People & Leadership. Two words that are undeniably related. People & Leadership are almost the same thing. Without people, leadership is an empty characteristic. Alternatively without good leadership, no amount of people can help an organisation to meet it’s corporate goals.
If you’ve landed on this page, you’re probably looking to either develop leadership in other people, or develop your leadership over those people.
People Leadership – Developing Leadership In Others
Developing leadership in others takes time and energy. There are no quick fixes in the area of people leadership. To inspire subordinates and collegues to start their own journey in personal development, you need to have respect from them, and genuine respect is hard to come by in the workplace. Follow the following tips to increase your success at spreading leadership skills.
1. Be patient. Leadership is a complicated skill that needs to be nutured over an lengthy period of time. If you expect people to become leaders overnight, or during a powerpoint presentation, then your goals are unrealistic at best.
2. Teach by example. The best way to share leadership skills is to teach others indirectly. You can do this by simply leading to the best of your ability. This is a crucial point to give more thought. It suggests that you can actually help people develop their leadership skills by simply working on your own!
3. Be as original as possible. Leadership is taught worst when it is delivered in a ‘straight out of the box’ course. To really engage your employees, you’ll have to adjust, tweak, and inject some personality into any formalised training you give.
People Leadership – Developing Your Own Leadership Skills
Pursuing your own leadership development is admittedly an easier process. You are in complete control of your own behaviour and activities, and thus you can shape a plan of action to help improve your leadership skills. Here are some quick tips to help you go about doing so.
1. Educate yourself. One of the easiest and most practical actions you can do right now is to educate yourself and read widely on the subject. This could include looking in our leadership archives to explore deeper into the world of self improvement. You’ll find plenty of articles and material to get you thinking about leadership.
2. Invest in yourself & try out inexpensive e-courses. In the modern age there are a wide range of digital courses out there for you to absorb and master, some of which are available for the same price as a restaurant meal. Such courses would normally cost hundreds of pounds if taught in person, but due to the ‘free’ delivery of such products – their prices are rock bottom. If you want to quickly improve your leadership skills then I suggest you check out a cheap product that other leadership professionals and I, recommend to our clients: The Ultimate Leadership Guide.
Research and investigation into different management leadership styles has been fragmented and inconsistent. The key to good leadership development is a good knowledgebase. That’s why we bring you an in-depth look at 3 key leadership styles that will highlight the benefits and shortfalls commonly associated with each. These styles are autocratic, democratic and bureaucratic. But enough talking – lets get stuck in!
What is Autocratic Leadership?
Autocratic leadership is a classical leadership style with the following characteristics:
1. Manager seeks to make as many decisions as possible
2. Manager seeks to have the most authority and control in decision making
3. Manager seeks to retain responsibility rather than utilise complete delegation
4. Consultation with other colleagues in minimal and decision making becomes a solitary process
5. Managers are less concerned with investing their own leadership development, and prefer to simply work on the task at hand.
The autocratic leadership style is seen as an old fashioned technique. It has existed as long as managers have commanded subordinates, and is still employed by many leaders across the globe. The reason autocratic leadership survives, even if it is outdated, is because it is intuitive, carries instant benefits, and comes natural to many leaders. Many leaders who start pursuing leadership development are often trying to improve upon their organisations autocratic leadership style.
What Are The Benefits Of The Autocratic Leadership Style?
Despite having many critics, the autocratic leadership styles offer many advantages to managers who use them. These include:
Reduced stress due to increased control. Where the manager ultimately has significant legal and personal responsibility for a project, it will comfort them and reduce their stress levels to know that they have control over their fate.
A more productive group ‘while the leader is watching’. The oversight that an autocratic manager exerts over a team improves their working speed and makes them less likely to slack. This is ideal for poorly motivated employees who have little concern or interest in the quality or speed of work performed.
Improved logistics of operations. Having one leader with heavy involvement in many areas makes it more likely that problems are spotted in advance and deadlines met. This makes autocratic leadership ideal for one-off projects with tight deadlines, or complicated work environments where efficient cooperation is key to success.
Faster decision making. When only one person makes decisions with minimal consultation, decisions are made quicker, which will allow the management team to respond to changes in the business environment more quickly.
What Are The Disadvantages Of The Autocratic Leadership Style?
Short-termistic approach to management. While leading autocratically will enable faster decisions to be made in the short term, by robbing subordinates of the opportunity to gain experience and start on their own leadership development, and learn from their mistakes, the manager is actually de-skilling their workforce which will lead to poorer decisions and productivity in the long run.
Manager perceived as having poor leadership skills. While the autocratic style has merits when used in certain environments (as highlighted below), autocratic leadership style is easy yet unpopular. Managers with poor leadership skills with often revert to this style by default.
Increased workload for the manager. By taking on as much responsibility and involvement as possible, an autocratic leader naturally works at their full capacity, which can lead to long term stress and health problems and could damage working relationships with colleagues. This hyper-focus on work comes at the expense of good leadership development.
People dislike being ordered around. They also dislike being shown very little trust and faith. As a result, the autocratic leadership style can result in a demotivated workforce. This results in the paradox that autocratic leadership styles are a good solution for demotivated workers, but in many cases, it is the leadership style alone that demotivates them in the first place. Generation Y employees particularly dislike this style.
Teams become dependent upon their leader. After becoming conditioned to receive orders and act upon them perfectly, workers lose initiative and the confidence to make decisions on their own. This results in teams of workers who become useless at running operations if they loose contact with their leader. This is the result of a lack of time dedicated to leadership development on the employees part.
When is the Autocratic Leadership Style Effective?
Following on from the merits and drawbacks listed above, the autocratic leadership style is useful in the following work situations:
1. Short term projects with a highly technical, complex or risky element.
2. Work environments where spans of control are wide and hence the manager has little time to devote to each employee.
3. Industries where employees need to perform low-skilled, monotonous and repetitive tasks and generally have low levels of motivation.
