Leadership Programmes

Such programmes are designed to provide trainees with an overview of an organization’s operations. This is achieved by a rotational training of all the departments, and it provides exposure to all the important activities and operations of the business.

This way, trainees get first hand experience of the functioning of the organization, from the very top to the bottom of the management ladder. This in turn helps them become more effective and efficient managers and leaders.

Alternatively, smart people have often sought out useful leadership books and learning material that will help them along the path to happiness and leadership. These days, most tend to be rather disappointing, but one e-course that is still respected by leadership professionals such as the industry leader:  ‘The Ultimate Leadership Guide‘ which I consider an essential ‘crash course’ in the principles you need to know to further your career or leadership skills and even find happiness in other areas of your life.

Leadership programs vary widely on any number of different things. The specific structure depends upon the type of industry, work, services and operations. They also have some very basic elements in common.

At the beginning, trainees are usually rotated through various departments to become familiar with work. In addition, they are also “earmarked” as potential candidates for top positions in the future.

The Value of Leadership Programs

All the top leaders in various industries acknowledge the importance of such programs. At Hilton Hotels, the trainees are rotated through about a dozen different hotel departments during a period of 6 to 8 months. It has been proven that these employees, who as trainees undergo all the operations of all departments in the hotel, make better managers.

Staples also runs such a program. In their program, trainees are rotated to give them the experience of working at retail store and the head office. It is observed that these programs give a better understanding of the overall working of the organization and the operations involved inside the organization.

At Staples, trainees go through seminars, training sessions on all aspects of the processes for which they are being trained. Therefore, they get to know about everything – how to quote prices for products or services according to company practice, how to negotiate, supply chain management, logistics and much more.

Sometimes, trainees work with managers that act as their mentors or ‘leadership coaches‘.

Experience Pays Off

In a program run in an industry such as retail, trainees are initially rotated at the store level. They get the experience of working at the counter in the first phase of the training.

Once they join the office and assume other responsibilities, they understand the value of their training. Such trainees who join the company speak about their being able to understand the routine work, “right from day 1″.

At Hilton Hotels for example, under housekeeping rotation, trainees are required to make beds and clean rooms. However, all this experience pays off, as they go on to become not only managers, but also future business leaders as well.

Leadership Grooming

This very experience of performing quite ground-level duties of everyday chores makes not only managers but also potential top leaders of the organization. Hilton has many directors and even VPs who were trained in leadership programmes.

Of course, getting it right from the basics is the key to success, isn’t it?

Charismatic Leadership

Charismatic leadership is all about a superhero act. In an article titled “What exactly is charisma?” published in Fortune on January 15, 1996, Patricia Sellers says, “Charisma is a tricky thing. Jack Kennedy oozed it – but so did Hitler and Charles Manson. Con artists, charlatans, and megalomaniacs can make it their instrument as effectively as the best CEO’s, entertainers, and Presidents. Used wisely, it’s a blessing; indulged, it can be a curse. Charismatic visionaries lead people ahead, and sometimes astray.”

Practitioners of charismatic leadership have a firm belief that they can lead followers by unleashing their personal charm and grace. You can recognize one by the way he or she interacts with others – making each person feel like the most special on the planet!

While charismatic leadership is most often employed in the political arena where a large number of people have to be influenced within a short time, using little or no personal contact, it can be applied equally in a business situation. The leader seeks a “fan following”, and a devotion among followers which is usually absent from other forms of leadership. You can think of at least a couple of U.S. Presidents who had an almost hypnotic effect.

Charismatic leadership involves a great deal of theatrical behavior. A charismatic leader is a persuasive speaker, and a master of body language. Charismatic leaders are great at reading the occasion, and will tailor their behavior to suit the mood. At the same time, they are willing to take personal risk and make sacrifices in order to build their own credibility and trustworthiness in the eyes of their followers. Once their leadership is established, they will try to carve a distinct identity for their group of followers, and build an image of superiority for it. At the same time, these leaders identify themselves so strongly with the group that the group and the leader become nearly synonymous.

Academics have identified the following four stages of charismatic leadership:

Creating a new vision: Charismatic leaders are able to assess unfulfilled needs and opportunities in their environment and project their vision for a future without any shortcomings.

Articulating the vision: The leader will be able to communicate his belief in the vision to his followers and convince them of its viability.

Building trust: The next phase of charismatic leadership involves engendering trust among group members and securing their commitment.

