Archive for the ‘inspiring staff’ Category

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Survey Finds Strong Leadership Still Lacking in the Workplace

Wednesday, January 27th, 2010

With sound and effective leadership in today’s economic climate more important than ever I am astounded that I still read survey results such as the one below.

‘Jan. 26 2010 PRNewswire/ — According to a recent national survey by Lee Hecht Harrison, the majority of workers in the U.S. find their bosses likeable, but feel the management within their companies have room for improvement.’

Well that’s a “no brainer” of course and I guess it will always be the case however their next statement gives a little more insight.

“When asked to rank which qualities their boss best exhibited, likability took the top spot among U.S. workers, followed by leadership, honesty, fairness, patience and loyalty. Although leadership ranked second, just less than half of workers polled (49%) thought their managers exhibited strong leadership skills – a sobering data point reinforcing the need for renewed focus on leadership development.”

I have seen in many countries the problem of bosses wanting to be liked. To be honest if you are an individual that needs to be liked can I suggest you don’t take on a leadership role. You don’t want to be hated either however you must be respected if you are wanting to be an effective leader.

There are many aspects of to gaining respect however here is a short checklist.

Openness: let people know what you want from them and how you feel about their efforts

Competence: if you can’t demonstrate that you are a competent person you will never gain committed followers

Consistency: a measured and stable attitude to work and followers is essential if you are to reduce unwarranted levels tension and promote excellence

According to the website Bizcovering [and I agree] you also need to ‘Show courage in facing difficult issues even admitting own mistakes, maintain your vision consistently and involve everyone positively’. They go on to say a “most importantly. you need some mechanism for sustaining hope when things otherwise look sour.”

Another key survey finding uncovered: “Motivation & Mentorship Lagging: Only 24% of employees polled felt that their manager displayed motivational skills [I think they mean inspirational skill as I have explained in another blog post] and the same number noted that their supervisor failed to mentor and explain the choices made from an organizational perspective.”

**Link for direct page viewers return to main blog if you would like to read other blog posts on career and leadership success!

If you are looking to work for a more effective leader and need a change of jobs/employers take a look at the free blank resume form!

Finally can I suggest that again the central problem is poor communication skills. I have written many posts on the need to communicate well as a manger, the difficulties most of us have and some of the solutions available. Can I also strongly suggest that if you are a manger and not currently reading (or have never read) a book on leadership and/or leadership communication, best visit your local bookstore as soon as possible.

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Posted in building trust, career advice, communication, inspiring staff, leader selection, leadership, leading change, management, management leadership, success, vision | No Comments »

TRANSFORMATIONAL LEADERSHIP part TWO: A TRANSFORMATIONAL LEADER’S CHARACTERISTICS

Sunday, January 10th, 2010

Six central personality characteristics of transformational leaders seem to emerge from the prolific literature on this topic.

Creative

Hackman and Johnson (1991) state that creativity is “challenging the status quo by seeking out new ideas…” Managers typically concern themselves with status quo maintenance, but leaders move beyond status quo to face and deal with the future. Transformation requires innovation and fresh perspectives to enduring questions. Many managers I deal with think that they will never become leaders because they don’t see themselves as being creative. Remember creative thinking can be taught and creative thinkers can hired and good leaders can effectively use the creativity of those around them… if the have the wisdom to listen.

Interactive

Hackman and Johnson (1991) also suggest that an interactive leader provides better direction than a non-interactive leader. In order to meet the needs of the follower, the leader must take a posture of open participation with follower. They also contend ‘that interaction is central to putting leadership into motion’. Many other theories (and practical experiences) of leadership emphasize the need for (effective) communication in order to attain success. Remember though communication is not interaction its merely the conduit between individuals. The important issues are found in dictionary definitions… “acting in close relation with each other” or “affecting each others behaviour”.

ARE WE CREATING TOMORROW OR BANKING ON THE PAST?