4. Projects where the work performed needs to be completed to exact specifications and/or with a tight deadline.
5. Companies that suffer from a high employee turnover, i.e. where time and resources devoted to leadership development would be largely wasted. Although one could argue that a lack of leadership development in the first place caused the high turnover.
What is Democratic Leadership?
Democratic Leadership is the leadership style that promotes the sharing of responsibility, the exercise of delegation and continual consultation. The style has the following characteristics: 1. Manager seeks consultation on all major issues and decisions. 2. Manager effectively delegate tasks to subordinates and give them full control and responsibility for those tasks. 3. Manager welcomes feedback on the results of intiatives and the work environment. 4. Manager encourages others to become leaders and be involved in leadership development.
What Are The Benefits Of The Democratic Leadership Style?
Positive work environment. A culture where junior employees are given fair amount of responsibility and are allowed to challenge themselves is one where employees are more enthused to work and enjoy what they do. Successful initiatives. The process of consultation and feedback naturally results in better decision making and more effective operations. Companies run under democratic leadership tend to run into fewer grave mistake and catastrophes. To put it simply – people tell a democratic leader when something is going badly wrong, while employees are encouraged to simply hide it from an autocrat. Creative thinking. The free flow of ideas and positive work environment is the perfect catalyst for creative thinking. The benefits of this aren’t just relevant for creative industries, because creative thinking is required to solve problems in every single organisation, whatever it’s nature. Reduction of friction and office politics. By allowing subordinates to use their ideas and even more importantly – gain credit for them, you are neatly reducing the amount of tension employees generate with their manager. When autocratic leaders refuse to listen to their workers, or blatantly ignore their ideas, they are effectively asking for people to talk behind their back and attempt to undermine or supercede them. Reduced employee turnover. When employees feel empowered through leadership development, a company will experience lower rates of employee turnover which has numerous benefits. A company that invests in leadership development for its employees, is investing in their future, and this is appreciated by a large majority of the workforce.
What Are The Disadvantages Of The Democratic Leadership Style?
Lengthy and ‘boring’ decision making. Seeking consultation over every decision can lead to a process so slow that it can cause opportunities to be missed, or hazards avoided too late. Danger of pseudo participation. Many managers simply pretend to follow a democratic leadership style simply to score a point in the eyes of their subordinates. Employees are quick to realise when their ideas aren’t actually valued, and that the manager is merely following procedure in asking for suggestions, but never actually implementing them. In other words, they’re simply exerting autocratic leadership in disguise.
When Is The Democratic Leadership Style Effective?
Now you’ve heard about the benefits and drawbacks of this leadership style, let’s look at where its actually implemented in the business world. 1. Democratic leadership is applied to an extent in the manufacturing industry, to allow employees to give their ideas on how processes can become leaner and more efficient. While ‘Fordism’ is still applied in some factories across the country, truth is that production managers are now really starting to harness the motivational bonuses associated with not treating employees like robots anymore. 2. Democratic leadershp is effective in proffessional organisations where the emphasis is clearly on training, professional & leadership development and quality of work performed. Democratic procedures are simply just one cog in the effective leadership mechanisms firms like The Big Four have created over the years. 3. Non profit organisations also tremendously benefit from drawing upon the creative energies of all their staff to bring about cost cutting techniques or fund raising ideas. 4. As previously mentioned, creative industries such as advertising and television enjoy alot of benefits from the free flow of ideas that democratic leadership brings.
What Is Bureaucratic Leadership?
The bureaucratic leadership style is concerned with ensuring workers follow rules and procedures accurately and consistently. Bureaucratic leadership normally has the following characteristics: 1. Leaders expect a employees to display a formal, business-like attitude in the workplace and between each other. 2. Managers gain instant authority with their position, because rules demand that employees pay them certain priveledges, such as being able to sign off on all major decisions. As a result, leaders suffer from ‘position power’. Leadership development becomes pointless, because only titles and roles provide any real control or power. 3. Employees are rewarded for their ability to adhere to the rules and follow procedure perfectly. 4. Bureaucratic systems usually gradually develop over a long period of time, and hence are more commonly found in large & old businesses.
What Are The Benefits Of The Bureaucratic Leadership Style?
Increased safety. In dangerous workplaces where procedures save lives, a bureaucratic management style can help enforce health and safety rules. Quality work. Some tasks, such as completing proffessional work or medical examinations, need to be done in a meticulous fashion to be done correctly. Laziness can result in poor work, and hence one solution is to enforce the rules via the bureacratic leadership style. Ultimate control. An environment whereby employees are intrinsically motivated to follow rules in order to be promoted and succeed results in the tightest control management can ever assume over a company. This control can be used to cut costs or improve productivity.
What Are The Disadvantages Of The Bureaucratic Leadership Style?
Dehumanises the business. Bureacratic companies tend to remove as much potential for ‘human error’ out of the picture as possible. Unfortunately this also has the effect of removing all the enjoyment and reward that comes from deciding how to do a task and accomplishing it. Lack of self-fulfillment. The bureaucratic way of working hampers employees efforts to become successful and independent, because the system becomes too contraining. Parkinson’s Law. Cyril Northcote Parkinson made the scientific observation that the number of staff in bureaucracies increased by an average of 5%-7% per year “irrespective of any variation in the amount of work (if any) to be done.”". He explains this growth by two forces: (1) “An official wants to multiply subordinates, not rivals” and (2) “Officials make work for each other.” Parkinson’s findings suggest that bureaucratic leadership encourages inefficiency and waste of internal resources in the long run. ‘Position power’ obessession. After working in an environment that reinforces the idea that authority is created by rules which in turn support senior positions. Employees become attached to the idea that simply being in a job position creates authority. This can lead to intense office politics, arrogant leaders and little incentive to perform well once an employee has landed a top job. Lack of creativity. It goes without saying that a rule-based culture hinders creativity and encourages workers to simply perform puppet-like work rather than think independently. This may result in a lack of growth in the business due to employees simply not thinking out of the box or looking for new areas to develop. Poor communication. A common feature of a bureaucratic system is a complicated network of communication lines. Managers who don’t want to be ‘bothered’ by junior staff simply create procedures that allow them to avoid communicating with those below them. ‘Go through the formal process’, ‘Talk to my secretary’ and ‘My schedule is full’ are common rule-based excuses for blocked contact. Barriers to communication can hinder the success of any company. For example, the board may be charging ahead with a doomed product simply because their shop floor workers cannot pass on the message that customers are giving very negative feedback.
