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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. Why All Managers Are Alike By Robert A. Kelly Because, like you I suspect, they have key target audiences whose behaviors help or hinder them in achieving their organizational objectives.But even in their own best interests, too few involve themselves in their public relations effort to the degree they should.The result can be a PR program that overemphasizes things like special events, media relations or communications tactics, without a basic, realistic plan for delivering the key audience behaviors they need to succeed.I’m talking abou… 2. Learn to manage your projects with Project management training software <!DOCTYPE HTML PUBLIC '-//W3C//DTD HTML 4.01 Transitional//EN' 'http://www.w3.org/TR/html4/loose.dtd'> <html> <head> <title>Untitled Document</title> <meta http-equiv='Content-Type' content='text/html; charset=iso-8859-1'> </head> <body> <h1>Learn to manage your projects with Project management training software </h1> Project management training software describes in a very understandable way how projects should be managed and it is des… 3. Resistance - How to Handle It By Alan Fairweather Do you ever meet with resistance from other people - I bet you do! It might be a customer, a colleague, a member of your team or even someone in your personal life. Dealing with resistance or objections is one of the biggest challenges faced by business people; so let's consider why we get resistance and how we can handle it. I'm going to talk about customer contacts but the same rules apply whether it's a colleague or even someone in your personal life.Well there's good news and bad news - fi… 4. Keeping and Motivating the Best Employees By David Meyer Keeping and Motivating the Best Employees In "You Win With People" we talked about the need to hire the very best people to build your team. Now that you've done that the question becomes, how do you keep them, and how do you keep them motivated. Much has been written about Employee Retention and about Motivation. But most of what has been written has been written in terms of the average employee. In fact, if you are measured at all by your company in this area, it's almost always a measure… |
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