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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. Managing Client Relationships By Christopher David Managing Client Relationships: Even the best run organizations occasionally run into difficult situations with clients, consultants, and vendors. Often times it is not just a business process that has gone a-rye, it is the relationship of the people managing the situation. So how is it that we manage difficult problems and how is it that we coach all the members of our organization to manage crisis to their (and their company's) advantage. Here are some helpful tips:Treat everyone (clients… 2. A Journey of a Thousand Miles By George Ebert You can’t build a reputation on what you are "going" to do. Henry Ford Everyone procrastinates in their own way. For some, procrastination results from the belief that there is always one more bit of information that will really make the case¯or, conversely, really undo the case. They resist taking action for fear that they’ve missed something vital. They become paralyzed by data gathering, reporting and endless analysis. On the other hand, there are the visionaries. They dream grand dr… 3. Make a Difference - Sweat the Small Stuff First By Martin Haworth My background is in retail management - yes, running stores, from tiny ones you couldn't swing the proverbial cat around in, to huge three floor jobs. Yet there are some guiding principles which, like Giuliani did for New York, that make a difference on a smaller scale. Guiding principles which make a huge, possibly unseen difference to your customers and no less so to your employees.I'd like to suggest that, on the basis of 20% of the focus gives you 80% of the return, acting in just two area… 4. Executive Coaching An Overview By Dominick Borzomati Today the growing pressures of competition continuously fuel the demand for more effective business leaders. It is their responsibility to set the tone and style for the organization, for effecting cultural shifts to meet changing values and expectations. To accomplish this, leaders must themselves change and be prepared to continue to change.There is a common assumption that those who reach board level no longer need personal development; in fact this is seldom the case. Unfortunately, perso… |
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