How are your actions as a leader interpreted by those you lead? Are you deliberate with what you do, your mannerisms, your physical instruction? And importantly, how is what you do in concert with those you lead? Without a willing team you will not be able to create the music you and your team are capable of.
Some may think he is irreverent, I think he is fresh and exciting. To design an organisational structure where employees can have the same power as the board members and where leaders are assessed every 6 months by their subordinates to determine if they should remain their leader? In this TED talk, Ricardo Semler outlines how he has done this with great success over the past 30 years. He explains how it has helped create wisdom in people and freed up their agency through the power of Choice.
No leadership truly exists in isolation of its context, and in the case of organisational leadership, leaders are influenced by and exist within the culture of the community the organisation serves. Leaders wishing to lead effective organisational cultures need to understand that they do so in the context of a bigger culture they are in.
If you are a leader, and you are leading some form of change either in your team or including or leading change across you organisation, ask yourself how much time is dedicated to putting people first, in the process of understanding and implementing transformative change. If you forgot the people, you can forget the process – it won’t stick long term.
If you are a leader, how do you care for others at work? How are you cared for? Leaders must understand how they help shape a culture of caring and support, where it is the norm to be supportive and create trust in a team.
When expressed in the extreme, positive leadership traits can become dark and overbearing. It can happen slowly, subtly, and without realising it you can damage the team culture and spirit. The more leaders can be aware of the possibility of expressing their darker side, the more likely they are to notice when it starts, and to choose to change their actions accordingly.
Taking courage to lead others is mainly an individual endeavour, but how can leaders enable their colleagues and teams to prepare for change and develop their own courage, especially for change they do not know is coming their way? How can leaders help overcome the impact of their courage, on others?
People bring their whole self to work, not just their personality. Aligning the right people to the right job requires leaders understand this reality.
How do you lead a team that draws on different values and move them collectively towards an end goal? Most often, it is through identifying shared values.
Being an effective manager in any job – be it a manager of people, yourself or resources – requires a conscious effort of application of knowledge and tactics that have been proven to be effective.