The Better Leader and The Great Manager in You

A better leader does things and works to achieve them effectively as planned. He never believes in luck; but hard work and dedication. Being happy and contented, that play vital roles in accomplishing daily tasks towards the realization of the organization’s goals, are the habits of successful managers.

Study shows that successful managers possess common qualities. Effective leaders are results-oriented and goal driven individuals. They always think positive and work diligently towards the achievement of the set goals. Great managers practice personal touch to communicate their ideas to his men – not only through memos, orders and letters.

Successful managers know how to appreciate good works of team members and are able to recognize their strengths and weaknesses, efforts and talents. They know how to appreciate them both in words and in actions.

A leader knows how to manage the organization and strives hard to be successful. A leader cannot accomplish the task alone. A successful leader knows how to encourage and motivate employees to accomplish jobs that could make them closer to the realization of their objectives. He knows how to bring the best in his people.

Indispensable managers can build bridges between departments, between managers, supervisors and subordinates and between the company’s short term and long term plans. An effective leader builds teams and knows how to strengthen the camaraderie, cooperation and relationship of the members to obtain their full potential in working and attaining the common goals

The qualities of a great manager can be adopted by anyone. It can also be their habits, if they spend time to study and learn for themselves the qualities of the great manager who drives, and managers who can gain full control of the business, their life and future.

The future is not certain but can be foreseen. The future cannot be seen but will surely come. The future can be controlled and any dreams can be attained, if we work hard for it. Only then we can be sure that the future will be better and great for everyone in the company and yourself.

We can have full control of the business, our life and our future, if we have planned it and will work hard to act on our plan and accomplish what we have set.

Yes, we cannot see tomorrow, but we can be sure that they are bright; we can be sure that they are great; we can be sure of its success as a result of today’s effort. We can be sure of our future because we know how to get there, because we are working hard for it today.

Motivate your members to work with you. First, know their dreams and needs in life. The hierarchy of needs in Maslow’s Theory can be your effective guide. In the order of priorities, men need food and shelter; safety and security, belonging to a group, family, friendship and love; self esteem, ego and status; and self fulfillment or self actualization.

Thus, a good leader who knows how to use the theory as motivating factor can be sure that his team will surely and happily work with him. Remember, contented employees work and give out their best, produce maximum output and good results without having to be told to.

Now, it’s up for you to discover your potentials; to discipline yourself; and be a good leader and a great manager. Learn to work for the realization of your plans. Manage well and lead your team to create an environment that will help you work for your organization’s plans.

No doubt, you can be a great manager and a better leader if only you believe you can! You can join a leadership training seminar from your company to further improve your capacities.

Photo credits: Kathleen and Matt

How To Manage Employee Conflict

Conflict is part of life in the workplace. The workplace is composed of people of different backgrounds and different personalities. Conflict is bound to happen. A good manager should know how to deal with conflicts involving his personnel and make sure their work is not affected and the company doesn’t suffer.

Conflicts in the office can be divided into to two general classifications: professional and personal. Professional conflict is work-related. People in the office are bound to have conflicting ideas about how a job has to be done. Conflict arises when everybody thinks his idea is the best for the company and no one is willing to give way.

Personal conflict has nothing to do with the office but may manifest itself in office work. The cause of the conflict is sometimes kept between the two conflicting parties. But in many cases, everyone else knows what’s going between the two persons.

It’s the job of the manager to resolve employee conflict and create an office atmosphere where conflicts are kept at level that doesn’t compromise productivity. Companies must also provide their managers with leadership training on how to resolve conflict in the office. The following are just three of the many ways how a manager deals with employee conflict.

First, listen to all versions of the story. Allow the parties involved to speak up. People who are upset need to express their feelings. This can sometimes increase the tension during the mediation process, but this is one important phase of conflict resolution that you have to get through to get to the bottom of the conflict.

Second, pay attention to minute details but stay focused on the bigger picture and how the conflict affects overall productivity. Pull the conflicting parties along this line of thinking. When a person is locked in a conflict with another, they sometimes dwell on trivial details, which will only worsen the conflict because people will never run out of trivial things to say against each other. Your job as a manager is to wrench their attention away from themselves and into the bigger that is their work in the company.

