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| Leadership Information |
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Are You a Leader or a Manager?
President Ike Eisenhower once demonstrated the difference between leadership and management to his cabinet by putting a piece of string in a straight line on the conference table. He then asked one of the attendees to put his finger on one end of the string and push it. The string, of course, bunched up in an ugly bundle. He then asked the man to pull the string with his finger on one end. The string straightened up in a nice neat line and followed the finger across the table. "This", said Ike "is the difference between managing and leading." I love this visual example and use it often. Managing people is often pushing them to do what you want them to do. People resist being pushed and if you manage this way you usually end up with a chaotic organization. Leadership, on the other hand, is pulling people with you. When you pull people they usually follow and following the leader is what we really want out of our team. How do you get people to follow you rather than resist? The two words that will help you the most are Honesty and Integrity. Have a clear vision of where the company is going. As corny as it sometimes sounds, a good, clear and well communicated mission statement wouldn't hurt either. Encourage your staff to set career and personal goals. Let them know when you are proud of them. Be interested in how your team thinks things can improve and let them express those ideas. Mike Shannon is the owner of Shamrock Business Coaching, a coaching practice that helps business owners increase profits. You can visit Shamrock Business Coaching on the web at: http://www.ShamrockCoaching.com.
Leadership - Google News |
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And it's very flattering to be asked and can appeal to our ego. Too often people agree, feeling very honoured by the request, before giving the role much thought. There is a significant investment of time and effort required to be a good mentor. If you do agree to become someone's mentor you must realize that you have the ability to make a dramatic positive or negative impact on that person'these guidelines will help to ensure you fulfill your role well. The Three Essential Attributes of a Leader: (Part 2) Bringing Others to the Vision We need to engage our listeners and transform them into excited, willing and committed supporters of the vision - for the duration of delivery! Leadership: Seed or Fruit? Purpose: Learn immediately if you are fostering leadership or ignoring it. Discover the power of nurturing your people. Transformational Leadership "What is leadership?" When this question is asked most of the people answer "leadership is the capacity or an ability of a person to lead". Earlier theories of leadership viz. trait, behaviour and contingency theories explain the meaning of leadership from different angles. But all these theories spring from the point of view of leaders i.e. "How to control the followers?" Now-a-days the most recent type of leadership is Transformational Leadership theory which also theorises from the point of view of leaders but it attempts to transform the followers or subordinates into leaders. A Blueprint for Leadership - How to Be a Better Leader If you were to build a house, you would begin with a blueprint. This blueprint proves useful because it contains more than directions on how to build a house. It also describes the finished house. Learn How to Lead People "Who rules or guides or inspires others" Effective Leaders are (#2) Technical SET CLEAR AND REASONABLE OBJECTIVES FOR THEMSELVES AND OTHERS: Plan? Plan? Plan? Managers need to do their homework. Effective managers know that setting objectives, outlining the steps required to achieve them, and delegating tasks appropriately to each staff person are all necessary components of bringing a project to fruition. The development of a system that maintains these objectives (like a wall calendar) is a good sign of an effective leader and time manager. Any major projects should be time-lined backwards from completion date to incipience to verify how long they will take, and to create intermediate goals to keep the staff and management motivated. Managing Monsters in Meetings - Part 5, Dominant Participants While dominant participants contribute significantly to the success of a meeting, they can also overwhelm, intimidate, and exclude others. Thus, you want to control their energy without losing their support.
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