Achieving the vision: The leader will set a personal example and empower others in order to sustain motivation so that the vision can be realized.

It may sound strange, but charismatic leadership is not necessarily an inborn trait. It can be learned and perfected, usually by watching the actions of other charismatic leader role models and modifying behavior in certain ways.

It is important to note that charismatic leadership can be a double edged sword. It all boils down to the motives of the leader. Charismatic leaders can be a bit insincere, more concerned about themselves than their followers. Such a tendency towards narcissism can do a great deal of damage to organizations. On the other hand, if their heart is in the right place, charismatic leaders can work magic like no other.

Situational Leadership

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.

Success With Organizational Leadership

As a Marine Aviator, business owner, and consultant, I have dedicated many years to honing my leadership and development skills – both organizational and personal. In my experiences I discovered three simple principles that, when properly applied, will make your leadership journey incredibly rewarding.

• Number One – it is all about you

• Number Two – it is all about them

• Number Three – it is all about the organization

I confirmed these proven principles in interviews with over one-hundred successful leaders. Here is an overview for you.

Organizational Leadership Principle Number One – It is all about you.

You must make the conscious choice to accept the leadership role. It is not enough to occupy a position of leadership (as defined by a box on the organization chart with your name on it). In fact, many people have made the choice to lead, exercising vast influence, without being in a so-called “leadership” position. In making the choice to lead, you take responsibility for yourself first, which means you must commit to working on your own personal and professional development. If you cannot, or will not, lead and develop yourself, you cannot lead and develop others. You must recognize that you will take some hits in your visible leadership role but you must also not shy away from them. You must realize that your decisions may not always be popular, but understand this comes with the territory. You will discover the rewards of leading are well worth it..

The three essential elements of this first principle that you must master are:

• Integrity – Do you deliver on your commitments?

• Technical competence – Do you understand the tasks?

• Setting the example – Are you a proper role model?

Once you accept the first principle and embrace these three elements you are ready to move on to the next principle.

All excellent organisational 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. See Leadership Training and Leadership Coaching for details of programmes help mere managers become highly effective leaders..

Organizational Leadership Principle Number Two – It is all about them.

In this case, them refers to those we lead. Your purpose as a leader is to engage and motivate your employees to bring 100% of themselves to work, every day. As their leader, it is your responsibility to create the right environment for them to motivate themselves and to exceed your expectations. Your focus should be on helping people perform more effectively and efficiently. This helps them become more productive and advance in their careers. It also shows them that you care about them.

The three essential elements of this principle are:

• Self-awareness – Do you know what you do well?

• Taking care of people - Do you look out for them?

• Developing new leaders – Do you help people advance?

Applied properly, this principle will help you in the long run as your employees become more efficient, more productive, and more effective. They will require less supervision–which brings us to principle number three.

Organizational Leadership Principle Number Three – It is about the organization.

There are unethical and misguided bosses who think the organization exists to support them. This arrogance ultimately brings failure. We come together in associations or businesses to accomplish something that we could not accomplish alone. Your employees give you their time and you compensate them with standard benefits. As a leader within your organization, you must recognize that you are part of the organization, but not the organization itself.

Investing your ego and ambition in your job is fine–to a point. In the extreme, this creates an overbearing autocratic leader. The truly effective leader knows he or she is an active member within the team and always works to better the team. Real leaders have a forward looking orientation and work to build the culture of their group. It is the insecure leader who wants their successor to fail. Any leader who fails to support an employee–for any reason–hurts the organization, therefore violating Principle Number Three.

The essential three elements of this law are:

• Commander’s intent – Where are we going and why?

• Culture and Values – What makes this place tick?

• Practice – Do we work to get better at what we do?

Clearly, there are many layers to each of these laws. But the first step to higher leadership effectiveness is to make the choice to be a leader. Then, focus on your people and help them succeed. Together, you can successfully advance your organization into the future you articulate. Once you embrace these three laws, you are on your way to becoming a truly successful leader and you will create a thriving organization as you navigate your way through the tumultuous sea to the land of new opportunities – new opportunities not seen by many.

Author: Wally Adamchik, Founder of Firestarter Speaking and Consulting, helps organizations apply the leadership philosophies he learned in the Marines, and refined in business, to their pursuit of excellence. Read about his book at http://www.noyelling.net and leadership development.

Leadership Coaching

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.

Conclusion

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.

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