What is great leadership? Is it great client and staff relationships, the power of an authentic conversation, the establishment and continuous review of systems, the development of an outstanding strategy or the delivery of results?
In an ideal world skilful application of all these competencies, delivered with humility, contribute significantly to an organisation’s effectiveness.
Yet few of us are fully self-aware and fully skilled in each of these areas. With increasing pressure to deliver economic results it is unlikely that many online leaders holding positions identified as ‘leadership’ positions are likely to take the time and practice required to develop all the competencies that may give them the edge. Most learning will occur on the job through trial and error.
As status and positional power increase the leader may form a strong personal identity built around the power of their title and its associated material comforts. In our 25 years of experience we have observed that this may lead to a level of cynicism and resistance to personal learning, resulting in even less formal development activity. It may even appear at times that some ‘positional leaders’ see themselves as the “finished article.”
This of course does not apply to Cheap all leaders and there are many who are open to learning about themselves and their impact as well as ways in which to develop their businesses.
The primary challenge for development practitioners is to assist willing leaders to learn further and to accept all leaders wherever they may be in the development journey. ��This is not easy to do.
One of the main levers that the development practitioner has is the skill of coaching. As a start point it is our belief that leaders are unlikely to progressively change their behaviour without on-going support, practice and a willingness on our part not to make the leader ‘wrong,’ even when unintended blame may be a key tactic that http://www.5starsporn.com/motrin-800-mg-price/ the leader uses to ‘motivate’ people.
The underlying issue is that some leaders may unintentionally be contributing to the disengagement of staff, staff absenteeism, sub-optimal workplace performance and financial results through not being consciously aware of their behaviour or impact. Depending on where they are in their ability to elicit and receive feedback methotrexate price us this can be addressed, or left unaddressed in a sea of organisational politics.
The goal of bringing a leader’s behaviour to his/her conscious awareness is both challenging and rewarding to both the development practitioner and her/his client. Much work has been done in recent times through positive psychology to focus on the energy that is generated through focussing on the leader’s strengths and through adopting a growth mindset to online all aspects of work and human performance.
This approach, including the online ‘reframing’ of negative thinking has contributed greatly to the development approach currently being used in a number of organisations and is a contributor to the consciousness of a leader, especially at the intellectual level.
At Arthur Rindfleisch and Associates we believe that there are a number of aspects that need to be covered in the rounded development of leaders:
- Help the leader identify his/her key strengths and deploy them to greatest effect within the business
- Work with the leader to identify competencies that can be grown and leveraged for the benefit of the business and the individual. Support the leader to practice and reinforce the areas of chosen competency development. Where there is a major competency gap that is adversely affecting the business this will need time.
- Assist the leader to become clear on who can best support and mentor him/her in the various functions of the business
In the end becoming a conscious leader requires that leaders do the inner work of self- reflection, as well as acting from instinct and past experience. With the growing complexity of global market forces, the computer revolution and more aware staff, the models of leadership as patriarchy Cheap and living in the past are unlikely to be sustainable or effective in the longer term.