When Is The Bureaucratic Leadership Style Effective?
Bureaucratic leadership is found in extremely large corporations such as General Electric, Daimler and General Motors. However these cultures have evolved due to the age and size of these companies, and are generally blamed for the slow growth and recent failures at these companies. 1. Governmental bodies often have bureaucratic systems, and while these are often despised by the public, they ensure accountability to the tax payer and fair treatment for all. Excessive form-filling also serves the purpose of passing effort from the government authority (with a tight budget) onto the individual, helping to save costs. 2. Dangerous workplaces such as mines, oil rigs, construction sites and film sets all benefit from the tight control over health and safety that rules offer.
What Different Leadership Types Are There?
These 3 key management leadership styles are by no means a comprehensive list. Different leadership styles include laissez faire leadership, where the leader sets tasks and leaves workers up to their own devices to complete it.
To help you discover which leadership style you possess, try our new:
Leadership development is a complicated area, and thus countless styles have been theorised and researched. Good leadership development often involves using resources such as Leadership Expert to be ‘sift’ through these different leadership development tips and ideas. Once you’ve been able to pull together a solid leadership development plan for yourself, you can start to really engage your employees – and maybe even set them off on their own leadership development quest!
“I believe that this nation should commit itself to achieving the goal, before this decade is out, of landing a man on the Moon and returning him safely to the Earth.“ John F Kennedy, Former American President.
President Kennedy’s landmark vision “Landing on the Moon” When President, Kennedy quoted the above in the year 1961, he surely believed that his nation should commit itself to achieve the goal, by the end of the decade; America would be able to land a man on the Moon and return him safely to the Earth. That statement and plan would only come from a visionary and great leader. And it exemplifies the type of leadership we expect from such great leaders. We want the leaders to motivate by setting unthinkably high aspirations; even though there may be tremendous uncertainties we should face in the future to attain the goal. Now we know that Kennedy’s visionary statement became a reality and the man landed on the moon and came back to earth unharmed, without such a vision, such a landmark goal should not have been a reality. His vision was bold that it should be done at any cost.
What is a Vision Statement? Before deciding whether we need a vision statement, we first of all to know what this vision statement is?. A vision is a statement written or unwritten statement, which is just like our ambition to become, say what we will become after 5 years. A leadership vision should stretch an individual’s capabilities and image of himself. It gives shape and direction to our future. Our personal vision statement provides the direction necessary to guide the course of our days and the choices we make about our future. Our personal vision statement is a torch shining in the darkness to illuminate our way. Now we understood about the vision statement, now write our personal vision statement as a first step in focusing our life – for our joy, our accomplishments, our contribution, our glory, and for our legacy.
One of the qualities that a person must have is the ability to envision the future. Vision might seem an exalted ambition compared with the harsh realities of the future. But without vision, growth and achieving goals becomes difficult. Vision helps simplify the decision-making process, as organizations need to make hundreds of decisions per day to simple stay afloat in this environment. Without a view of the big picture for the future, making even a small decision can appear as a mountain to be climbed.
Visions range in length from a couple of words to several pages, but normally people prefer shorter vision statements because they can remember their shorter visions. Our unit has a vision too; To be the most preferred supplier of quality product in category to result in sales revenue of more than Rs.1000 crore by FY 2010 .
Here there are two examples of vision statements, one is for an individual and another is for the purposes of organizational leadership;
•“In 2010, I will be a head of a profit center in an organization of good repute in India” (Individual) •”We will become a recognized and respected hotel chain in Asia in 3 years.” (Organization)
How we can prepare vision statement:
1. First identify the goals.
2. Uncover the real, human value in those goals.
3. Identify what you value most about you, your goals how and how you will achieve your goals.
4. Combine your values & goals and polish the words until you have a vision statement inspiring yourselves enough to energize and motivate you.
To build a vision of the future requires a lot of time and effort and successful people are those who can strike a balance between both, combining vision and execution. Vision is painting a picture of tomorrow’s world before you. It is about imagining a future day in your life? With the values and goals, which you are making and keeping in mind for the changing competitive environment of future. It is about thinking through painstaking and crafting come out with productive solutions. To build a vision of the future, one needs to come at it from various angles, because technology and competition do not stand still.
Why is vision so important? If an individual is in the initial stages of his career, it cannot compete and win over others; however it can think of it in long term, as at present the others have a far better edge over you. The individual needs to envision the future advantages and disadvantages that will come and build a leadership vision based on that situation. It may take time for these opportunities to manifest. The person needs enough resources and patience for the coming years to face the uncertainties. It is not easy because today’s pressures and deadlines will tend to take precedence. Organizations have to make sure vision is not sacrificed considering the present circumstances.
To be effective, a vision must motivate people. President Kennedy’s vision to let land the first man on the moon by the end of the 1960′s and it is one of the most famous examples of effective leadership vision. To motivate people, a vision might be expressed in arousing tones. The leadership vision to first land the first human on the moon would have been motivational to the engineers and scientists who made it happen no matter how the vision was expressed. It was motivational for two reasons: it gave them a very concrete, time-bounded target and it was an exciting challenge for the people associated with the project, that is too with the support of the most powerful man on the land.
