EffortlessHR Blog » Management

How to be an effective leader

Lola Kakes — Tue, 14 Dec 2010 15:00:16 +0000

Before we begin to discuss being a leader, we probably should define what a leader is. This is important because there can be a distinction between being a “boss” and being a “leader”.

Your position may define you as a boss, which provides you with the authority to accomplish tasks and objectives. This authority does not define you as a leader, however. It simply makes you the boss. Leaders can be defined as a person who influences others to accomplish the tasks and objectives. A leader makes others want to achieve the tasks and goals they are given.

That isn’t to say that leaders don’t have tasks to perform. It is just that when they do have tasks they often use the following three “C”s to keep projects running smoothly. There may be others that are important, but we will just discuss these three for now.

Communicate
Coordinate
Collaborate

Communicate

A “Boss” may have important information. Having this information may also make them feel important. How you use the information or what you do with it can make you a “Leader” The challenge is the sharing of important information. Other employees may not be eager to share information with someone they don’t know well or do not trust.

Leaders must work hard at establishing good lines of communication. Communication helps everyone agree on roles within the organization, the tasks to be accomplished, the time lines to get projects out the door, learning what the customer wants and describing that need to others, and listening to what is being said.

Coordinate

A “Boss” may just give an employee an assignment and assume it will be accomplished. A “Leader” will coordinate the completion or hand-off of a project/task with those who can best accomplish the goals. They know their people and realize who works best in what area. They don’t just hand an employee a task, they delegate the authority to the employee to get the job done.

Collaborate

A “Boss” may not want to roll up their sleeves and get the job done. They may not want to get their hands dirty as they may believe the job is not theirs to do. A “Leader” understands that collaboration requires working side-by-side to meet the goals and objectives of the organization. Leaders use their collaborative skills to achieve significant accomplishments and they understand, appreciate, and leverage the differences in their people to produce the greatest solutions for complex challenges.

The three “C”s cannot be effectively used, however, unless you have built a solid foundation on TRUST. The relationships that Leaders build form the foundation upon which a company flourishes. Leaders understand that by knowing their employees, they know who they can count on to get the job done.

There are trust builders and trust busters. Look at the following list and see where you are in building your leadership.

Builders Busters

Share needed information Sharing Confidential Information
Loyal Giving information to outsiders
Acceptance of others Withholding information
Valuing others Vague instructions
Awareness of what is happening Hidden agendas
Openness Fear tactics
Honesty Public criticism or embarrassment

And remember, the deepest foundation builder for developing leaders is good communication!

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How to be an effective leader

What Can Flexibility do for you

Lola Kakes — Tue, 15 Jul 2008 14:00:20 +0000

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If you are a Yoga participant or a gymnast, flexibility is a requirement. It is an important part of the daily process and is a process that has been learned. Not only has it been learned, it has been perfected over the course of a Yoga or gymnast class.

In business and human resources, flexibility is not a requirement but it can be an important part of the daily business process. And, just like with the Yoga or gymnast, flexibility in an organization can be learned. But, in order to learn to be flexible you need to understand what being flexible means.

With the emergence of the younger work force, the Gen X and Gen Y and all the other generational mixes, understanding flexibility becomes even more important to the business and the management team.

Technology Flexibility – provides the employee with the opportunity to telecommute. Since we are a global society, can your organization allow the flexibility of an employee working from a satellite location If so, what are the liabilities How do you manage the individual Do you care if they work early in the morning or late at night If you provide this type of flexibility, you must clearly state your expectations and set up the parameters before you begin. ABC News recently published an article on working from home.
Alternate Work Scheduling – can you create a program to work with your employees to adjust their work schedules to meet the needs of child-care or elder-care. Staggering the workday can allow employees the opportunity to complete their work schedule and still be able to provide needed care for those at home.
Compressed Workweek – even various states are looking at compressed workweeks for public employees. Can you have your workforce work 10 hours a day for four days and be off three What happens during the three days off Who is minding the shop Or, is it necessary
Job Sharing – can be accomplished with care and good communication. Are there jobs that can tend to be tedious, where burn-out can occur that could be shared by two individuals One individual wants to work 4.5 hours in the morning and one wants 4.5 hours in the afternoon (with a half hour of overlap to go over what is going on in the job). This can be very effective for an organization if done correctly.

Flexibility in the workplace can accomplish a feeling of satisfaction for the employee who might feel better about their job. This in turn can lead to higher retention rates for the organization.

So, think about flexibility as a “life-style” for your company – not just for the employees.

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Source: Effortless HR Software's HR Blog | What Can Flexibility do for you

Are you a Manager or an “Ogre”?

Lola Kakes — Thu, 26 Jun 2008 21:29:41 +0000

Employee retention is one of the key issues facing businesses of all sizes. We know that turnover is expensive – two and a half times an employee’s annual salary – more for a managerial level employee. Many think money is the key motivated, but it isn’t. People leave their managers, not their companies. Do you conduct yourself in a professional manner or do you:

Intimidate your employees – yell at people, throw tantrums in meetings, belittle people
Take credit for what others do, never accept blame when things go wrong
Micromanage, distrust people
Betray confidences, gossip and spread rumors
Constantly criticize, fail to praise your employee’s good work
Withhold important information or resources for the success of the project, job, etc.
Play favorites, inconsistently enforce policies and procedures
Act superior – do not ask for other’s opinions or suggestions
Set unreasonable deadlines
Have poor communication skills, i.e. use humor inappropriately, swear, etc.

If you’ve answered “yes” to any of the above, it’s time to take stock of your behavior and resolve to make changes to more effectively manage your employees.

You can:

Seek professional assistance if you have anger management issues.
Take a leadership training seminar or class to learn appropriate managerial behaviors
Live by the golden rule “Do Unto Others As You Would Have Them Do Unto You!”

Don’t let negative behavior drive your valuable employees out of the company!

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Source: Effortless HR Software's HR Blog | Are you a Manager or an “Ogre”?

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How to be an effective leader

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