Empowering

Empowerment is fourth aspect that Hackman and Johnson (1991) suggest is important. Empowerment is the ability to “translate intention into reality and sustain it [for the followers]” (Bennis & Nanus, 1985). B & N further explain that ‘empowerment is the reciprocal of power and that empowerment puts duality into motion’. In other words, power translates into empowerment and empowerment, in turn, creates more power. Without leaders promoting responsibility and displacing power, followers cannot fully achieve their potential. This as we know is a big challenge in some Asian cultures. The key is if you want to have a modern successful organization, you as a leader must address this issue.

Visionary

Perhaps the most elemental characteristic of the transformational leader, “more than anything else, transformational leaders communicate a vision to their followers” (Hackman & Johnson, 1991). Zorn (1991) notes that vision helps to rally action toward achievement of the goal. Leaders must not only speak the vision, they must also enact the vision for individuals and the organization. Vision sets the direction and it is impossible to get where you want to be without direction. Can you or you staff quote your company’s vision, (or your own for that matter). So much has been said about vision and its central role in business and success, any more here would be superfluous.

A VISION WITH POWER CAN CHANGE MEDIOCRITY INTO EXCELLENCE

Passionate

‘Transformational leaders are passionate in their commitment to task and people alike’ (H & J, 1991). Bennis and Nanus (1985) again elaborate, “like explorer and artists, [leaders] seem to focus their attention on a limited field – their task – to forget personal problems, to loose their sense of time, to feel competent and in control”. To transform leaders must have a strong commitment to their vision. Passion is essential for this strong commitment, without passion there is no real direction and vision is short-lived.

Ethical

One final notable characteristic is that of high ethical standards. Any discussion of transformational leadership must include ethics. Burns (1978) comments, “Leaders must effectively ‘connect with’ followers from a level of morality only one stage higher than that of the followers, but moral leaders who act at much higher levels relate to followers at all levels…” Blanchard and Peale (1989) suggest that a manager with strong ethical standards is armed with the ability to do the right thing all of the time. They further conclude that ethics must not only be the result, but ethics must be involved in the process of decision making. An effective leader must be committed to ethical responses to any situation.

ETHICAL BANKERS, ACCOUNTANTS, LAWYERS, CORPORATE EXECUTIVES AND POLITICIANS… NOW THERE’S AN IDEA!

Refs: Hackman, M. & Johnson, C. (1991) Leadership. Waveland Press.
Zorn T E (1991). Construct system development, transformational leadership and leadership messages. Sthn Communication Jrnl, 56 (3), 178-193. Journal of Leadership Studies in 1995

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form!

SUMMARY

Transformational leadership assumes that people will energetically follow an individual who has the ability to inspire them and who can use others natural motivation to strive towards a shared vision. A person to be a true motivational leader must in addition to having worthwhile vision show a willingness to excel and the competence do great things in a creative new way. Transformational leadership to be successful assumes that agreed tasks can be accomplished by injecting commitment and enthusiasm among the followers.

Transformational leadership adjectives: articulate, uplifting, passionate, caring, trustworthy, integrity listening, committed, serving, influencing, encouraging, charismatic, creative, innovative, empowering and confident.

Transformational leaders set an example and become a role model for their followers. Transformational leaders see their followers as individuals and treat them as such.

In light of recent events transformational leadership’s capacity to reshape social and physical relationships is more needed than ever. Perhaps it is time to destroy old way of living and make way for new one. Finally transformational leadership encourages people to surpass their current levels of achievement and embrace a dynamic and innovative way to approach our future at a personal, organizational and political level. The world currently seems to be crying out for true leadership, transformational leadership, at all levels of society.

One more time:

INSPIRING AND ETHICAL BANKERS, ACCOUNTANTS, LAWYERS, CORPORATE EXECUTIVES, BUSINESS LEADERS AND POLITICIANS… NOW THERE REALLY IS A TRANSFORMATIONAL IDEA!