If you own a car rental company, creating a motivational vision would be harder. It is very difficult to know how much you have to do to improve the customer service at lower costs. You have no idea what the customers expect from you, meaning you have to put in lots of effort such as conducting a surveys and evaluations, what the competitors are doing for their customers. If you are already in the top 3 in this industry, you have also to know how much higher can you go? In that case, the most motivational vision for such a business might be to make it to number one over the next 3 years. If your vision is not time-related, it is very difficult to get excited about it, mainly because there is no sense of urgency to do anything new, but your vision must be having the mettle that your company will be No.1 in 5 years, but this needs a lot of bravery, since just preparing a vision statement is not enough, you have to the daringness to go ahead with your vision statement and to achieve your goals within the time period, you decided for yourself.
It is said that visionary leadership motivates staff to overcome tough challenges and to achieve goals, however for this we need to decide whether we really need a vision. We are often told that vision is an essential feature of great leader, then in that context, we also need a vision to execute our plans well for achieving our personal goals and to become successful.
Our personal success depends on how well we define and live by the vision we prepared for ourselves.
Situational theory is one of the type of leadership theory, leadership model and leadership style that believes that different leadership style suit different situations. That is as per the situation, you should apply leadership style. Situation leadership theory assumes that the best action to be taken by a leader depends on the situation. The leader should also be able to adapt the style according to the situation. As the situation changes, you (leader) should also quickly change the leadership style. Depending on the situation, you (leader) should adopt leadership style.
Adopting a particular leadership style also depends on the relationship between the followers and the leader. The cooperation of the employees also plays a major role in deciding the type of leadership that should be in that organization. Factors such as mood and stress may affect the leader’s behaviour. When a situational leader is required to take a decision, he or she does not use only one preferred style. Situational leaders are effective and versatile. In our day-to-day life, we do this in dealing with different people. That is our leadership style is different for different people. We avoid getting angry if a new employee makes a mistake. We also remind forgetful employees. This theory is not only applicable to people who are leaders or are holding leadership management positions but is also applicable to those people that lead others at play, at work and at play.
Alternatively, smart people have often forgone formal situational leadership theory and sought out useful leadership books and learning material that will help them along the path to happiness and leadership.
A situational leadership model is also associated with situational leadership theory.
The basic idea of this model is that leadership flexibility is necessary for effective leadership. It also believes that different leadership approaches are required for different situations. This model defines four leadership styles. These styles are based on how much guidance or direction the leader can give to his or her followers.
Leadership Styles are as follows:
Directing Leaders. Tasks and roles of the followers are defined by these leaders. Directing leaders also supervise their followers very closely. All decisions are taken and announced by the leader. Here the leader is more focused on completing the task than keeping a good relationship with the follower. Thus, communication is one way.
Coaching Leaders. Here the leader still defines the tasks of the followers but asks for any suggestions from the follower and tries to keep a good relationship with the follower Final decision is made by the leader and not the author but communication is two way.
Supporting. Here the leader frequently takes the help of followers for day-to-day decision. Decisions include processes and task allocation. The leader facilitates decisions but the final decision is taken by the follower.
Delegating Leaders. Here the leader is too involved in problem solving and taking decisions but the authority to take the final decision is with the follower. Followers also decide how and when the leader should be involved.
Depending on level of development of the employees, a particular style will be most effective. The leadership approach should also match to what is required or needed by the employees or followers.
As times are getting harder, managers have been re-evaluating how they motivate their workforce. At Leadership Expert, we’ve put together this comphrehensive collection of motivation tips & tricks to help managers increase their employee’s productivity in this tough economic climate. Most of the tips don’t involve spending a penny, and the ones that do will create far more value than you spent, meaning they’re perfect to use during a recession.
One final point to make before we embark on this list, is that you should consider this a ‘sweet shop’ of motivation tips, i.e. you should only pick a few and certainly not attempt to implement them all. There’s nothing worse than being sandblasted by motivational techniques.
1. One-on-One coaching - People appreciate learning directly from their senior on an individual basis. It helps them remember what they learn, and ask any questions they wish to help form a deep understanding of their work.
2. Training - In general, training is one of the most empowering tools a company can offer it’s employees. Subsquently all large companies invest heavily in training and enjoy the long term payoff.
3. Clear Career Path – Staff are better motivated when they can see where they should be in 3 years time if they work hard. The more barriers between them and promotion that cannot be solved by hard work will only demotivate.
4. Safe Work Environment – Maslow theorised that safety is one of the fundemental pillars of motivation, and that a safe work environment is necessary for all other motivating factors (such as self esteem) to start having a positive effect.
5. Executive Recognition - A congratulatory conference call from the CEO or visit from the finance director will do well to swell the chests of your workforce with pride and admiration for their work.
6. Time off - Motivated employees will not gladly take time off, however a generous time-off system needs to be in place to create motivated employees. Staff are likely to work harder and longer with the safety and knowledge that should they need time off due to stress, they could take it.
7. Encourage employees to praise good work of their fellow colleagues – Build a feedback procedure whereby collegues regularly pass comment on each others work, or team mates share their opinions after completing a major task. Feedback such as this helps reduce infighting and will give many people tips on how to improve their work.
8. Be sympathetic to personal problems – Offer generous time off for those who suffer bereavement. In most cases it won’t be taken, but the gesture will improve relations between managers and staff.
9. Keep your door open – An open office encourages the open share of ideas. You want to remove any barriers to communication, and a closed door certainly constitutes a barrier.
10. Allow flexible working hours - Allowing employees to manage their own time so they can participate in outside work-related activities won’t make their hours shorter. Employees who would take time off to see their child’s sports day will likely ‘pay back’ the favour by working longer hours afterwards.
11. Have annual or quarterly reviews – These are where an employee goes through some targets and review points with another member of staff who is not directly above them, and is more of a guidance counsellor than a boss.This will allow them to discuss important long term career topics that will feed their desire to work.
12. Let your employees choose their own lunch break- Unless your company happens to be a food outlet, it really doesn’t matter whether your employee takes their lunch at 11:30 or 2pm, so don’t attempt to force them to stick to a routine.
13. Forward information to staff after management meetings - A quick debriefing will increase their sense of involvement.
14. Rotate job roles – More appropriate for manufaturing, the rotation of job roles has been proven many times to increase employee productivity, despite the decrease in specialisation. This technique can be applied to any low to medium skilled jobs with a powerful effect. Multi-skilled workers also make life easier for your HR department.
