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Each entrepreneurial case begins with setting goals, benchmarks, determining where it should begin and where shall it go. Quite often we are faced with people who talked about the desire for career growth. But most people do not need a career, not the position of leader, and substitutes. The terms of success in any activity - this "may" + "wants". It is therefore important to determine what aspects related to human motivation and priorities are required to consider it as a future leader. Consider which of the leadership competencies can be adjusted, but it is difficult or long, which can not be changed and which are classified as easily generated and corrected. Model definitions of leadership is a superior professionalism of the individual in any area of industry, technology, science or business administration, the case begins with setting goals, benchmarks, determine where exactly we will move. Because if we do not have the "ideal model", we can not determine the "gap" between what is and what ought to be. These qualities are certainly commendable. The more often a manifestation of the initiative is due not so much a tendency to creativity than to the fact that the employee actually sick to work. However, the initiative can not be considered synonymous with leadership, in fact, putting forward the idea, the person does not intend to be responsible for its implementation. And vice versa: the leader does not necessarily have to show creativity and initiative, its mission was to support the pursuit of creativity from other team members. No wonder emphasizes the role of generator of ideas, which need not necessarily coincide with the role of leader. For example, an employee of one company often put forward new ideas aimed at improving the work flow. Almost all the ideas were reasonable, viable and clearly could give a big economic impact. The company's management almost always accepted and welcome. All would have been nice if management group to finalize and implement ideas to life is not charged the employee. She quickly lost interest in it put forward the same idea and began to get involved in something new, besides, was not a very good organizer, so the work of the project team, to put it mildly, not pleased. She was sensitive to recognizing and to negative evaluation. Since the work was not too good, she is very worried that reduced her motivation to exercise initiative. And that's the worst, the leadership has made the wrong conclusions: since the work of the project team has not led to expected results, initiatives have been recognized to be wrong. Thus, the company has not acquired a leader, but lost a generator of ideas, will ruin the desire to exercise initiative. All this could have been avoided simply by not mixing the two different competencies. In every company there are people sufficiently ambitious, striving for recognition, active and able to fight for this recognition. These staff members often act in meetings, manifest themselves in training and during the brainstorming sessions, and doing so quite sincerely. Often they are completely unwilling responsible for other and usually can not be leaders - it is more important to be seen, but not direct. In many companies, especially in the western, the staff are well aware that they constantly evaluate, analyze their potential and career opportunities. Unfortunately, often careers are perceived as a source of various goods (car, salary, status, bonuses, etc.). And they are little worried about what the leader of more responsibility, that he must answer not only for themselves but for others. Forgetting about the cones and mindful of the stick, these people tend to impress the leadership and thus get what you want. Amusing to observe how often increases the activity of some participants when the meeting during brainstorming or training appears someone from leadership. They begin to speak on any matter, seek to assume the role of the organizer. It is clear that the motive of such actions is the desire to show himself. Observe the behavior of people imperceptibly, and you'll be able to separate the desire to "be" from the desire to "feel". This is perhaps one of the most common mistakes. Indeed, very many qualities which ensure success in the individual professional activities, are necessary and leader. But remember that the head - it's a profession, the same as the financier, marketer or seller. And the profession that requires not only and not just the ability to understand the specifics of business processes as management skills of people. Not so long ago I spoke to chief financial officer of one company. She talked about a very interesting projects related to the implementation SAP/R3: «Project in full swing in front of me enormous challenges ... And they all go with your stupid questions and distract me from the case. " You understand who they are? Of course, slaves. Undoubtedly, the heroine of this episode - a very strong professional, but is it the head? This situation is similar to the previous, the difference is that we are not talking about choosing a candidate for the leadership post, but his positioning. In some companies approve and even require the head of the unit is not primarily about the management and coordination of work of his subordinates, and the ability to perform duties of its employees. As a result, the head begins to assess themselves first and foremost as a professional for individual results, and only then as a result of his subordinates, and sometimes forgets all about them. Sometimes this results in competition with the head of his men: he is proud that copes with the job better than them, and consciously or unconsciously motivated to develop subordinates decreased.
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