All 5 entries tagged Leadership&Excellence

View all 17 entries tagged Leadership&Excellence on Warwick Blogs | View entries tagged Leadership&Excellence at Technorati | There are no images tagged Leadership&Excellence on this blog

March 29, 2014

Self–awareness

During the leadership development process, big attention is driven to the self-awareness. It means that it is not enough to understand the best or worst leaders and their characteristics, and either try or avoid to imitate them. It is also required to seek for the feedback. Feebacks from other people (followers) play a great role in leadership development process. For example, after collected feedback a leader can establish that his followers need more support. However, such assessments doesn't aim to make you a leader you are not, instead it shows you what should be done and changed in leader's behaviour for achieving maximum efficiency. This is what is called 'self-awareness'. People who are not offensed by critisism and negative feedback and those who understand the importance of such feedbacks, can achieve the greatest results. I also think that a leader should be self-critical, questioning himself. In this case he can be aware of the areas of improvement himself first than his followers, and change it. Moreover, me myself, I value negative feedback from people more than positive. Positive doesn't give you much information, it can be needed for motivation and assurance that everything is fine. Some people stop at positive mistakenly thinking that if they have so much strengths, they do not need to improve anything.But negative feedback gives you a better understanding of the situation and possible threats in the future.

“If you feel that everything's too damn okay, then it is just a sign that something is wrong ” .

-T.Beta

 


March 27, 2014

Leader–Followers.

One of the leadersip approaches that I considered in my PMA is transformational leadership. It is main focus is on leader-followers relationships as success driver. It proposes behaviours and traits that lead to the improved relationships as charisma, support, motivation. It also says that leader should understand the differences between different followers and chose communication techniques accordingly.

Indeed, first of all that we as leaders should do, is working on our relationships with followers. Without it there will never be a flow of information, trust in leader and job satisfaction by followers. Many managers confuse the word 'fear' with 'respect'. What I really think is that the initial mission of every 'manager' having new team should be building good relationships with followers. Surely, he should continuously work on them in order to keep it for the long-term. Also earning people respect and trust is essential for being effective leader. If people respect you they will follow you no matter how challenging the task is, yet suggest other ways if they do not competely agree with the leader.


March 25, 2014

Coaching for coaching.

Coaching in real life is not easy task at all. Mainly because it requires a coach- who is completely unfamiliar with company's processes- to help the company to become more effective. Successful coaching process starts with identification of needs and interests of a leader, his followers and the values of the company. Then the most suitable solutions and suggestions are developed.

However, in my opinion, every successful coaching should guarantee that after the coach leaves, CEO and top managers will be able to provide mentoring and support to their subordinates themselves on continuous basis. Here I don't mean that managers should bring radical changes without contacting consultants. Adversely, consultancy group can help them in choosing the right decisions. But leaders should be able to train and support their followers regularly by performing the steps of coaching mentioned before. By doing so they will guarantee the sustainability of success achieved with the help of external coach. Especially this is true when followers at some point lose their focus or feel confused or some of the elements of existing strategy are modified.


March 21, 2014

Servant leader: do we need to focus too much on followers' needs only?

During my research I was reading about servant leadership. This approach implies that leader's ultimate goal is his followers and he should put their needs and interests beyond his own. Literally this theory requires a leader to completely give up his own preferences and serve his subordinates. We have talked so much about the followers and the importance of satisfying their needs. But we should not forget that the primary goal of every leader is to touch the shared vision, yet with collaborating, motivating and influencing the followes. Surely, leader cannot be effective without his followers, but ,I think, everyone would agree that followers (no matter how skilful and professional) can fail without strong leader. And to be strong, leader never should deny his own ideas. I don't say he should only act based on own interests, surely leader should collaborate and come to a joint decisions. But very often followers need direction, and personally for me, if a leader doesn't have his own strong beliefs and opinion, I hardly will recognize him as a strong and effective leader. He should listen carefully to all, should communicate, but retain his own perceptions. It is just like parents-children relationships, the more parents "serve" their kids the more they get "spoiled". Indeed, they can become even more disengaged by this relation.

Therefore,in my opinion, being servant leader all way long and focusing too much on followers and their needs may cause adverse results.


March 17, 2014

Leadership theories. PMA reflections.

There are many leadership styles, theories, approaches. Each of them emphasizes one or more of the leadership variables (L, F, S). However, I personally think, when piking the most important and effective elements of one theory and integrating it with the others, leader can be more effective. There is not good or bad leadership theory that I found during the research. The thing is that their appropriateness is dependent on the circumstances the company faces and the variables that are in the priority at the specific phase.

I again thought that first of moral beliefs and values of leader, followers and the company (culture) dictate the choice of the leadership theory, so as a leader you should be aware of the needs and objectives of all of them. For some companies authoritarian style can be effective, whereas for others laissez-faire will lead to great results, but make the third company fail.


May 2022

Mo Tu We Th Fr Sa Su
Apr |  Today  |
                  1
2 3 4 5 6 7 8
9 10 11 12 13 14 15
16 17 18 19 20 21 22
23 24 25 26 27 28 29
30 31               

Search this blog

Galleries

Most recent comments

  • Interesting point on how the company can dictate what type of leadership you are. It is inevitable t… by Shujaat Alikhan on this entry
  • I think if you work for the NHS you will invariably admire what you do. The only real exception is i… by Sue on this entry
  • *prioritise by Fidan Sadikhli on this entry
  • Yes,Charles, agree with you! Life would be so boring without those "not urgent–not important" things… by Fidan Sadikhli on this entry
  • I have the same problem when it comes to being distracted and doing things that are not important or… by Charles Adjei on this entry

Blog archive

Loading…
RSS2.0 Atom
Not signed in
Sign in

Powered by BlogBuilder
© MMXXII