Like the Wicked Witch of the West and Glinda the Good Witch of the North in L. Frank Baum's book, The Wonderful Wizard of Oz , written in 1900, good bosses and bad bosses represent two ends of the spectrum in personality and deed. Some things never change.
It is possible, however, for people to hone their skills and become better leaders through self-understanding and training. One of management's roles is to provide opportunity for employees to learn from others who lead by example, thereby preparing themselves for professional growth. Good leaders create high-performing and high-producing teams. They also create safe and congenial work environments.
The Bad Leader
Poor leadership is prevalent in both the private and public sectors. In her book, Bad Leadership: What It Is, How It Happens, Why It Matters, Barbara Kellerman defines seven types of bad leaders:
• Incompetent
• Rigid
• Intemperate
• Callous
• Corrupt
• Insular
• Evil
The paramount nature of poor leadership, Kellerman points out, is compounded by poor followers. These are people who fall into a pattern of bad habits, which they model from their bosses. Thus, disharmony erupts in the organization, eventually leading to financial and productivity challenges as well as public scrutiny.
Poor leadership is ultimately expensive. It diminishes employee morale, and employees feel less commitment to the organization and its mission. They disengage from the business - and then they leave.
It has always been difficult for me to understand why poor leaders can't see that bullying, constant criticism and lack of praise for the team does not motivate anyone to do anything extra. Why would anyone feel eager to work harder under such leadership?
According to a 2000 study, reported in the Harvard Business Review, leadership affects six key indicators of the organization's working environment:
• Flexibility and freedom to innovate
• Sense of responsibility
• Level of standards
• Sense of accuracy about performance feedback and rewards
• Clarity of employee mission and values
• Degree of commitment to a common purpose
Considering these indicators, you can understand the effect that poor leaders have on employees and the business.
The Good Leader
In searching for the qualities of a good leader, we could discuss many qualities and topics. Leadership is a hot issue on millions of Web sites that currently include the keyword "leadership."
Many managers w ill never develop into good leaders. Others will. Good leaders are often prominent within the organization; others are quietly on the fringe but are, nonetheless, great leaders.
Harvard Business School professor Joe Badaracco said, "There are lots of people who look and act like managers, who have excellent managerial skills, and who don't make a lot of noise. Nobody is writing cover stories about them. But after they have been in an organization for a period of time, things are significantly better."
Former GE CEO, Jack Welch identified eight characteristics of good leadership:
• Leaders relentlessly upgrade their teams, using every encounter as an opportunity to evaluate, coach and build self-confidence.
• Leaders make sure people not only see the vision, but they also live and breathe it.
• Leaders get into everyone's skin, exuding positive energy and optimism.
• Leaders establish trust with candor, transparency and credit.
• Leaders have the courage to make unpopular decisions and gut calls.
• Leaders probe and push with a curiosity that borders on skepticism, making sure their questions are answered with action.
• Leaders inspire risk-taking and learning by setting the example.
• Leaders celebrate.
Making the most of leadership requires that you put the right people in the right place at the right time. It also means evaluating whether an employee has the right qualities and skills for leadership.
Organizations need to learn to measure the qualities and skills of their leaders. In addition, they must build an environment that encourages and develops good leadership skills through training.
The Right Training Tools
Vital Learning offers tools for leadership assessment that allow you to pinpoint individual training needs. One leader might be great in coaching but may have only a cursory understanding of overall leadership. Identifying these needs helps you pinpoint training and tailor it to your employees, so it is focused and relevant.
Vital Learning's Essential Skills of Leadership, for example, teaches participants the following skills:
• Maintain team member self-esteem
• Focus on behavior
• Encourage team member participation
• Listen to motivate
• Good leaders are who you need to drive and support your organization. Helping to develop their skills is essential.
Tuesday, August 24, 2010
Tuesday, August 10, 2010
Optimize Your Organization With Coaching
Today's workforce is a volatile workforce. With dynamic diversity, a changing business environment and implementation of ways to re-energize a stressed employee-base, it's time to optimize your workforce.
Organizations must use creativity to resolve current issues while remaining productive and profitable. The way to change employee behavior and improve performance is to develop and coach them.
The Current Job Market
Although some sectors, such as manufacturing and services, expect modest employment gains for 2010, workplace forecasters indicate that recruiting is still difficult, and new-hire compensation rates remain down. The market is still tough for job seekers.
