All the challenges you have to face every day. Motivating teams who are more challenging to direct and mold than in the past. Rapidly introducing new services to keep up with competition. The management of all forms of change, such as new regulations, methods, policies and other company regulations. Commitment to completing complex projects quickly and efficiently with fewer resources. Higher customer expectations. Higher expectations from the company. Managers of business units or teams that use a “Traditional Manager” management style are not able to thrive in this new business environment. Managers need to transform from a traditional manager to a leader in order to succeed in this new business environment.
Let’s see how we can make our organization more productive by making ourselves a leader and a better manager.
Traditional Managers and Leaders Leaders
So why is there so many leaders? Many believe that the “Traditional manager” management style, which focuses on getting results faster by directing people around, kicking butt, or taking names, works better. It can work, but it can also have a detrimental effect on employee morale, team performance, long term success, and even the overall health of your organization.
Leadership is necessary to tackle the new business challenges. Why would you change your management style and approach?
Who is the best motivator A Leader. Jason Hare Kingston Who is the person who receives the most effort and best ideas from others? A leader. A leader. A leader. Who can summon from people virtues such loyalty, commitment, on-the-job enthusiasm, and so forth? A leader. Who is promoted to leadership? A leader.
Traditional manager techniques are the way that managers of today are trained. Although it is difficult to change this pattern, it is essential for their future success. This framework provides guidance on the core competencies of leaders and helps to identify those traits and skills. Managers must be able understand the differences in traditional and leader management styles to help them advance their careers and improve performance.
Are leaders really convinced leadership skills are important?
CIO Insight Magazine conducted a survey in 2004 and 43% of respondents stated that “Strong Leadership Skills” is the most important trait to look for when promoting or hiring managers.
Leadership Transformation in 4 Steps
These steps will allow you to go from a traditional manager or leader.
1. Learn the core competencies and skills of a leader
2. Identify the traits or skills you are not able to demonstrate consistently
3. To acquire these new traits, you need to create an action program (steps/timeframe).
4. Review your progress quarterly
Leadership Core Competencies
First, identify the core competencies of the traditional manager and then describe the attributes and skills displayed by each style. Then transform the traditional manager into a leader.
The following list contains core competencies.
1. Managing People
2. Setting Goals
3. Thinking Style
4. Communication Style
5. Emotional State
6. Trust others
7. To be open with others
8. Capacity to Take Action
9. Staff Mentoring
10. Manage Change
11. Attitude
12. Value System
13. Measuring Performance
Next, let’s look at the characteristics and skills that leaders display.
1. Managing People
Leaders: Create a roadmap to the future by strategizing project and team direction. Inspire employees to do their best. Motivate employees, keeping morale up. Get things done. However, it is also important to have a sixth sense or “gut feeling” that can be more useful than large amounts of data when it come to making decisions. Figures out which things are most important. Hates bureaucracy.
2. Setting Goals
Leaders: Be a true owner of the company. Be aware of the importance long term goals. Is able to see the bigger picture and help shape the future of the company and the team. You should never miss an opportunity that allows you to share your vision. Employees will be more committed if they are involved in setting goals. Aspires to succeed and wants to win.
3. Think Style
Leaders are always looking for new knowledge and new sources. Willing to learn and dedicated to education and training. Employees should be able to increase their knowledge. Continuously redefines the company and the team.
4. Communication Style
Leaders: Correct employees in private, and praise them publicly. Encourage free and open communication. To show respect and equality, let the other person speak first. Listens. Recognize the importance of listening to all feedback, whether positive or negative. It is vital to be transparent and sincere in today’s fast-paced world of business.
5. Emotional State
Leaders: Produce emotional energy. Encourage customers and employees alike to strive for excellence. Encourage employees and customers to perform at the highest level.
6. Trust others
Leaders: Have high levels of trust in their employees. A high level of commitment is required from leaders. Work with supportive, capable, motivated, and responsible people. Let the professionals do their work.
7. To be open with others
Leaders: Embrace diversity. Receptive to ideas and other people. Think of innovative, new, original and outlandish solutions that could emerge. It is important to let others know you understand their point of view, no matter whether you agree or disagree.
8. Capacity to Take Action
Leaders are self-starters who can take initiative and have a willingness to do the right thing. If there are new ways to do things, the responsibility of putting them into practice will be on the shoulders all of the team. They think quickly on their feet. Find solutions to difficult situations. There is no need to do it perfectly at the beginning of anything worth doing. You can accept mistakes and use them to your advantage. Accept calculated risks
9. Staff Mentoring
Leaders: Focus on the bigger picture and avoid getting bogged down in details. Individual employees can be helped to develop the communication, planning and organizing habits that will help them to achieve the business goals. Give employees the freedom to make decisions and take risks. Provide feedback and feedback on performance. Identify and groom a successor.
10. Manage Change
Leaders: Stimulates, enjoys change. Ability to adapt to rapid change to ensure high productivity. Never becomes paralyzed or scared by fear. Sees change as a chance.
11. Attitude
Leaders should be positive about their employees and customers. Treat each person as an individual and special. You can greet everyone with smiles and welcoming words. Always remain objective and non-judgmental. Accept and apologize for any mistakes. Try to keep a positive attitude.
12. Value System
Leaders: Leaders need to be aware of and regularly refer to the values they hold. Values are worth something in their own right. Values guide people. Values are able to identify acceptable and unacceptable behavior. The values form the foundation for a team and guide employees day to day. Keep it simple.
13. Measuring Performance
Leaders: Leaders must measure performance. They evaluate current performance, then track progress. It takes the guesswork out the employee’s performance. Engage the employee in monitoring their own performance. The measurements can be used to train employees as well as provide non-judgmental feedback. The measurement of performance is always known.
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