Tag Archives: business

Too Many Leaders, Not Enough Leadership

 

Leadership

This post is adapted from an article published in People Matters

Everyone is a leader”. We have seen this statement so many times that we have all begun to believe it. For a while now HR, senior business executives, management gurus and OD Consultants have spent considerable intellectual time distinguishing the characteristics of managers and leaders and creating a list of attributes that define leadership.

In organizations, HR and OD practitioners published lists of competencies and leadership profiles for employees to be measured as part of the annual performance management process. The result is a good start – Teams, business groups and entire organizations all have plenty of leaders who check items off the competency checklist. We have begun to fundamentally change the language we use and call our upline managers – “leaders”. Even if we do call them as managers, the N+2 or N+3 are often referred to as leaders. This is a good start and definitely does create a culture and message for making a strong and developing pipeline of leaders.

We are missing one key factor though. What we are missing is leadership. As Michael Jordan once said “Earn your leadership everyday”.

We need to take a step back and remind ourselves that leaders need to be learning and earning their leadership every day. Leadership moments are recognized after an event has occurred when teams step back and say “now that was good leadership”. Every day, leading other people evolves in our life experiences in ways that we may not realize. Sometimes we may not remember our leadership of other people. We may have influenced someone and the reality is that we may forget a moment of influence completely. On the other hand, those we have helped or encouraged never forget our actions and remember our leadership moment. I would encourage all readers to watch a brilliant TEDx Talk by Drew Dudley who talks about everyday leadership in just over six minutes.

Do we not say leaders “Do the right things” while managers “do things right”? Do we spend enough time on helping employees reflect on the “right things” and reflecting on what has been done?

So here is a task for organizational HR – Help your company celebrate leadership every day.

It is critical for HR to work with business executives to create an environment where we celebrate leadership continuously. It is easy to feel discouraged when an employee feels that s/he are doing the right things, but don’t see the reward right away. Employee recognition and appreciation programs don’t do enough and usually focus on performance-metric driven recognitions; instead they should focus on the leadership moments.

This is where everyday leadership recognition comes in. Let us ensure that we do recognize the “early adopter”, “the change influencer or enabler”, “the energy creator”, “the motivator”, “the team glue”, “the brilliant workaround idea to a problem” and all other leadership moments for demonstrating leadership skills as and when that happens. We can all do a better job of helping our business executives and managers in calling out those leadership moments. We need a culture where when we see a leadership moment, we need to stop recognize, applaud, and celebrate the person who exhibited it. The power of encouraging this is not just higher engagement of employees but also the creation of true everyday leadership. This is when we see “everyone is a leader”.

Remember “Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it is amazing what they can accomplish” – Sam Walton. Here is the HR imperative – let us take a leadership role in helping everyone celebrate everyday leadership.

Post by Vinay Kumar – C2C Director & Principal Consultant

7 Steps to Effective Change Management

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The old adage about “If you continue to do things the way you did, you would continue to get the same results” is now outdated. The world is moving at a phenomenal speed – thanks to globalization and technology innovation. Even to keep up the existing level, one has to change.

Change can be tough, and scary, but the good news is that you can learn the skills to manage change, not only for yourself but also on how to manage it with the team around you.

Now that we have established the need to change and manage change, let us look at what happens in the process of managing change.

  1. Change causes discomfort and often leads to frustration. Needless to say, in a situation like this, people are going to “fly-off-the-handle” and this would give rise to conflict. Conflict handling would thus be one key component in managing change.
  2. Change means innovating, creating new ways of doing the same things to increase efficiencies. This area is about process improvements through innovation.
  3. Change means doing things in a way that adds value to the customer. It is no longer limited to delivering as per customer’s plans, but working towards “how do I make my customer successful?” This calls for creative problem solving.
  4. To initiate change and to have it accepted by the team, one would need to be able to present the situation. Having a good skill that can help you make your presentations with impact would go a long way in being the pillar around which change can take place.
  5. Ensuring that you are on the right track of change management, one would need to be able to make decisions based on the ability to question yourself and the data available before you. The skill in rapid decision making is one that can help you lead the change process with the confidence that you are making the right moves.
  6. As the change process is triggered one would need to work together in teams and often helping each other through effective coaching.
  7. Giving and receiving feedback would be another area that can create a difference as you would need to communicate and receive information during the time when you are tracking the effectiveness of the change process.

To be able to handle change management effectively you would need to equip yourself with skills on conflict handling, process improvements through innovation, creative problem solving, presentations with impact, rapid decision making, effective coaching, and giving and receiving feedback are needed.

Post by Sanjay Dugar – C2C Director & Principal Consultant