I learned that for me to be an effective leader I have to be able to change follower’s behaviors, and make them both satisfied and perform well. When I become a manager I have to realize that I will be working with a diverse group of people and what works for one person might not work for everyone. It is important to have a leadership style that leads to positive outcomes that is valued by the organization. I think it will be important for me to make each employee feel like they are appreciated and that their voice matters in the company. I think it is important to give frequent feedback so employees can know how their performance and know how they are doing.
Building confidence: To get better result from workers leaders should provide them with good working environment and confidence. Leader should support them, show faith and facilitate them towards attaining organizational goals Optimistic: Try to bring positivity in your employees, encourage them to come up with better ideas to solve the problems, help them overcoming their own problems and doubts, and spread optimistic throughout your organization. FIVE FACTORS There ... ... middle of paper ... ...adequate way of handling each type of complaint? do staff know what our policy is for handling the different types of complaint? what training do staff need?
Create incentives to work well as a team by giving praise and issuing small tokens of appreciation. Another way is to encourage group mentoring between co-workers. The nature of group mentoring will develop individual and interpersonal relationships between co-workers and hopefully increase engagement, giving them a greater understanding and awareness of their peers. However, if all else fails and his employees still continue to behave the way they do, in an unbiased and professional manner, Doug needs to address the toxic behavior of his employees directly and put in place clear expectations. He needs to inform his staff that they either need to change their behaviors and work as a team or be asked to leave, reiterating that he will not tolerate the current way his organization is
In order to properly manage the timing and information sought, I needed to delegate a portion of this research to get the job done, but to allow myself more time in order to tackle the bigger issues. After meeting with and discussing the information needed, parameters were set and a degree of authority was given to others who saw this opportunity as a way to be recognized by management. Because various portions of this mission were sourced out, time was freed up from everyone having this burden on themselves and it developed other people's skills and capabilities on how, where and why to research and new ideas were generated in how to complete the work in a more organized, efficient way. As with anything in life, delegation has positive and negative aspects. However, with proper planning, accurate organization, motivation and the value of learning, delegating a project or being assigned a task is educational, valuable and rewarding for the future, especially when the outcome is a successful job well done.
After starting the process, it is critical to follow up regularly on their progress. If they are unable to improve in their current position, a good manager should not hesitate to explore options to remove them from the team through either relocation or termination. Although they may be unpleasant, these actions should be viewed as freeing the employee up to pursue a career better suited to their interests and skills. A manager’s duty is to encourage the growth of their employees while protecting the interests of the company and its clients. By pursuing these goals with professional excellence, Nora can ensure the best possible outcome for all parties.
They also have the skill to put their self in the shoes of those they manage. This will help them understand what employees are like and what motivates them, and then they can slowly work to mold them and help them to do their best. Those are some of the primary differences between leadership and management. I’m the type of leader or manager who would lead by example. As a leader I would eliminate potential barriers my employees couldn’t see.
Each person in an organization has to take their initiative and think of a good solution to solve a company’s conflict. However, having experience and good understanding of the conflict’s nature will help you to deal with it positively. As a professional leader or manager, it is mandatory to bring the best proficiency and planning to overcome the conflict in a constructive, respectful and positive manner.
For employees, it should give direction about how they are expected to behave and also inspire them to give their best. When the vision statement is shared with customers, it helps to shape their understanding of why they should work with your organization. Defining a short, concise list of your company’s main priorities is also a very important task. As Kaplan... ... middle of paper ... ... that causes you to take the lead in order to keep things from getting worse. I feel that I work well under pressure, but I know I can work to improve this skill.
I believe that a leader should be able to trust their employees to complete a given task in any method they feel fits their strengths. If a leader must tell the employee what to do and exactly how to do it (authoritarian leadership) then all uniqueness of the employee is lost. Mooney (n.d.) states that collaborative efforts define a participative environment. The leader guides their team to produce an enterprise that is a result of group accomplishment. To do this, they must meld a mix of diverse workers with sometimes conflicting ideas and methods.
4. I plan to use the ethical lenses to approach ethical situations throughout my professional life, is to see people as a whole, as work in progress. Some individuals are willing to grow in knowledge and to do a good job wherever they may be and others choose not to get better at anything in life. In a leadership role I have to set ground rules and be an example for the team. Setting up initial expectations would alleviate misunderstanding and ongoing ethical training for all staff is vital.