Third, identify the source of conflict, if it is personal or professional. Determining the nature of the conflict will help you deal with it better.

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How to Improve Your Leadership Training Programs

Almost every organization seems to have leadership training programs these days. Unfortunately not all of these programs work or succeed. Fortunately there are many ways that you can improve leadership training programs without spending a lot of money.

Some methods of improving leadership training and development programs:

  • Have a specific goal such as a smart goal in mind when you start the program. For example: we will train six new managers in the next year. Or we will devise a new strategy for employee retention.
  • Link the leadership training programs to your company’s overall goals. For example we will use the program to train the leaders who will be in charge of our expansion efforts.
  • Have the people in the leadership training program involved in the organization’s strategy and planning. One of the candidates’ goals could be to devise a strategy for employee retention or a new sales campaign.
  • Have existing leaders and managers attend the leadership training program. Even experienced managers need new skills and ideas. The best leaders are those who are always learning.
  • Have each candidate for leadership training mentored by an existing leader or manager. Mentorship is the best way to develop skills and show somebody the organization.
  • Have a project for the leadership candidates to undertake. An excellent project could be to conduct an employee survey, identify a problem at the organization and write and implement a strategy for dealing with the problem.
  • Follow up the leadership training program with a comprehensive leadership development effort. This could include a mentorship program and ongoing training for leadership development.
  • Conduct an employee survey to see what the candidates think of the leadership program and if it could be improved.

These are just a few of the basic steps that can be taken to implement a leadership development program.

 

Why You Need Employee Surveys

When you ask most workers: what is an employee survey? They will probably answer a waste of time, the boss will never pay attention it so why should I fill it out? Unfortunately, most workers are absolutely right when they give this answer.

Most organizations do not pay any attention to employee surveys until it is too late. Managers will send out the survey, collect it and store it away never to be read. Many employees will simply ignore the survey or worse give the false answer they know the boss wants to see.

This is a tragic waste of resources because employee surveys are one of the best ways for increasing productivity, employee engagement, employee morale and the effectiveness of the organization.

Employee Surveys for Effective Human Resources

A well-prepared employee survey can help a human capital team identify an organization’s major human resources problems. It can show them what they need to improve.

For example, an employee survey can help human capital identify the true causes of low morale or high turnover. A manager may believe that low salaries are the cause of this, when the real cause is poor morale. That means the organization could avoid a costly salary rise and instead focus on the real cause of the problem.

A survey could also tell human resources by how much salaries or benefits should be increased. It can also identify particular gripes of employees, for example high costs of commuting or frustration with the dress code.

When management is willing to pay attention to them, employee surveys can be a powerful tool for change. They can also be used to set smart goals that the human capital team can implement to solve problems.

A group of workers could feel frustrated because nobody is getting the bonus. Management could use this to improve morale by restructuring the bonus so workers can achieve it. Another complaint could be a lack of time off, management could improve morale by adding days off.

Employee surveys can be a cheap and effective human resources tool, if your organization takes advantage of them.

Photo credits: Customer solutions in Dubai,

Leadership Responsibilities and Smart Goals

Some individuals feel that mainly because they are great managers they are automatically decent leaders. Nevertheless, this is not certainly true. A manager’s responsibilities end once he steps out of his workplace. Then it is good bye duty and he typically goes back back to his older ways soon enough. A leader is made up of something thicker and more substantial. He carries this set of amazing characteristics all the way through exit door from the corporation structure and right into his or her personal life.

There is no need to add that a leader is way more admirable than just a manager. Companies wish to find those that have impressive leadership skills as opposed to those showing great management stats. In the long run, a leader might be made of the better stuff to operate an organization with such as character and smart principles as opposed to just financial ambitions. Step number one consists of you establishing your character development plan. This only denotes you need to have a look at yourself in the mirror and ask what matters to you.

Note down your own belief system as well as your beliefs—this will end up as the foundation of your reliability. Something that you will fight for and will never compromise. This is the basis of excellent leaders. Possessing something that they believe in that they soon espouse to other people. It is very important that you have in mind your company’s objective and vision statement as well for it is these two that you need to format your individual belief system with. After that you must create a record to keep track of your leadership development. Note down one objective that you would like to perfect per week.

