Building Leaders in Your Organization
Business owners direct what kind of leaders their organization creates. The leaders we produce will in turn affect our operational efficacy as well as staff morale and productivity. Take a moment to assess what leadership means in your organization by answering the following questions.
1. What model do your leaders base their leadership style on?
2. How do staff members view your leaders?
3. What are the key skills a leader should possess?
4. How do the leaders in your business motivate their employees?
5. What leadership areas do you need to strengthen?
6. Are your leaders proactive or reactive?
7. What is staff morale like in your company?
8. Do your leaders make your life easier or harder?
These eight areas will give you an idea of what your leadership looks like. Take some time to carefully think about these questions and it will provide you a starting point for creating a vision that will guide the leaders in your organization.
Regards,
Guy Farmer
Leadership Trainer
1. What model do your leaders base their leadership style on?
2. How do staff members view your leaders?
3. What are the key skills a leader should possess?
4. How do the leaders in your business motivate their employees?
5. What leadership areas do you need to strengthen?
6. Are your leaders proactive or reactive?
7. What is staff morale like in your company?
8. Do your leaders make your life easier or harder?
These eight areas will give you an idea of what your leadership looks like. Take some time to carefully think about these questions and it will provide you a starting point for creating a vision that will guide the leaders in your organization.
Regards,
Guy Farmer
Leadership Trainer
Tags: business, coach, coaching, development, human, leader, leadership, resources, trainer, training
Comment
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Comment by Ben Simonton on May 7, 2009 at 3:29pm -
Guy,
What should leadership mean? That's a great question. And to where do we want to lead them?
Do we want them to be extremely productive or unproductive or somewhere in between? How about highly creative or uncreative or somewhere in between? How about the same for innovative, industrious, truthful, persevering, respectful, courteous, knowledgeable, trustworthy, etcetera, etcetera? Obviously, we want their performance to be at the high end of the spectrum for all of these. That would be managerial nirvana.
Now let’s look at their state of mind and its effect on their performance. Would they tend to perform at the high end of the spectrum better if they have very high morale or very low morale or somewhere in between? How about if they feel a very strong sense of ownership of their work or no sense of ownership or somewhere in between? How about having great pride in their work or no pride? How about if they are convinced that they are very highly valued by their bosses or not valued at all or somewhere in between? How about the same for commitment and motivation? I assume that the choice is obvious.
Managers can’t make effective use of their financial resources by wasting them on frills. Neither can they make effective use of machines without caring for them properly with routine lubrication and a host of other actions. Is it any different for people?
From the simple analysis above, it should be clear that managers can only make the most of their human resources if those employees have very high morale, a very strong sense of ownership, a very high level of commitment, and very high motivation.
But can managers actually “lead” their employees to be this way? Can managers actually be held responsible for their employees’ morale, sense of ownership, and level of commitment and motivation? According to my experiences in 30+ years of managing people, as few as 22 and as many as 1300, the answer is a resounding yes.
So just check a leader's people and one will know how well the leader is leading.
Best regards, Ben
Some articles at
http://www.bensimonton.com/articles.com
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Comment by Kelleen Griffin on May 3, 2009 at 7:42pm
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Hi Guy,
Nice post. Reflective and helpful. I very much appreciate question #8. I use this with my clients all the time. Take a look at some of the article I've posted for my UW students: www.kelleengriffin.com
Be well, Kelleen
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