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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. When Is Time Management Not Enough? A working manager needs more than time management. That old saying, “Dance with the one that brought you to the ball,” came to mind as I received a reality jolt recently.Let me share with you that jolting insight. I was in transition away from managing several groups of technicians and professionals to more personal hands-on production management. My self-image and reputation lead me to assume that simply putting in the same hours in my usual efficient manner would do the trick. So, I continued … 2. Cultural Awareness - an HR Perspective By N. A. Johnson The use of cultural awareness training has increased rapidly in the majority of global companies over the last decade.My experience working in global companies in which effective cross-cultural functioning was critical, involved the devotion of considerable time and energies to ensuring that cultural training needs were identified and accommodated as necessary.This commitment to bridging cultural gaps represents a perceptible shift in attitudes amongst British company global thinking. This is … 3. Dissenion Down On The Cubicle Farm By John Alquist How content and satisfied are American employees? Not very!According to Corinne Maier, a psychotherapist and author of “Bonjour Laziness,” corporate cubicle inhabitants are anything but tranquil and joyous. These natives are truly restless.This French writer quotes a Gallup study of employed American professionals showing that:1. Some 17% claim to be "actively disengaged" in their jobs, close possibly to acts of sabatoge, some rather subtle.2. And 54% claim to be "not engaged" in th… 4. How to Hire the Right People By Lorraine Pirihi One of the biggest challenges any business owner or manager has is hiring the right people. I've recently discovered a simple, inexpensive yet very effective way which will help you get it right. This week I've asked Nathan Chanesman, Managing Director of Myprofile Pty Ltd. to please explain…"Without quality employees who share your vision and work ethic your business is not going anywhere.So how do you find the "right" employee?We've all experienced hiring the "wrong" person. It's a nightmare… |
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