Posted in change management, entrepreneurial management, inspiring staff, leader selection, leadership, leading change, management leadership, paradigm shift, vision | No Comments »

Leadership: Secrets of Becoming a Great Leader

Tuesday, December 1st, 2009

Leadership is about inspiring others to follow:

Old style leadership anagram

Despotic Anagram (old thinking)

Dictatorial & commanding
Evaluates rather than values
Suspicious and cynical
Power seeking & taking
Oppresses differences
Total control seeker
Intrustive & instructive
Cold and calculating

Nothing too inspiring about despots!

“THE WORLD THAT WE HAVE MADE AS A RESULT OF THE LEVEL OF THINKING WE HAVE DONE THUS FAR CREATES PROBLEMS THAT WE CANNOT SOLVE AT THE SAME LEVEL AT WHICH WE CREATED THEM” – Albert Einstein

So what we need is great teams leveraging on each others ideas and talents inspired by great leaders.

Leadership Anagram (new thinking)

Love of followers is demonstrated
Empathetic with individuals at all levels
Able to create vision & achieve the mission
Democratic decisions & communicates
Empowers & encourages others
Resilient, overcomes setbacks
Sharing, provides for followers needs
Hopeful, positive & future driven
Intelligent, uses the head and heart
Persistent, sticks to the task, never gives up

SO WHICH ONE IS MORE LIKE YOU? – (ACCORDING TO THE STAFF?)

The short wall sign you should put up in your office if you want to learn the formula to becoming a great leader!

A personal oath you can make to yourself if you want to become a great leader:

I will take a long term view, conceive and communicate a well thought out and positive vision that is tested and supported by an appropriate set of values

I will always be innovative and take care to effectively decide what is important and what is just clutter and I will actively promote that which is important.

I will readily elicit and accept help and will stay close and constantly listen to and consider the suggestions made by my key players.

I will strive with passion to build a team (rather than a group) where reward is linked to outcomes and continuous learning is the norm.

I will take care to see, recognize and celebrate the best that followers contribute and allow others to shine and share in the spotlight.

I will actively remember that now is the only time we ever have will always live in the present

I will ungrudgingly be willing to make personal sacrifices to actively ensure the best outcomes for my followers.

So do you really want a leadership role?

**Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form!

Leadership takes competence and confidence so remember:  “The most important words you will ever hear are those that you say to yourself about yourself when you are by yourself.” source unkown.

Ric (orglearn)

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Posted in entrepreneurial, entrepreneurial management, entrepreneurial organizations, entrepreneurship, inspiring staff, leader selection, leadership, management leadership, motivating staff, success, vision | 1 Comment »

What is Motivation & How to ‘Motivate’ Others “orglearn” Video

Sunday, November 1st, 2009

What is Motivation & How to ‘Motivate’ Others the first “orglearn” Video. Information on what motivation is really about, a plain talk start on really understanding motivation.

A four minute video presentation on motivation that covers the real motivational forces: craving, needs and wants and the desire to satisfy the tension created in all of us when these motivational forces or not satisfied and how leaders can use that fact to ‘motivate’ staff.

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Posted in career advice, ego states, inspiring staff, leadership, management, management leadership, motivating staff, motivation | 1 Comment »

Sound Advice from Jack Welch

Wednesday, October 21st, 2009

“The Economist” Magazine once described Jack Welch, the ex-boss of General Electric as… ‘the man who has some claim to being the world’s most successful manager of the past quarter century’. A few quotes I have collected over recent years may give us some insights into the issues we as managers need to consider;

‘the best big company’s try to think like small ones’

‘you have to destroy your own company to survive’

“it is a badge of honour to learn something here (GE), no matter where it comes from”

‘GE’s values – meritocracy, dignity, simplicity, speed (and)

a hatred of bureaucracy – if bureaucracy gets in your way, scream at it’

“Face reality as it is, not as it was or as you wish it to be”

“Be candid with everyone”

“Don’t manage, lead”

“Change before you have to”

“If you don’t have a competitive advantage, don’t compete”

“Control your own destiny, or someone else will”

”The idea flow from the human spirit is absolutely unlimited”… ”All you have to do is tap into that well. I don’t like to use the word efficiency. It’s creativity. It’s a belief that every person counts.”

