Leadership - good or bad?

Leaders may choose to bring in a good direction or bad. In reality, there is a complete range from exceptionally good to exceptionally bad. The standards are increasingly the choice of leaders, although many do not realize that they have a choice or even how to make a choice.

First, what is the leadership of the employees in a workplace by a boss?

Leadership applies to persons and denotes the sending of messages standard value for the people that most of them then follow / use. So let's say you were "guided" towards these standards. Leadership is one side of the coin called a standard of value, the other is collaboration.

Leadership in the workplace consists of value standards reflected in everything that an employee experiences because these standards are what employees follow by using them to do their jobs. Most of what an employee experiences is the support or lack thereof by management - such as training, tools, parts, discipline, leadership, equipment, procedures, rules, technical advice, documentation, information, etc.

Leadership is not a process any manager can change. It happens inexorably every minute of every day, because most people who follow more or less. The only choice available to a manager is the standard (good, bad, mediocre or in between) that employees will follow. Because of these characteristics, "gregarious" turns out to be an important force in people management. Those managers that use can be extremely effective for managing their human capital.

For example, let's look at the top-down command and control technique that is the most widely used to manage people. Top-down concentrates on controlling the workforce through directives, such as objectives, goals, visions, and orders in order to achieve organizational success. Concentrating on giving direction prevents these managers do much of anything else. Thus, top-down treats employees like robots how to "shut up and listen, I know better than you", and rarely, if ever listens to them. This approach ignores the fundamental need of every employee to be heard and to be respected. It 's also the top management ignorant of what is really happening in the workplace thus making their directives wrong at best and at worst irrelevant.

In top-down, no one listens to employee ideas, nobody values ​​their opinions, and nobody gives them any recognition. The only way the labor force capable of dealing with managers who treat them in this way is to disengage and ignore their behavior. In the workplace this is seen as a sullen, taciturn, have a poor attitude, low morale and / or apathy.

(During my first 12 years of managing people, I used top-down and was never aware of how bad was my guide. It was not until I started really listening to employees who have begun to understand.)

In this way, and others, top-down demeans and disregards the employees sending them very negative value standard messages. The rules reflect this treatment "lead" employees to treat their work, their customers, each other and their bosses with the same level of disrespect they received. Top-down also causes a great deal of stress for employees.

This is the way to very poor business performance compared to the results that were obtained using a better approach. Authority is not the problem, but abuse of authority by using the top-down approach to managing people is a huge problem. Top-down managers are their worst enemies, simply because by their actions that "lead" employees to the performance much worse. (In "The human side of enterprise", author Douglas McGregor named this "Theory X" and called the other extreme "Theory Y", but did not provide how to achieve it.)

If you want your employees to produce very high performance, swinging to the other end of the spectrum thus leading to the highest possible performance. To do this, first get rid of all traces of a top-down approach. Everyone wants to do a good job, but nobody wants to be ordered around like a robot.

Then, start treating employees with respect and not like robots by listening to what they mean when they want to say and respond in a very respectful way. Responding respectfully means resolving their complaints and suggestions and answering their questions in a timely manner to their satisfaction as well as yours, but above them. It also means providing them with more than enough opportunity to voice complaints, suggestions and questions. Spend your time making your support reflect the highest standard of all values ​​to resolve their complaints and suggestions in such a way that led them to use the highest standards in the conduct of their work.

And realize that the highest quality and most respectful "direction" is the direction at least since no one likes to take orders or really needs them except in emergency situations. Anyone who routinely need orders of this magnitude should not be on your team.

This treatment leads employees to treat their work, their customers, each other and their bosses with great respect. Listening and responding respectfully also inspires them to unleash their potential for creativity, innovation and productivity for their work giving them great pride and causes them to love coming to work.

You will be stunned as I was by the huge amount of creativity, innovation and productivity has been unleashed. Employees literally love to come to work and the stress will almost cease to exist.

To know how I escaped top-down after using it for 12 years, read
an interview of me ......