If the culture of the company is Failure Is Unacceptable and people that fail will be punished…It is nearly impossible for people to change to a new way of doing things. Every time a change is expected, temporary incompetence happens.
If we are to hold a manager accountable for managing staff, they must have accountability and the necessary authority to exercise their judgment over their team. Otherwise you are handicapping their work and forcing them to feel unaccountable because they have no authority to do their work.
Systems-Drive-Behaviors putting a manager into a system that forces them to be accountable, when you do not give them any authority over their work only leads to frustration, burnout, negative behaviors and poor quality work.
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If performance metrics are established based upon the “feeling of the manager” then you will achieve misery, anger and fear…which is mutually exclusive of engagement.
This program provided me with a new perspective on leadership and communication. The facilitators really challenged us to think creatively, to work together to solve complicated problems using new methods, and most importantly, to reflect on how to positively change our tactics individually in order to become more effective leaders and communicators.
Think about it…what if Teaching Leadership did not exist.
It would require More Than Words. More than words to show you feel that your [leadership] is real ( who doesn’t love a Mr. Big Reference? )
Organizations cannot grow leaders. It is nature or God that grows leaders. All that organizations do is to provide some of the necessary conditions for growth, and chief among them is the opportunity to lead.
If you are in the top strategic managerial-leader role in an organization, you own the problem of selecting and developing the business leaders it needs, not just for today but also for tomorrow. You can share it with others and delegate certain aspects to others, but you are accountable.
As a manager, developing staff is your job. It cannot be delegated off to Human Resources, Organization Development or someone else. You are the manager. Your primary accountability is to add value to the team and staff.
Systems-drive-behavior and there is no special ‘leadership personality’ … Within any team when someone is great at their role people see them as a leader.
Competence = Comfort = Observed Leadership Behaviors