15. Provide quarterly updates on relevant business and customer issues – many members of staff aspire to be senior management in the future, and will thrive on being kept in the loop when it comes to high-level business infomation.
16. Give an incentive to get employees to work earlier in the morning - I’ve learnt from experience that if a salary-based employee gets to work an hour earlier, it is likely they will work until their usual finishing time.
17. Support charity work within the company – Donate 1 or 2 days of charity work per year to good causes. This will help your business get into the local media and make staff feel like they’re a part of a responsible company.
18. Address the environment issue – While we’re on the subject of responsibility, it’s worth noting that employees prefer working for a company with green credentials, so setting a carbon reduction/ energy efficiency/ recycling intiative will help enthuse the workforce.
19. Give your employees choice over their uniform – Often a business casual work dress code makes employees feel more independent than full suit and tie – which is often not necessary in an office environment.
20. Obey confidentiality – A manager who pretends to care about his employees but simply laughs and bitches about them behind their back will loose all respect and credibility extremely quickly.
21. Offer stress management/counselling services – These services are easy to outsource and admitedly are very rarely used. But the availability of such a service increases moral without costing you a penny.
22. Use gimmicks - Give out novetly ‘trophy’ style items for exceptional work. For example, give a LP record for an employee breaking a record.
23. Bring in sweets to share out on random days – This is a cheap technique that will improve the relationship between management and the workforce.
24. Give out tickets to cultured events such as theatres and music shows.
25. Send a company T-shirt or hat to the employee’s child(ren).
26. Walk around with free lunch coupons - Hand out on the spot.
27. Give workers a surprise for their work area - A desk organizer, a picture or poster, a new mouse pad even. Any new gift will be an interesting novelty.
28. Give a subscription to a work-related periodical - This is an interesting gift that shows your commitment to their professional development.
29. Buy lottery tickets or scratch cards for people on an irregular basis.
30. Hand out classic self help literature and excellant leadership books – Hand these out to entire departments at a time, or they may feel that you’re indirectly critisising them. Success literature can really inspire employees to work harder – but be wary of the core message of the book. Many of these books encourage workers to quit their 9-5 jobs.
31. Give recognition – Every worker wishes wants to be ‘known’ by those above them, so talk about your workers to your managing collegues and ensure that none of your subordinates go un-noticed.
32. Give Attention – To be distinguished from recognition. Recognition is the long term awareness that boosts self esteem, whereas attention is a short term devotion of time that will keep employees on task and able to voice concerns as early as possible.
33. Applause - Because sometimes words just aren’t enough.
34. Always carry a smile – I once knew a senior manager who famously was never seen with a negative expression on his face. This sort of reputation really inspired subordinates such as myself, and completely stands again the cynicism and sarcasm that exist in workplaces across the country.
35. ‘Manage by wandering around’ – Rather than calling employees to your office, go and visit them yourself. This is a sign of respect and reduces the interuptive impact you have on your team.
36. Listening to employee efficiency suggestions – And more importantly you should be acting on as many as possible, even the petty suggestions. This way you build up credibility in the system, leading to more important, significant proposals to be put forward in the future.
37. Lead by example and follow through with what you say. Just as following through with suggestion box comments you build credibility in the system, if you follow through with your own promises, you build credibility in the system of management as a whole.
38. Ask! - Ask the employees what they want from you.
39. Listen! – Listen to what employees have to say about YOU and what you can personally improve upon.
40. Add a personal touch by going out of your way to inconvenience yourself to please a member of staff. Just the occasional gesture in a busy period can be enough to remove that employees doubt over whether you have their best interests at heart.
41. Understand employee behaviour - Often a negative attitiude or behaviour is a direct response to bad controls/procedures that you can correct or change.
42. Write thankyou notes fairly regularly – These notes only take a second, and will float around for a long time, making the employee feel proud.
43. Actively make a point to speak to every member of staff each day. This doesn’t need to be a major catch up, but just enough so that you’re maintaining a good working relationship, and they would feel comfortable in coming to you when they’re struggling.
44. Ask employees “What can I do to help you with your job?”. You may surprised at the responses and ideas you get in return. A little help like this can sometimes be more effect than formal leadership coaching or leadership training.
45. Get your hands dirty with your staff - Learn about the good and bad aspects of their day to day work. Only through understanding what their day actually entails will you be able to see what would motivate and enthuse this person to work more effectively.
46. Show the courage to let your employees learn from their mistakes - Don’t jump on their error and shout at them, as they will already feel embarassed enough. Managers often destroy many hours of work building up trust and enthusiasm by loosing control and shouting at workers when things go badly. Nothing destroys intrinsic motivation quite as quickly as raving tyrant.
47. Show great confidence in relying on subordinates expertise in areas that you have none – Trusting in the skills of others is a sign of a great leader. It will improve the confidence of others as well as take some weight and responsibility off your shoulders.
48. Stand behind your employees and back their decisions - Similar to relying on a subordinates’ expertise, this will improve their view of their own skills, and benefit you in the long run.
49. If you have many employees with the same job title, give them a list of the tasks that need doing and let them divide the work up among themselves. It reduces the feeling of ‘meddling manegement’ and allows for more efficient work allocation - as people are more likely to take on jobs that they’re personally good at.
50. Don’t be a pushover - While nearly every employee would love to have a soft manager, they would also admit that it is because they would do less work. Be clear with orders and don’t allow yourself to be fobbed off with excuses.
51. Arrange discounts for them at local stores to increase loyalty
52. Offer rewards for great ideas. If it saves money or brings in business, give the employee a percentage of the savings or profit. – entreprenial atttiude.
53. Send $10, $25 or more to a spouse with a thank-you note for his or her support during the employee’s overtime.
54. Pay an employees rent for a month - This will take the weight of their shoulders more than a simple cheque would. Give your employee piece of mind.