”This place (GE) runs by its great people…the biggest accomplishment I’ve had is to find great people … and they seem to thrive here.”

“boundaryless behaviour” (defined as business behaviour that tramples rank and bureaucracy to engage every mind in the company in pursuit of the best idea)

“We have to get everybody involved. If we do that, the best ideas rise to the top”

“…an organization’s ability to learn, share that learning, and then act on that learning is absolutely the biggest competitive advantage that an organization has…”

“The competition is out there; it isn’t in here (GE) and getting an organization to look out there and not in here is the major thing that a large company has to focus on”

…from The Economist “At GE, JACK WELCH HAS ESTABLISHED A CULTURE OF CONSTANT SELF-TRANSFORMATION THAT OTHERS SHOULD EMULATE”… (Sept 18-24 ‘99)

Of course Jack Welch has his detractors…

(from http://money.cnn.com/2006/07/10/magazines/fortune/rules.fortune/index.htm)

Anti Jack View                                 Jack’s “assumed” View

Agile is best; being big can bite you.  Big dogs own the street.

Find a niche, create something new.   Be No. 1 or 2 in your market.

The customer is king.                         Shareholders rule.

Look out, not in.                                 Be lean and mean.

Hire passionate people.                      Rank your players; go with the A’s.

Hire a courageous CEO.                      Hire a charismatic CEO.

I particularly believe in and try to live by:

“IF BUREAUCY GETS IN YOUR WAY, SCREAM AT IT”… FOR US LESSER MORTALS…  I GUESS WE NEED TO LEARN HOW TO SCREAM WITH TACT!

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form!

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Posted in change management, coping with change, entrepreneurial management, entrepreneurial organizations, inspiring staff, leader selection, leadership, leading change, learning organizations, management, organizational learning, the customer is king | No Comments »

Four more Key Competencies for People Leading People at Work

Wednesday, October 7th, 2009

To round out this series on competence the four ‘final’ people oriented competencies defined through our teams research.

ORGANISATIONAL COMMITMENT

A) Understands and follows the organization’s ethical rules, policies and regulations and works actively towards its vision, mission, goals and aspirations.

B) Shows concern for the image of the organisation and talks positively about the company, its personnel, objectives and goals.  Helps and cooperates with others to ensure the best possible results.

C) Actively seeks knowledge about the organisation’s, values, systems, products and personnel and particularly the relationships of own work unit with other work units operations.

D) Is prepared to set aside personal priorities and willingly strives to achieve the organisation’s overall vision and mission in addition to his or her own work units goals, objectives and strategies.

LANGUAGE SKILLS (A MODERN REALITY)

A) Speaks and writes own language at a high level and can verbally communicate in at least one other relevant language at a competent level.

This is a minimum requirement however if individuals truly want to excel in the international business arena and globalized economy it will be reasonable to expect them to achieve B, C and/or D below.

B) Speaks and writes and fluently at least one other regional language/dialect.

C) Speaks and writes fluently at least one other appropriate foreign language.

D) Speaks and writes fluently in at least two other appropriate foreign languages preferably assuming English as “mother tongue” one Asian language (Chinese or Japanese) and one European language (Spanish or Russian).

AN EXPERT LISTENER

A) Is attentive.  Displays an interest in matters being discussed without being distracted by mechanical/electrical communication devices.

B) Asks appropriate questions and summarizes other points or statements to clarify meaning and confirm understanding.

C) Has developed skills of hearing, interpreting and understanding and is able to use appropriate gestures, body language and verbal responses to signal understanding.

D) Able to maintain attention for long periods and is able to avoid preconceived ideas and feeling about a topic or the message sender.

AN IMPACTFUL PERSONALITY

A) Has a high level of personal energy and a happy disposition and is readily listened to and respected by others.

B) Has a high level of personal confidence and presents a positive posture, bearing, mannerisms and communication styles.

C) Presents logical arguments soundly based on facts, knowledge and proven experience.

