OftenBy building a great relationship with your people you will bring trust, honesty and information. This gives you a head start in Performance Management of your people.Build Feedback InOn the job two-way feedback processes gets… 4. Learning Management Systems All of us should be familiar with what's happening with learning management systems (LMS). As organizations move away from a training mindset to a learning and performance culture, LMS will play a central role. The organization's LMS should be more than a training documentation system. In a recent article by LMS-guru Elliott Masie, Elliott listed the following expectations for a fully implement LMS: * a 'dashboard' for managers that highlights what their teams and individuals are learning * an i… |
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