Image : http://www.flickr.com
Have you ever wondered why some well-meaning people consistently and miserably fail in their attempts to lead others? You can occupy important positions and their titles can not be great expectations for leadership, but they seem somehow to deliver the goods when it comes to other really exciting and foreground. Instead, they are in power of their position, the opportunity to say something to someone and then expect to be done to bring others to know how histhey should. For these people, the leadership is largely a myth.
What is it that lies in the way of achieving the otherwise intelligent, motivated their full leadership potential? To find out, I had to ask my personal search for the national public a simple question. If you can tell your supervisor / manager is practical, he / she needs to know the leaders, what would it be?
The question itself is harmless. But the comments that arouses deeporganizational impact for leaders. Of the hundreds of responses I received from the outset of this research, I came to what I call the 20 Leadership Sins. "As you examine the list, check your prejudices and see if your actions silently sabotaging your growth leadership and development.
1. Clear lack of self-discipline.
Make no mistake about it. Followers are very attentive to words and actions of their leaders. From personal observations, followersdetermine what are truly important and acceptable behaviors within the organization. Wenn ist eine speichern Reinlichkeit Priorität erklärt, die nicht der Führer eines Aufrechterhaltung Arbeitsbereich geordneten? If punctuality is important, is the leader always where it should be, should it be?
2. With verdict Poor.
Some leaders lose their ability to lead because of temporary absence in court good. They act or speak before thinking. You decide the facts are in. in particularThey allow you to control the emotions of their actions.
3. Insensitive to the needs of others.
How did the last time a manager has asked you and the exemption for "personal business?" Did you mean secretly feel that they tried to take advantage of you? Have internally questioned their commitment to the corporate mission? Have you ever wondered, even for a moment, their personal motivations? Above all, how you react to this?
You said: "Jane, I'm not reallyto see how we can do for you now, with the show with us? You should try to make other plans. "Or do you have the answer a little 'more in tune with their needs," Jane, you know that there's a busy time, and you know better than anyone else that needs to be done before the fair. But if you need some time away, you can obviously do it. Please let me know what I can help you do it on purpose. "
You can be sure that your answer will follow Jane, ascarefully monitored, since their monthly sales figures. Where they show a concern for the meaning of your page, their relationship to you and, finally, against the organization, be different.
4. As too strict or too lax.
Dates of any kind can be fatal for ambitious leaders. Loosen the wisdom to know when the time comes "a" or "squeeze" is the key. Too rigid and supporters see as heavy handed and authoritarian. Too lenient and willfrustrated by the lack of structure. Work on the input of employees, if possible, maintain and manage the agreed structure, then by all those responsible for their individual behavior.
5. His cold, aloof or arrogant.
As any impartial observer could conclude, however, this attitude on the part of Heads of State and Government, to tell them from the disk, rather than drawing their followers. How can we reasonably expect our employees, our followers respond to them if our leadershipWe have made every effort not to let them know that we are there for them?
6. Doing Too Much Too Little and leaders.
Is often easier to do it myself! But this is not the duty of a leader. A leader must be able to show their followers that are willing to do what is necessary to help them, while keeping in mind the true responsibility of position. Remember, the successful leader is one who can do the work of ten followers, the successful leader is one who can get theAnnexes ten o'clock to work!
7. Promote the idea of nepotism.
If the truth were known, most of us would admit that you prefer. Our favorite people are those who usually constant makes our job easier. But there is a big difference between the favorites and showing favoritism. Every employee expects to be treated properly and fairly for their leader. We have always been careful to respond to these expectations.
8. Individual Trust betrayed.
It 'hard enough to earn the trust of another. And 'even harder to restore confidence if it is lost. Men and women of integrity. Do not make promises that can not keep. Confidential. And by all means, if you say to someone who can do something do it ¬! These critical tasks are the core of maintaining a high level of trust between leaders and followers.