D) Is a recognised leader and or expert in his field and able to command respect amongst people of high calibre in both his/her own and other fields of expertise.

Competence modelling and development is one of my areas of expertise and I have only covered here (and in number of the past few article posts) the “people oriented” side of the equation. I have not posted on either the basic work/job competencies or customer orientation needs. If you need help with this type of analysis please contact me through the website.

ps For other blog posters: If you blog or post articles you can get paid for them, below is a great way to become your own media boss and make some money whilst increasing your blog or site’s exposure.

PyraBang has eyes on your media!

I’ve looked at a lot of stuff on the net however this is one of the best programs I have found! More bang for your buck as they say!

Ric-orglearn

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

pps: While you’re here take a look at the free blank resume form and perhaps you can insert some new competencies in your resume!

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Posted in career advice, communication, employment, finding managers, human relations, inspiring staff, leader selection, leadership, life skills, management leadership, success | 2 Comments »

OCC staff: Its not Me and Pauli its Pauli and I Interpersonal Relations and Leadership

Monday, October 5th, 2009

Yes well perhaps it just modern speech in the case of OCC staff… or is it maybe a verbal symptom of a very selfish attitude… me first, me first…

Three more desirable personal competencies for modern leadership, or for just being a better team member for that matter!

INTERPERSONAL UNDERSTANDING

A) Shows respect and concern for the beliefs and feelings of others and is prepared to accommodate those attitudes within the success operation requirements of his/her work unit.

B) Recognizes that individual’s abilities and capacities differ and makes appropriate allowances, assumes nothing, coaches where needed and permits different approaches to tasks without losing sight of the organization’s requirements.

C) Demonstrates the skill of a good listener and correctly interprets the message and seeks to understand the unspoken or partially expressed thoughts of others by asking for appropriate clarification.

D) Varies the strategies and communication styles to suit the situations and people involved and is able to accurately judge mood, character and capacity of those around him to ensure understanding and acceptance of his position and attitudes

HUMILITY

A) Acts and presents him/herself in an appropriate business manner (including dress and grooming) when representing the company and is not prone to making boastful and outlandish statements.

B) Shows respect for those with legitimate authority at all times and if is in disagreement with decisions uses tact and diplomacy to resolve issues.

C) Publicly acknowledges the contribution of others when being rewarded for good efforts, successes or results.

D) Is prepared to put the well being of colleagues, team and/or company before one’s own chance of reward.

INFLUENCE

A) Explains the overall vision and mission factors and big picture reasons and logic behind the decisions taken that affect others.

B) Directly persuades others by appealing to reason, data or the other person’s interest and motivation in a discussion.

C) Has undertaken relevant education or training or had experience that supports credibility and is able to associate effectively with own work group immediate superior and colleagues.

D) Able to have others make a commitment and take action by socialized use of the “five bases of power” and forms coalitions and networks to build support for ideas.

As for Paul Senior… perhaps you need some serious help!

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form! Now how would you fill out a resume if you were applying to OCC, which competencies would they be looking for?

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Posted in career advice, choosing managers, communication, ego states, employment, human relations, inspiring staff, leadership, life skills, management leadership, success | No Comments »

Three Leader Behaviours for Competent People Oriented Management

Wednesday, September 30th, 2009

DEVELOPS OTHERS

A) Creates and provides opportunities to allow staff to invest the appropriate amount of time to ensure personal development.

B) Uses the Performance Management System to cultivate and develop employee talent.

C) Actively undertakes personal development discussions with subordinates and encourages them to participate in appropriate learning activities.

D) Analyses individual strengths, weaknesses, plans and implements development activities. Matches people’s activities to developmental goals and bring out and expand individual potentiality.

DIRECTIVE

A) Gives adequate directions and inform requirements clearly without going into unneeded details.

B) Uses legitimate authority to refuse unreasonable requests and limit behavior of others to what they can or cannot do.

C) Insists on compliance to his/her instructions in order to maintain agreed set standards.