Survivors Need Coaching
What is happening in the workforce today is similar to what happens when a mass layoff occurs in an organization. Workers who remain have "survivor's syndrome" --- they likely feel lucky to have a job, yet at the same time feel bad that others have lost theirs.
At the same time, the tight labor market means that the survivors are probably doing much more work than before the layoff, absorbing the work of others. They are expected to perform better in order to help meet rising demands as the organization strives to remain competitive.
In addition to feeling the need to perform well, many workers may start to feel trapped under the current stress. Burnout and apathy ensue. Productivity wanes.
To combat this situation, employers need to provide training and coaching to optimize what employees' skills and talents and help them become more successful and productive.
Train Them, Then Coach Them
Today's work environment requires employees to use their full spectrum of talents. One way to encourage this is to make sure that your organization is still investing in training. Maximizing training also depends on senior managers' skills in coaching the supervisors they oversee. In addition, other managers and supervisors need to be trained on the same coaching skills in order to transform their teams into successful, productive members of the organization.
Managers who are effectively involved in the growth and development of their employees spark changes in behavior. In a positive and productive environment they practice the following:
• Provide continuous support and coaching for the development of their employees
• Ensure positive experiences before, during and after each element of employee training
• Handle "coaching moments" effectively, so employees are motivated to learn and teach themselves new things
Vital Learning's Developing and Coaching Others program teaches managers, team leaders and supervisors the essential elements of coaching their employees. This program teaches them how to achieve the following:
• Increase every team member's skills and capabilities.
• Handle coaching moments effectively, so team members make learning decisions themselves.
• Maximize on-the-job behavior change that results from training and development.
• Develop a work environment that encourages growth and development.
When these things occur, employees feel empowered instead of oppressed; they feel transformed and energized through training and supported in their jobs through coaching. Your workforce becomes optimized.
When the job market changes, you'll want to ensure that you retain your best employees. Thus, coaching them through these tough times is essential. Let Vital Learning show you how.
Organizations must use creativity to resolve current issues while remaining productive and profitable. The way to change employee behavior and improve performance is to develop and coach them.
The Current Job Market
Although some sectors, such as manufacturing and services, expect modest employment gains for 2010, workplace forecasters indicate that recruiting is still difficult, and new-hire compensation rates remain down. The market is still tough for job seekers.
Survivors Need Coaching
What is happening in the workforce today is similar to what happens when a mass layoff occurs in an organization. Workers who remain have "survivor's syndrome" --- they likely feel lucky to have a job, yet at the same time feel bad that others have lost theirs.
At the same time, the tight labor market means that the survivors are probably doing much more work than before the layoff, absorbing the work of others. They are expected to perform better in order to help meet rising demands as the organization strives to remain competitive.
In addition to feeling the need to perform well, many workers may start to feel trapped under the current stress. Burnout and apathy ensue. Productivity wanes.
To combat this situation, employers need to provide training and coaching to optimize what employees' skills and talents and help them become more successful and productive.
Train Them, Then Coach Them
Today's work environment requires employees to use their full spectrum of talents. One way to encourage this is to make sure that your organization is still investing in training. Maximizing training also depends on senior managers' skills in coaching the supervisors they oversee. In addition, other managers and supervisors need to be trained on the same coaching skills in order to transform their teams into successful, productive members of the organization.
Managers who are effectively involved in the growth and development of their employees spark changes in behavior. In a positive and productive environment they practice the following:
• Provide continuous support and coaching for the development of their employees
• Ensure positive experiences before, during and after each element of employee training
• Handle "coaching moments" effectively, so employees are motivated to learn and teach themselves new things
Vital Learning's Developing and Coaching Others program teaches managers, team leaders and supervisors the essential elements of coaching their employees. This program teaches them how to achieve the following:
• Increase every team member's skills and capabilities.
• Handle coaching moments effectively, so team members make learning decisions themselves.
• Maximize on-the-job behavior change that results from training and development.
• Develop a work environment that encourages growth and development.
When these things occur, employees feel empowered instead of oppressed; they feel transformed and energized through training and supported in their jobs through coaching. Your workforce becomes optimized.
When the job market changes, you'll want to ensure that you retain your best employees. Thus, coaching them through these tough times is essential. Let Vital Learning show you how.
Subscribe to:
Posts (Atom)