9. Holding grudges.
A strong argument could be that grudges are the sameCancer management. Lingering resentment, are not addressed or dismissed in a timely fashion usually destroy the delicate fabric of leadership. Why? Fans are worried that their faults and shortcomings, including the year's first request, never truly be forgiven and certainly not forgotten.
10. Micro ¬ administration.
The leaders would do well to remember that there is more than one way to successfully complete most jobs. The process of continuous survey, questionsAnalytical, critical and guess every decision or action may be brought by supporters of a foreseeable end, "Well, lead, because you do it yourself" attitude.
11. The inability to think strategically.
The staff will be pleased to know that this is an organizational plan for the Master in which they play a role. If the leaders are not capable of the followers of this plan, communicate, or do not recognize the important contribution of their supporters, individual motivationlost.
12. Personal ineffectiveness.
The best leaders have learned the importance of surrounding himself with the situation, some trailers. During this period, historically low national unemployment, some argue that it is virtually impossible to find good employees. There is no doubt that there is a challenge. However, recognizing the best companies to be successful, you must eat for attitude and training for skills and not vice versa. They devote time andidentify the necessary resources and keep workers more suitable.
13. Unwillingness to adapt.
Let's face it. Not everyone thinks, acts, reacts and behaves in the same way. People are different, but we still work with them. The leader who makes a special effort to understand the differences among his followers, is that people tend to gather.
14. Reflecting poor attitudes about organizational policies and procedures.
He likes it or not,Attitudes and behaviors of followers are also showing a mirror image of attitudes and behaviors of their leaders. The leaders should not express their rejection or contempt for internal decisions, policies or procedures for their followers. If the concern expressed in public, make sure it is someone who has the position and power, adequately addressed the issue. Complain about the opening of a trailer or even your colleagues, unfortunately, may reduce any other way thanGuide to the status of whining dissatisfied.
15. Founders parameters are unclear or vague.
Some of the best leadership advice I ever received was simple and direct. An officer may not always be able to predict what their supporters do or say or think. However, workers should always be able to predict what their leaders do or say or think. As a result, the followers will be able to adapt and adjust their driving behavior. Simple buteffective.
16. Not suspended, if necessary.
This may be one of the most common stumbling block of effective leadership. Most of us dread conflict and confrontation. Avoid for as long as possible, hoping that the problem can be easily removed. This does not exist? Of course not. Usually the problem grows and festers during our period of indecision. The effective leaders act when they know they have.
17. Offers personal consultation.
My advice on personnelCouncil? Do not enter. His supporters could take it easy. If they do, and prove your Council should not be the wise lawyer who thinks they have found their new challenges to blame? There are enough problems associated with the more effective than a civil servant, without useless ones. Promotion trailers. Praise trailer. Pendants correct, if necessary, but can give advice to Dear Abby.
18. Too ambitious.
Our society revels in success stories. TheRags to Riches was inspired by Horatio Alger story for us all. But seeing too ambitious as a negative for your followers. Remember, there are two ways to get to the top. First, I regret to say, you can do climbing over people to get. They know that most of us, few people who have chosen this approach. However, dedicated leaders know that an alternative route to the top. You know you can get through there, too, are raised by humans. I ask which of the twoApproach is the more solid foundation?
19. Taking into account the performance problems (yours or others) to continue.
As Cavett Robert said, "The school is never out for the professional." We can not and should not be satisfied with average performance. Leaders must demand more of themselves before they can rightly expect more from their followers. Now use the time to service areas can be improved and identified. Then undertake to do so!
20. Allowing their positionDirectly to the head.
The power and position may be a combination impressive. When individuals are in positions of leadership and responsibility, one of two things usually happens. Or grow or swell. Growth is normal. Growth is good. Swelling on the opposite side is the first step before something bursts and rots. I think you get the picture.
Nobody said that the leader would be easy. Heck, if it were, everyone would. But now the responsibility lies with thethose of us willing and able to work in order to become a better leader.
My Links : Lecithin Merlot Chronograph Ball Peen Hammer