55. Pay for the tutoring of an employee’s child - This is a generous ‘donation’ that will really help establish true loyalty and admiration for the company.
56. Give employees who recruit new workers a cash bonus.
57. Sponsor membership in a professional group for your employee.
58. Surprise your staff with a new challenge out of the blue – Give your employees 2 weeks to increase their sales by 15% for a 5% salary bonus reward and watch how they suddenly start looking at their work in a whole different way.
59. Move your staff onto more heavy commission based salaries – This brings employees personal goals in line with those of a sales department. A word of warning – make sure the variable upon which the commission is based is what you truely want. Because staff will often chase that commission at the expense of others goals such as customer satisfaction and quality of service.
60. Give out gift vouchers as a way of rewarding individuals for a good job on a specific task – Amounts of £50 are respectable but won’t break the bank. You can reserve these for when staff members have demonstrated working by company’s values, or have shown hard work.
61. Give generous staff discounts on products - This is a rather standard perk in the modern day, but its effect on employee morale must not be forgotten.
62. Pizza/Popcorn/Cookie Days - These really put a smile on alot of employees faces. Just hope that few people are on strict diets at the time!
63. External Seminars - These can be attended by individuals, teams or whole departments if they’r relevant. Trips to seminars, events and conferences can be a welcome break from work for staff, while actually still building their skills and adding value to the company.
64. Dress-down Days – Again, another motivational tool that has become a standard in all companies large and small. And why are they popular? Because it really does improve morale!
65. Leadership Teasers - Give employees a glimpse at what it is like to run a team, lead a division or speak in public. These positive ‘taster’ leadership sessions will really get them hooked onto their career track and really kick start leadership development.
66. Share letters of praise from customers with the member(s) of staff involved - A kind word from a customer not only gives effective feedback on the service at your organisation, but it also warms the hearts and motivates the staff who read the mark of appreciation. These are so effective that I would suggest you contact customers to ask for feedback.
67. Have a family day - Perhaps on the last day before a public holiday, you could arrange for staff to bring their children to work. As well as lightening the atmosphere of the workplace, it also helps create harmony and understanding between workers, as they come to understand more about each other and what they’re like as a family person.
68. Go to lunch with each one of your employees on a quarterly basis – Ask the question, “What do we need to do to keep you with us?”
69. Invite employees to your home for a special event - This gives you the opportunity to recognise them in front of their spouses and co-workers. Obviously only suitable for small businesses or departments, this activity is a rare but powerful one.
70. Let them attend a meeting in your place – As well as giving temporary empowerment to your staff, letting them sit in or replace you in a meeting also will increase their understanding of what pressures you are under and what you need from them.
71. Let them “sit-in” with an upper level person for part of a day – Similar to the leadership taster, this shadowing of senior management is more appropriate for junior members of staff. Middle management may feel uneasy about taking a perceived ‘step back’ into the activity of shadowing.
72. Involve them in a special project that allows for company exposure and visibility. Such as being written about in the news. All too often – these sorts of tasks are handled by only a couple of individuals who become desensitised to the novelty of being publically recognised. By rotating these sort of tasks round a larger number of employees, you are efficiently maximising the motivation gained from such a job position.
73. Let your employees craft the mission statement – More and more managers are discovering how effective this is as a motivational tool. It’s most powerful when absolutely every employee contributes torwards it’s creation. Without proper employee involvement – mission statements are simply empty rhetorical ‘wish lists’ of values and objectives put forward by the CEO.
74. Minature golf and other fun indoor activities - Fun golf courses, bowling alleys, Scalextric tacks and casino tables can be affordably hired in a recession as businesses cut back on novelty client entertainment and expenses. You can use this to your advantage by hiring such fun equipment to become the centrepiece of a project-end event. Having something fun to look forward to at the end of each major project will have a motivational effect.
75. Team building days out – In a similar fashion, outdoor activity courses and events can also be used to keep your staff happy and promote good team leadership.
76. Hand out awards - Prizes for awards such as ‘best team player’, ‘best attitude’ etc should be also accompanied by humourous ‘caffeine addict’, ‘chief photocopier person’ and other quirky awards.
77. Run short term target-based competitions between staff for freebies or bonuses. But ensure a level playing field or you’ll only create frustration and conflict!
78. Take your employees to the cinema. Cinemas offer cheap corporate deals and will cater well for your employees. Picking the right film is tricky though!
79. Promote the creation of company sports teams – These will help build ties across departments. Encourage recruitment from all areas, rather than simply being teams of cliques.
80. Develop a Wall of Fame to share letters of praise and similar with everyone in the office – Put it near the photocopier for maximum exposure.
81. Create personalised rewards – everyone values different types of rewards more than others. Some workers prefer time off, others prefer cash, so ask people which they’d prefer before setting up any bonus or reward scheme.
82. Additional Responsibility – While you may grimace at the idea of being given ‘another’ batch of responsibility, a more junior member of staff may actually jump at the thought. Start leadership programmes that give subordinates that opportunity at stepping up.
83. When pay cheques are sent out, always write a note on the envelope recognizing an employee’s accomplishment(s).
84. Try to remove all the cynical and sarcastic posters & slogans from around the office. They provide a cheap giggle but demoralise staff. A quick example of short term benefit, long term pain.
85. Remember birthdays with a simple birthday card, mini cake or gift.
86. Take out an advertisement in a local paper and include your star employees’ names and pictures in the feature.
87. Speak truthfully and transparently – All employees have a good skill at knowing when they’re being lied to, so don’t even attempt to pull the wool over their eyes. Learn from Obama – he didn’t try to tell America that the economic was just a ‘little’ bit under-the-weather; he told it how it was. Rather than trying to cover up the failings in a company, instead emphasise how you are going to solve it, and employees will reward you with hard work.
88. Increase your employees span of control – this decreases costs and motivates them if they’re the type that crave control and authority.
89. Remind people of what drives them to do what they do. Allow pictures of family and other such drivers to be strewn around the office, and talk to them about their family, their dreams for the future and desires. You can use their dreams to motivate them easily.
