Question

In the article from Forbes notes that the goal of a leader is not to clone him/herself, but to harness individual strengths for the greater good of the organization. This is best accomplished by respecting individual talents; not stifling them.

Yet some folks just don’t want to follow. The article notes several tips for leading those who do not want to follow: (1) be consistent, (2) the importance factor, (3) make respect a priority, (4) define acceptable behavior, (5) hit conflict head-on, (6) understanding the WIIFM factor, (7) view conflict as an opportunity, and (8) clarity of purpose.

The article ends with this quote “It’s important to remember that a manager exists when the company says so, but that said manager only really becomes a leader when their team says so”.

Do you agree with this statement?

Answer 1

Getting people to regular roles together isn’t much easy, and unfortunately many leaders and managers skip over the basics of team building routines in a rush to start achieving goals and milestones. A manager is best accomplished by respecting individual talents; not stifling them. In this fast-paced business world, to achieve better work-life and productivity, the team must have to work for the common goal and collective understanding of everyone’s lows and talent.

Yes. I agree with the statement. The key goal of a leader is not to clone but to harness and push individual strengths for the greater good achievement of the organization. Everyone knows what a good team is, a team, or a group of people working together toward a common collective goal. For any team to be successful and productive it is crucial that the team members respect each other.

It’s important to follow these tips to achieve the metal in every person to reach through the heights of leader and leadership skillset. Let explain the above tips briefly:

Be consistent, it means to be more clear about what guides into your decision making and how you will evaluate the team’s success path and progress chart. If your wish is to reduce misunderstandings, then a portion of self would suggest you stop confusing people. Say what really means, mean what really says, and follow-through on every commitments and promises.

The important factor, a good leader needs to be aware of others. A good leader can involve others in the workplace and improve their skillset. It helps the team to achieve the organization’s mission sets, milestones in a professional and efficient way. Not every differences need to be resolved or rectify. In fact, most differences don’t require attention as they actually contribute to a spirited, creative, and innovative culture.

Make respect a priority, a leader can inspire others in the workplace and make wise choices a priority through gaining more respect naturally and build strong relationships. Giving more opportunities balanced and focuses on finding the solutions together as a team. Remember the two codes, disagreement and disrespect are two different things, or at least they must be. Regardless of whether or not viewpoint and thinking differ, a safe place of respect should be adhered to and be maintained.

Define acceptable behavior, a key part of being a leader involves being there for your team or group. If they have a query or need advice, make sure it's easy and clear for them to access the leader. Create a substructure for the decision, using an established commission of authority statement, emphasis sound business practices in collaboration, team building, development, and skill management will all help avoid fights and conflicts.

Hit conflict head-on, make happy people, the leader has to acknowledge the team or employee, and praise them equally every time. The tool is the secret to conflict resolution is in fact more on conflict prevention wherever possible or minimize its implication by dealing with its fast speed.

Understanding the WIIFM factor, a leader needs the capability of observing the other person’s position is critical and crucial to deal with the problem. It’s very much mandatory to know other’s motivations prior to balancing or judging in.

View conflict as an opportunity, a leader who will take on conflict courageously and able to resolve it, they must possess knowledge, wisdom, and values that nurture collaborations and make more resolutions. Where there is a disagreement pattern, then there is an inherent scope for growth and development.

Clarity of purpose shows the purpose or route behind those tasks. There is a bigger map that tasks easily become routine. A good leader is in great lengths to work with them so long as one objective remains the focus point – the good of the organization. The clarity for goodness of organization and team is very much important and necessary.

Note that, it’s important to remember that a manager exists when the company says so, but that said manager only really becomes a leader when their team says so. As a leader one have only two choices when it comes to your people and team – serve them and give utmost care for them. The bottom line is that beautiful people matter, and but for people, organizations don’t exist. This means working through challenging timelines, scenarios and situations. If as a leader, one is not up to this task, then definitely have to rethink your decision to lead or not. Finally, a good alignment, empowerment skill, and transparency is necessary for a leader to glow in the organization and make fruitful title in work-life balance.

Effective teams or groups thrive on feedback systems about their performance, ideas, and techniques. Individual strength is important and developing more confident and progress in themselves helps the person to provide more to the team and organization. A good leader always nurtures the team, individually and as a person in and out in the workspace and pushes everyone to attain a productive life. Remember, purpose is derived from your collaboration and relationships, your sense of impact and commitment, and your sense of personal growth as well organization.