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The Components of Effective Leadership
Leadership is about inspiration of oneself and of others. Great leadership is about human experiences, not processes. Leadership is stimulated by providing incentives to rule-breaking. However, such rule-breaking must be done cleverly enough to avoid getting caught in the act. Leadership is often more about serving than leading. Besides which, individuals and teams tend not to resist or push against something in which they have a strong involvement/ownership/sense of control.
Leadership is about inspiration of oneself and of others. Great leadership is about human experiences, not processes. Leadership is stimulated by providing incentives to rule-breaking. However, such rule-breaking must be done cleverly enough to avoid getting caught in the act. Leadership is often more about serving than leading. Besides which, individuals and teams tend not to resist or push against something in which they have a strong involvement/ownership/sense of control.
Effective leaders seek buy-in and are not guided by any need to order others. Effective leaders make recommendations and solicit feedback from the team. Effective leaders have no problem getting their hands dirty; they are not above the most menial job on the team. Effective leadership is the foundation of top organizations. It inspires and motivates others to conquer great challenges. It bonds the human spirit.
A leader may be have strong analytic thinking skills, personal integrity and the ability to work with ambiguity. However, if he/she cannot learn how to connect these attributes seamlessly to achieve results, then they are meaningless. Effective leadership cannot always be popular. Sometimes the effective leader has to cut some of the team loose despite his/her personal feelings about these individuals.
Thus, all leadership development is not worthwhile. The market is overrun with questionable program designs and management fads. Research show that the number of training programs approaches 4 million. However, trainees typically retain less than 15% of what is learned and the trainee usual returns working the same way. This may stem from two reasons: the trainee is afraid that new approaches to leadership will not be well received by his organization or the culture of the organization is not very open to change, despite encouraging their employees to enroll in leadership training courses.
Therefore, what is an organization to do? They should follow some simple common sense steps: organize and execute around priorities, think win/win: See life as a cooperative, not a comprehensive arena where success is not achieved at the expense or exclusion of the success of others.
Leadership is about inspiration of oneself and of others. Great leadership is about human experiences, not processes. Leadership is stimulated by providing incentives to rule-breaking. However, such rule-breaking must be done cleverly enough to avoid getting caught in the act. Leadership is often more about serving than leading. Besides which, individuals and teams tend not to resist or push against something in which they have a strong involvement/ownership/sense of control.
Effective leaders seek buy-in and are not guided by any need to order others. Effective leaders make recommendations and solicit feedback from the team. Effective leaders have no problem getting their hands dirty; they are not above the most menial job on the team. Effective leadership is the foundation of top organizations. It inspires and motivates others to conquer great challenges. It bonds the human spirit.
A leader may be have strong analytic thinking skills, personal integrity and the ability to work with ambiguity. However, if he/she cannot learn how to connect these attributes seamlessly to achieve results, then they are meaningless. Effective leadership cannot always be popular. Sometimes the effective leader has to cut some of the team loose despite his/her personal feelings about these individuals.
Thus, all leadership development is not worthwhile. The market is overrun with questionable program designs and management fads. Research show that the number of training programs approaches 4 million. However, trainees typically retain less than 15% of what is learned and the trainee usual returns working the same way. This may stem from two reasons: the trainee is afraid that new approaches to leadership will not be well received by his organization or the culture of the organization is not very open to change, despite encouraging their employees to enroll in leadership training courses.
Therefore, what is an organization to do? They should follow some simple common sense steps: organize and execute around priorities, think win/win: See life as a cooperative, not a comprehensive arena where success is not achieved at the expense or exclusion of the success of others.