90. Pin up genuine motivational posters etc around the office. These motivational quotes really do inspire some people.
91. Get your employees to replace their default screen saver with a playful ‘Get off your butt and back to work’ message that they’ve typed themselves.
92. Let employees give new recruits on-the-job training - It’ll show them how much they’ve grown as an employee in your company and leave them feeling senior and skilled.
93. Make sure you know everyones name in the office - whether they’re in your span of control or not.
94. Ensure free coffee is available. Caffeine or hot chocolate will always help!
95. Have a bowl of fresh fruit for employees to snack on – The women especially will appreciate this nice gesture, yet it only costs a tiny amount per day.
96. Make sure the service staff (cleaners, janitor, receptionist) greet staff throughout the day, rather than simply trying to be invisible.
97. Play the occasional tasteful practical joke
98. Invite in a motivational speaker to talk to your staff - These speakers often charge high fees however, so ensure that their key messages concern long lasting motivation rather than a ‘fad-like’ short term buzz that will fade as the speaker slips from memory.
99. Give your team a cool team name - Admittedly easier said than done.
100. Ensure that all members of staff feel that they are the best at at least one task - This will give them a ‘place’ in the organisation and make them feel important.
101. Finally - Share this blog post with other managers in your organisation!
Phew! We’re done! If you found this article as helpful as I enjoyed making it, then please use some of the neat buttons below to help share this motivational advice across the world!
Defining leadership characteristics is not simple. This is because each leader has his/her own characteristics. However there are some common features required for an exemplary leader. A typical leader should know how to influence their team members to work harder and committed to achieve the overall organizational goals. A leader can be either task oriented or people oriented. Task oriented leader will be interested in training, performance and in winning. Whereas people oriented leaders will concentrate more on inter personal relationships.
1. A leader must have the characteristics which he/she wants to incorporate into his/her team. Discipline, self confidence etc are the essential qualities of a leader. As he/she is the role model for the followers, his/her movement will be keenly watched by others. Therefore a leader must carefully behave in a way they wish to be emulated.
2. Leaders are not born and they are made by hard work. Hence hard work and intelligence are the important leadership characteristics. A leader must take decisions after analyzing each and every aspect of the situation and must be able to use common sense in accomplishing complex tasks. They must also know how to select right strategy to tackle the situation. Adaptability to various situations and willingness to accept changes are crucial to leadership success.
3. All excellent leaders regularly invest in themselves. Leaders have often sought out useful leadership books and learning material that will help them along the path to happiness and leadership. These days, many e-courses tend to be rather disappointing, but if you don’t like the idea of having to read through 30 leadership books then you should take a look at The Ultimate Leadership Guide . Its an excellent base upon which you can build your personal development – and contains the core teachings from 30 top leadership books. I use the electronic version which sits on my desktop, to constantly refresh these principles throughout my working week. Doing so multiplies the effectiveness of literature because being able to re-visit means you’re far more likely to remember infomation and find ways to apply it.
4. A good leader must be able to motivate his/her team members to get success. They must create task excitement and confidence in accomplishing a task. They must be easily approachable to his subordinates. A great leader is one who is a master in the art of communication. He/she must be ready to listen to the words of his/her team members. Two way communication is therefore essential in leadership.
4. A leader must be able to push the entire effort of his team members. They should have the capacity to use the full potentiality of the members. They must give opportunities to the team members to prove their leadership skills. A good leader should motivate his team people to use the opportunities correctly.
6. A great leader is one who guides a team and not rules the team. Providing a trusting and open environment to the team members is one of the crucial leadership characteristics. They should offer an environment to the team members where they can learn and grow. An excellent leader will have the strong sense of vision.
Apart from the above characteristics mentioned, a good leader must have the following characteristics:
7. Self esteem. Self esteem is an important quality of a leader which will help to face tough challenges.
8. Need to achieve. a leader must be goal oriented and must be able to strive hard to achieve the goals. Heshe should be ready to take risks. A good leader is one who takes moderate risks and not extreme risks.
8. Screening for opportunity. A leader must have the ability to screen the opportunities as useful and useless. They must also be able to grasp any small opportunity missed by their competitors.
9. Optimism. A good leader must be an optimist. They should be able to see problems as challenges. A great leader will always view an obstacle as a way to new direction.
10. Courage. An outstanding leader is one who has courage to face challenges. Risk-taking is a crucial characteristic of a leader. They must be able to make changes and to accept changes.
All excellent leaders regularly invest in themselves. Leaders have often sought out useful leadership books and learning material that will help them along the path to happiness and leadership. These days, many e-courses tend to be rather disappointing, but I’m pleased to recommend one e-course that is still respected by leadership professionals such as myself: Best Year Yet®. It is an on-line goal orientated leadership programme, which provides you with core habits, a new way of thinking and an ability to act on the things you have planned for to make you successful. it can be a self-directed learning programme, or you can opt for the support of a dedicated ‘on-line’ or ‘face-to-face’ coach.
About Leadership Coaching
Leadership coaches are experienced individuals whom charge wealthy clients between $50 and $500 per hour for their services. Similar to consultants – leadership coaches will analyse your personal situation and problems, and us their own tools and experience to produce solutions.
Coaching and Leadership have always been intertwined due to the very personal nature of leadership, and how it is best taught through either self reflection and literature, or through having a guru.
Is having your own leadership coach all that its cracked up to be? Or are they just overpaid individuals who simply tell you to get up off your chair and speak louder?
Is It Worthwhile?
I personally believe that, like consultants – leadership coaches are worthwhile for medium to large organisations where even tiny incremental changes at the top can increase profits by 5 figures or more. Without this scale, leadership coaches can drain resources at perhaps a time when budgets are tight and cash flow is poor, so choosing the right leadership coach and right level of coaching intervention is very important.
Is There A Cheaper Alternative?
