The webinar I chose to view was entitled “3 Mistakes Managers Make – And How to Avoid Them.” The presenter was, Madeleine Homan Blanchard, who has been a Master Certified Coach, author and speaker since 1989. She is the cofounder of Blanchard Coaching Services, along with her husband, Ken Blanchard. The goal in this webinar was to allow leaders and managers to take a reflective look in order to find and acknowledge areas in their careers where they can learn and grow in order to become better as a leader within an organization. In the presentation, Blanchard identified three mistakes that managers tend to make while leading their employees: not setting proper boundaries, adding value, and ignoring your own personal growth. (Blanchard , 2009)
It is important for managers to set proper boundaries with those that they lead. If not, then the question will be “Who is really in charge?” The result will almost always leave the leader feeling absent in their department. Blanchard categorized this mistake into a few types of managers: Some leaders tend to be bossy, but never stating what he/she expects from their employees. Also, some managers are worried about straining the relationship with the employee by giving negative feedback, so they decide not give any feedback and the as a result, the employee is never held accountable for their mistakes. Third, is the manager is one who is very easy going, putting the employees’ needs, but forgetting about the team and overall organizational needs. Fourth, a certain manager has a deep desire to be fair with everyone, managing everyone the same way, without seeing that everyone needs a certain amount of independence while some need more dependence. Lastly, there are managers who are...
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...ee, which is something that could’ve easily been accomplished in the 80’s, but I allowed myself to get distracted. I like how Blanchard admonished leaders to make sacred time for YOU, even if it takes turning off all technology, closing the door to the outside world for a time of reflection and devotion to self. While those of us in leadership make mistakes, the solutions in this webinar were very clear. It was worth the time and would be worth the money to attend a live session. I will mention it to my leaders at work and at my church of the importance of making sure that we learning from our mistakes, then turn around and strengthen someone else.
Reference
Blanchard , M. H. (2009). 3 Mistakes Good Managers Make—And How to Avoid Them. Retrieved March 30, 2014, from Webex: http://www.webex.com/webinars/3-Mistakes-Good-Managers-MakeAnd-How-to-Avoid-Them
To say the least, I felt like a failure and that I had wasted people’s time and money. Reading this chapter helped me realize that it is important to learn through a failure (Fagerstrom 126). Failures happen in ministry often, and the way you respond to the failure is important. Chapter fifteen, “Developing a plan for lifelong learning”, is essential for effective leaders. Per Fagerstrom, there are four areas that need constant attention: skill (competency), wisdom and knowledge (learning and thinking), spiritual formation (godliness), and personal development (focus on the word personally)
Leaders are actively on targeting goals and objectives for the people who work for them. In management, many goals are established by staffs and carried out by the managers themselves. Leaders will act to develop in more creative ways solve the problems; keep on going and with new missions. Managers will continue to do whatever is necessary work to accomplish the tasks and usually to get the job done without taking on too much risk or moving forward. The leader's instinct is to take risks instead and to challenge that task holding back by people and think of new ideas within an organization. Leaders more concerned on relationship between staffs, they promote the good staff, help them to develop, and move forward. Managers assign people, focus on personnel issues; and focus on how the job task get done, how they solve it, and how are they finished. (Rashid A., A., 2007).
An example of a good leader that lacks management behaviors is the current assistant nurse manager (ASM) in the unit where I am currently employed. The ASM is can motivate the nurses because he is a ?hands on? leader, meaning that he is the first to help with patients on the floor; however, this takes away from other duties that he must accomplish. The ASM lacks the managerial behavior of delegating work to his subordinates. However, he is excellent at gathering information, empowering the employees, and giving positive feedback, although he is unable to manage conflict when it
We recently had a church meeting to articulate changes that will affect the church’s future. This chapter came in handy because I was able to engage the congregation by asking the necessary questions to get their buy-in before actually setting the change in stone. Although I ready to implement the change, it was not executed until the congregation saw it the benefits and rewards. This practice is not always the best way, because time may or may not allow it.
Otto von Bismark, a renowned statesman and political leader, once stated, “Only a fool learns from his own mistakes. A wise man learns from the mistakes of others.” As developing leaders in a rapidly changing world, it is crucial we not only strive to learn from our own experiences but also the experiences of others. Every leader approaches leadership differently, with the most effective taking into account themselves, their followers, and the given context (Daft, 5). The best leaders adopt a proactive approach, striving continually to develop and grow both their abilities and that of their subordinates. As aspiring organizational leaders, we will use this essay to discuss the positive and negative leadership styles and principles emulated by various leaders from cinema, literature, and real-life.
Transformational leadership also integrates well with a biblical worldview because both advocate valuing followers as well as leaders, the importance of ethical behavior, the need to forgive and learn from mistakes, and the value of a high moral example. Kouzes and Posner advocate leaders having a “moral authority to lead” (2007, p. 41), practicing personal accountability and working to improve all aspects of their follower’s lives. This others-centered leadership approach fits well in the Christ centered atmosphere of a Christian school.
After Bill George and Peter Sims interviewed all 125 managers, they found a common thread throughout each of their interviews: their life stories impacted their passion to lead. After expe...
Leader knows what the employees want and why, on the basis of their importance and priority at the end of the day can be attributed to the success and the achievement of the organization.
Almost everyone has had the misfortune of having a leader that should not be in the position of leading others. Unfortunately, I have been in that position. I have had bad managers and supervisors in not just one job, but in two entirely different jobs. One of the jobs was a nutrition associate in a hospital kitchen. The other job was at the restaurant, Cracker Barrel, as a hostess. I will be pulling my experience from both jobs to explain why these leaders were not fit for the position that they held and what they could have done different to be a more effective leader.
The learning obtained from the Leadership and Organizational Behavior course has been valuable. From this course, I have learned that while someone can be a manager or a leader, it is better to be both. The various topics discussed throughout the eight week course have provided the unique insight necessary to be an effective leader. The insight gained allow for the identification of the behaviors that an effective leader must possess and continually develop. By identifying these behaviors, I am better able to shape my leadership style and goals so that I can achieve my full career potential as a leader within my organization. Ultimately, I realize that it is important to both do things right and do the right things in all my actions within an organization.
Successful and effective management really depends upon your team management skills and abilities. If a manager can work in a team, then he can also expect a positive response from his sub-ordinates. Manager should lead b...
There are many examples of poor leadership behavior in today’s workplace. Inadequate leadership can be detrimental not only to a team within an organization, but also to the entire organization itself. I believe it is vital for upper management to ensure that their leaders are properly trained and aware of how to handle certain situations and employees. When a leader’s weaknesses are overlooked, large problems occur.
Richard E.Boyatzis, The competent manager: A model for effective performance (John Wiley & Sons, Inc. 1982), PP.190-191
Management is not just about making decisions, watching over employees, and bossing others around. Good management result is satisfied customers, who provide better customer service. In order for new managers to be successful they need to be about to have good communication, human skills, and ability to motivate others. The ability to do these skills effectively makes a big difference in a manager and the company’s overall success. Companies depend on managers to fulfill skills and knowledge to help their company excel. The knowledge managers need to possess is technological inclined and globalization. Effective management can enhance a company’s performance by contributing to employees and customer satisfaction, productivity, development (Noe, Hollenbeck, Gerhart, & Wright, 2010).
A manager cannot just be a leader; he also needs formal authority to be effective. In some circumstances, leadership is not required. For example, self-motivated groups may not require a single leader and may find leaders dominating. The fact that a leader is not always required p... ... middle of paper ... ...