D) Willing to confront others openly regarding required standards of performance. Institutes corrective measures for non-compliance.

EMPOWERS OTHERS

A) Demonstrates confidence in others ability to accomplish given tasks and recognise people for their ideas and shares decision making with others in work group.

B) Encourages direct staff to own their jobs and rewards ownership behavior.

C) Offers help to the empowered person without removing authority.

D) Gives others the authority to determine what to do and how to do it.

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

Looking for a leadership position, look at the free blank resume form and include some of the competencies listed!

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Posted in career advice, choosing managers, human relations, inspiring staff, leader selection, leadership, management, management leadership, success | No Comments »

People Oriented Management Competencies and Working With Teams

Friday, September 18th, 2009

TEAM LEADERSHIP

A) Communicates clearly the team goals and systematically monitors standards and controls the progress of the team and individual members. Listens well to the opinions of members.

B) Leads by example by adhering to agreed rules, regulations and standards of behaviour in general and particularly those set/agreed by the team.

C) Uses sound principles of human relations to establish strong commitment among work group members to achieve team objectives. Maintains and enhances self-esteem of members and rewards good performance.

D) Understands the changing stages of team development and is able to fulfil the relevant roles of each stage. Encourages others to perform well by empowering them.

TEAM PLAYER

A) Supports team decisions willingly. Does his/her share of work, updates team members on group process, shares useful information.

B) Speaks of others positively. Expresses positive expectations of others. Shows respect for opinion of others by using reasons as basis for decisions.

C) Gets ideas/opinions from others to form plans, values input. Willing to learn from subordinates and colleagues. Takes action to increase co-operation among others.

D) Gives credit in public to those who performed well. Makes those who have performed well feel important. Resolves conflict and protects group reputation. Promotes friendly climate by providing situations for positive interactions and promotes a group identity.


TRUSTING and TRUSTED

A) Openly accepts instructions without an undue level of questioning. Readily accepts the advice of procedure/technical advice of qualified personnel in areas on expertise or legitimate authority.

B) Allows others to perform work without over supervision and follows up in an appropriate manner.

C) Looks for reasons to accept ideas/propositions by seeking relevant feedback rather than reasons to refuse without due consideration.

D) Believes in the organization’s commitment to his/her personal well-being and is willing to influence others to believe the same.

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

Thinking of changing jobs take a look at the free blank resume formit has resume example statements you can edit!

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Posted in communication, human relations, inspiring staff, leader selection, leadership, leading change, management, management leadership, success | No Comments »

Desirable Personal Qualities for People Oriented Managers

Wednesday, September 16th, 2009

Three more desirable qualities for those that want to excel at being people oriented managers or leaders:

RELATIONSHIP BUILDER

A) Communicates effectively with those around him/her.

B) Understands and practices the principles of good human relations.

C) Regularly contacts those people critical to his/her personal and work success.

D) Shows genuine interest in the well-being of others and knows how to achieve a balance between being determined and diplomatic.

RISK-TAKING

A) Willing to take basic decisions with acceptable chance of success whilst relying on past experiences, readily available information and company guidelines.

B) Understands own strengths and weakness in any given situation and demonstrates a willingness to go into unknown areas relying on past experiences.

C) Effectively analyses returns for risk potential and commits resources in the face of uncertainty for better results.

D) Able to evaluate situations from different angles under different scenarios over the longer term and convince those in authority to take calculated risks to achieve higher potential outcome.

SELF-CONTROL

A) Resists the temptation to digress from task in hand and can remain focussed.

B) Absorbs heavy work pressure without adverse effects on his/her work performance.

C) Able to cope in the face of uncertainties and takes criticism about performance in stride.

D) Maintains his/her calm and composure in the face of conflict within the work group and resists becoming involved in the escalating tension.

Ric (orglearn) **Link for direct page viewers return to main career success blog to check out other posts!

While you’re here take a look at the free blank resume form!

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Posted in career advice, entrepreneurial management, human relations, inspiring staff, leader selection, leadership, management, management leadership, success | No Comments »

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