A fresh alternative to expensive traditional leadership coaching is to join the private membership club of one of the world-famous personal development gurus. You’re going to get the same quality of material and ideas, and in much higher volume, which however means that YOU have to decide which pieces of knowledge are relevant to your situation to act on. There are several exclusive communities out there, my favourite being Patric Chan’s Success Trace Private Membership Club. It’s just £3 for the first month and £10 GBP thereafter which means that a years membership to – quite frankly – an impressive resource, is available a a price lower than one hour with a face-to-face leadership coach.
Alternatively, you can sign up to a proven coaching programme ideally suited to the Leadership-expert™ global leadership audience. Full details are given here.
Leadership coaches are becoming more prevalent now that companies are becoming leadership orientated and aware that autocratic leadership is not always the most appropriate way of running a business. Looking at the other options in a thorough and methodical way is something a standard CEO is not trained for. This is where leadership coaches really come into play.
If, for now, you just want to opt for self-directed learning, then I encourage you to subscribe for free to access the wealth of leadership training material I have published on the site and in my monthly newsletter, with the primary objective of helping you to become an authentic and accomplished leader.
Motivational quotes work really well to inspire an individual and help him or her overcome the toughest phase of life. Now, the challenge can be to come out of the smoking phase, recovering from low self esteem, health issues, weight loss or to enhance their qualities.
Quotes for motivation also posses the power to rewrite negative thoughts that may have extend your mind. This is a great way to achieve success.
There is a need to surround you with positive motivational quotes. This is a fantastic way to overcome a temporary set back that has entered your life. These quotes are capable of instilling you with positive energy and zest. You will definitely feel changed up once you read them.
For instance, if you have been given a project, that you want to accomplish and you think that the task is really difficult. This situation is enough to make you feel bad and discouraged.
However, how would you feel if you suddenly happen to read something like the following?
- “Success comes to those who dare and act.”
- “Nothing is impossible in life as the word impossible itself says ‘I’m possible.”
- “Dream, plan, believe and act. The success is just a step ahead.”
- “Believe you can and you will.”
In short, quotes for motivation around you can add up to the zest in your life.
Motivation is also completely intertwined with the idea of self-investment.
As an alternative method, many motivated leaders I have come across regularly invest in themselves. Leaders have often sought out useful leadership books and learning material that will help them along the path to happiness and motivation. Leaders also invest in themselves by attending leadership training programmes regularly or benefiting from having a relationship with a leadership coach.
Benefit of using quotes for motivation:
a) Strength and Commitment
Quotes for motivation help in making you strong and committed. There are excellent sources to inspire you to excel in your field and out beat others. Most successful personalities across the globe have got inspiration from motivation quotes and instances. For example the great Napoleon Bonaparte got his inspiration to succeed from an ant who tried to take in food towards the wall and had fallen many times prior to getting to the final destination.
b) Encouragement in the time of despair
There are times when things go wrong and don’t work out. You need a strong source of encouragement during this period. There is a lot in these quotes that will help you to take good action and also strengthen your mind processes and thoughts. If you read these quotes and apply them in your life, you would definitely succeed in your mission.
How to use quotes for motivation effectively:
Once you have chosen a motivational quote related to your goal, you need to print it. Get it printed on a nice paper in an attractive font. You can even write it down in your best handwriting. Make sure that the quote you have chosen for yourself really provides you a kick.
Now, it’s time to display it at places where they are most effective. Stick these notes on a bathroom mirror, dashboard, screensaver, Billboard around your desk or in a picture frame above your bed.
Once you have placed these quotes for motivation at their best locations, read them frequently, several times in a day. Try to say these aloud. Feel them and most importantly believe them. You will see a major difference in your motivation.
In many situations we would greatly benefit if we could raise our self confidence to a level where we’d feel like we could achieve anything. In fact, a lot of research shows that by doing quick confidence building exercises we can dramatically improve our performance in certain tasks.
Here are three quick and simple things you can do to build self confidence now. These have worked for me and they will work for you as well.
First of all your posture and the way you walk has a big impact on how you are feeling. If you are walking slowly or hunched over you will not feel very confident. Walking faster and with a sense of purpose makes you feel more confident.
The second exercise to try and think of some times when you felt really confident. Try to visualize this in your mind as clearly as possible. The clearer the picture is, the better you can relive the emotions you felt at that moment. Remember your mind cannot tell the difference between things you vividly imagine and things you are actually seeing now.
While these exercises will give you a quick boost of self confidence, they can also be part of your long term self confidence building program. Remember it is like a muscle; you must constantly exercise it if you want it to grow.
The Best Method
As an alternative method, many confident leaders I have come across regularly invest in themselves. Employees and individuals have often sought out useful leadership books and learning material that will help them along the path to happiness and self confidence. These days, many people are building their own self confidence through self directed learning and the support of a coach.
Remember your main focus should be on building long term self confidence and not on short fixes. The best way to do this is to regularly schedule time everyday focused on a confidence building activity.
These activities could range from improving your guitar skills, reading books, or attending self help seminars.
Everyone at some point in their lives think they have low self confidence but don’t let a few situations lead you to believe that your self confidence level is extremely low.
If the truth is told almost everyone could use more self confidence. Being shy does not necessarily mean you have low self confidence.
Keeping a journal about your progress is also vital. By reviewing what has worked and what has not worked for you in the past you are essentially writing your own owner’s manual.
Keeping this journal will provide extremely valuable as the years go by. If you find a good tip, a great affirmation, or a good idea you have a place to right it down. Then at anytime you can go back and review your notes to find what you are looking for.
As a last note, remember that if you do use affirmations, use them with emotion. For most people affirmations do not work because they do not say them with emotion.
Inject some more passion into your affirmations and you should see results very quickly. Say affirmations that are framed in the positive and not the negative. State what you want. Don’t state what you don’t want.
Good luck in your build self confidence program.
Guest Author: Nick Carroll
Visit here to learn about www.buildingselfconfidence.54tips.com/3-steps-for-how-to-get-self-confidence.html. Also be sure to visit my blog at http://www.buildingselfconfidence.54tips.com.