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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. Lead by Example - 11 Benefits to your Business By Martin Haworth How you run your business is, of course your business. A little focus from your end will dictate the way your people act and behave. So the onus is on you to show the way.Why does this matter?If you create a style of working within your organisation which is able to get the very best from your people, you will have a vibrant business, your people will develop beyond their (and even your) expectations and above all, you will enjoy your work and success more than ever before. Try these elev… 2. 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 … 3. Business Knowledge Management By Lucas Rodriguez Cervera In the last few years a lot has been written about Business Process Management, and about technologies supporting it such as BPMS, SOAP and Web Services. Most of these theories, tools and techniques refer to processes of a highly structured nature.Typically, BPM theorists and practitioners have focused on highly structured processes, like back-office processes of industrial or administrative nature. These processes are highly standardized and repeatable, produce a consistent output and are lik… 4. Creativity Management and Motivation Management By Kal Bishop Creativity and motivation are positively correlated. The more motivated an individual, the more likely he or she is to engage with a problem and expend energy generating ideas.The first rule of motivation management is to ensure that you have the right people on board. The right people should already be motivated – the trick is to not de-motivate them.The second rule of motivation is to differentiate between intrinsic and extrinsic motivation.If people are intrinsically motivated, satisfaction… |
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