By Shimon Brathwaite, Business News Daily Contributing Writer
Traditionally, engaged leadership means involving everyone in the decision-making process. Ingaged leadership takes this one step further: Rather than simply giving everyone a part in the execution phase, ingaged leaders focus on gathering and using employee input in the planning and design of innovative strategies.
It’s important that leaders get employees involved in decision-making by allowing them to contribute ideas when the company is looking to incorporate changes, said Hackel.
After identifying what areas need to be improved, consult with employees who carry out the day-to-day activities. These employees will be the most familiar with the details of these problems and will be able to give insight on what causes problems, such as delays in processes, inefficiencies, etc. Continue reading
By Sammi Caramela, B2B Staff Writer
Being a leader comes with a host of responsibilities, including handling workplace issues and setting a good example. You’re often held to high expectations as the person in charge, and managing an entire team of people can be intimidating. However, no one is perfect. Here are eight common mistakes that many leaders are making.
Holding a position of power may be good for your ego, but it’s important that you and your employees know you’re not above your shortcomings. Leaders must not be afraid to recognize their own failures. Struggling with our mistakes helps us grow and makes us stronger. When employees recognize that failure is natural, even for leaders, they’ll feel more open-minded and confident.
It’s easy to let your feelings cloud your judgement. But in business, using emotions as the justification for a decision can be detrimental. When you’re making decisions based on emotion the team may understand the logic backing your choices. Therefore, they cannot trust your decisions. It leads to confusion, uncertainty of future roadmap plans or the validity of the decisions over time, slowly chiseling away at the effectiveness of the leader. Continue reading
It takes time to adjust to a new position at work, especially when you’re taking on a management role. Your responsibility is to guide an entire team to success; instead of turning to someone for supervision, you’re the person others turn to.
It might feel like you’re grasping at straws, but you’re not alone – many new managers feel overwhelmed. We outlined characteristics of a good manager.
Every manager should work on developing these four characteristics.
You want to be passionate about working with your team and encourage your employees to feel the same. While independent work is important, teamwork can establish a more welcoming, supportive company culture.
As a manager, you should focus on helping your employees progress – individually and collectively. Get to know your workers on a personal level so you can help them leverage their interests and talents. Find what works and what doesn’t.
If you want your team to take risks and contribute to projects, you need to make sure they feel comfortable doing so. Leading by example is a great way to achieve this. Just because you’re a manager doesn’t mean you can’t ask for help. Turn to your team when you’re at a loss. Start a conversation, and discuss their comments.
Every worker wants to feel valued. If they don’t believe their work is meaningful, making a difference in some way, they won’t be as motivated.
A good leader will form a connection between individual goals and company goals, reminding each worker why their job is so important. Show your appreciation for each member’s effort. Continue reading
By Nicole Fallon, Business News Daily Managing Editor
Some people seem to be born to be leaders. However, even if you have some features necessary to be a leader, people don’t simply become great leaders overnight. They must be developed through ongoing learning and training opportunities. If you want to invest in your company’s future through leadership training, here are a few key things to keep in mind.
Help them understand the difference between leading and managing.
If a leadership candidate seems more excited about being “the boss” who’s in charge of others, they’re probably not the best person for the job. Leadership is different from management. Leaders need to be interested in growing the skills of others, not just in delegating tasks or managing processes. Effective leadership coaching should include a focus on self-awareness and emotional intelligence, empathy, managing change, and the importance of mentoring others to be strong leaders. Continue reading
Leadership is critical to every company. Workers need someone to look to, learn from and thrive with. Every leader has their own style and strategy. Further, leadership styles and methods vary because of outside influences and personal challenges.
While leadership is unique to everyone, there are some common ways to define the term. Peter Economy, also known as “The Leadership Guy,” listed the qualities of today’s best leadership
According to research published in Harvard Business Review there are some common leadership styles: Continue reading
The bureaucratic leader (Weber, 1905) is very structured and follows the proceduresas they have been established. This type of leadership has no space to explore new waysto solve problems and is usually slow paced to ensure adherence to the ladders statedby the company. Leaders ensure that all the steps have been followed prior to sending itto the next level of authority. Universities, hospitals, banks and government usuallyrequire this type of leader in their organizations to ensure quality, increase security anddecrease corruption. Leaders that try to speed up the process will experience frustrationand anxiety. Continue reading
The recent financial turmoil has gone by several different names; the ‘Recession’, the ‘Credit-Crunch’ or the ‘Financial Meltdown’. What is consistent however is the scathing view of the broadcasters and politicians of the business leaders who ran the financial institutions that either collapsed or required government cash injections to remain operational. For example, the financial products division of AIG (American International Group) was led by Joseph Cassano, who made big bets with AIG’s reserves on the worthiness of mortgaged backed securities – which increased short term profits but ultimately led to the destruction of the corporation.
At the heart of the criticism is their lack of governance over risk. This is the polite way of wording the accusation that many leaders were reckless with shareholder funds, and leveraged the financial institutions – gearing up the risk, in order to inflate their own bonuses.
Leaders Have High Energy Levels
Leaders must have plenty of energy, for themselves and for the group they lead. Leaders do whatever it takes, to get things done. People will naturally follow the high energy example set by leaders, and thus the group achieves its goals through enthusiastic work and determination.
Leaders Are Organized
Leaders are able to take a chaotic situation, and organize it. It helps immensely to be goal-directed and focused, as we’ve already discussed. Beyond that, it is important that the leader have the ability to manage complexity and juggle many different priorities. That’s why the art of juggling (throwing three balls or other objects in the air) is sometimes taught at leadership seminars. To successfully juggle three objects, one must learn to pay close attention to one object at a time, without completely ignoring the others. Successful leadership is similar. Leaders must be able to focus on specific issues, while considering them in the context of all the group’s other issues. Continue reading
As leaders we live in a learning rich environment…
…but that doesn’t necessarily mean we are learning.
It is easy to think that we’re learning as we go, but in reality we are often just gathering experiences and extracting little in the way of lessons. Learning requires intentionality, and if you don’t make it an overt objective in your journey, it probably won’t happen consistently.