Most of these smart goals are manifestations of your provider and private goals. It can be as easy as becoming more organized. And then for a single week, you incorporate that mini-goal into your life. Maintain incorporating a new attribute or value for instance listening well or looking at a brand new leadership publication until you have effortlessly woven in your mini goals into your timetable. You will see that you have begun to change in a span of a few months. Leaders most often lead by example. Should you be living in a way that you teach, you should have no problem being an inspiration and guide to your team.

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The Significance of Leadership Training Programs to Firms

Do you know just about every organization must have leadership training programs regardless of which sorts of field they are into? A number of leaders are blessed to be leaders however, some of the extremely effective leaders are properly trained. Every firm should have a trustworthy leadership in order to endure.

As a result of less sources and reduced spending money, caused by today’s monetary situations, a business needs to have an excellent and efficient administration team. One of the best point for a company to undertake to create one would be trying to educate a worker to be a leader. Finding anyone externally to address problems of the enterprise will not likely generate a important solution for very long term outcomes.

A good way to have a successful and excellent business is by using leadership development strategies. Management training is not really sufficient for a company to thrive, they have to have leadership development programs to produce excellent and proficient leaders that will assist the organization to do well. These types of programs consist of continuous teaching, training to current and valuable staff.

Those types businesses that have enough knowledge to create reliable managers can thrive throughout the market. Organizations that are not applying leadership training programs and development is not proficient at contending for assets and funding efficiently. Particularly not in the current situation.

Change management is impossible without the need of reliable administrators to implement the changes. In order to execute change a corporation have to have a continual leadership development programs. With no leadership, change doesn’t seem possible and smart goals are nothing but ideas on paper.

It is a must for organization’s to start their leadership development programs immediately since the problems encountered by firms day after day are getting to be tougher. There’s reducing resources and funds and the problems onward are converting to the worst scenario.

Thinking about today’s economy, good leaders are necessary for success. Every company needs one as well as, a way to generate it.

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Critical Role of Surveys in Enhancing Employee Engagement

Highly effective employee surveys are critical to the financial well-being and existence of each corporation. Absolutely no organization is capable of doing its targets devoid of interested and motivated workforce. Nobody can connect with and really encourage personnel without knowing what they consider the firm.

Several administration individuals believe they don’t need methods to increase employee engagement along with the use of employee surveys at present. These people think that the labor force definitely will still stay in the business as a result of fiscal uncertainty in the country. Nothing could be more incorrect since effective workers are always in necessity and may also discover opportunities even in at this time’s economy.

Making the effort to construct an efficient employee survey is capable of showing management what staff picture the enterprise and the leadership crew. This may also identify circumstances that the administration team will be able to handle.

Are you aware that employee surveys can assist in preserving good staff members as well as boost profitability? When administration can detect employee issues and grievances and handle them they could be in the position to retain excellent personnel without rising pay or added benefits.

On many occasions the standards that push effective employees to leave have minimal or nothing to do with earnings. These types of aspects can include: Discontent with unpopular or unproductive managers, aggravating enterprise guidelines, the opinion that administration is less competent, negative behavior and low staff morale.

Those problems can often be fixed with innovative change management and effective management. The fixes normally usually do not cost the funds however they can sustain reliable workforce. The start of this sort of solutions is usually to cultivate effective employee surveys.

Determining the cause of common annoyances and complaints is the first step in boosting spirits and improving employee engagement. The good way of figuring out such problems is effective employee surveys.

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Creating New Leaders, Implementing Business Systems and Smart Goals

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Producing a strategy for your business is definitely the simple section. Applying that strategy by letting the workers together with managing team to move in conjunction with it is the complicated element. Quite often detailing the strategies in the workforce is just as challenging as enacting it. Yet until everyone within the team comprehends the tactic additionally, the thinking supporting it, the strategy will never work.

Methods designed for Implementing Your System

There are some powerful applications that anyone can control to apply your system by letting each of the people in the group to move along with it. Companies that do not benefit from these tools will not be able to generate as well as carry out a highly effective technique. These power tools involve:

Employee Surveys

In an organization, having employee surveys is certainly essential to understand the attributes, spirits, comprehension and requirements of these workers. Precise and effectual employee surveys assists with creating and enactment of such strategies. .

Employee Engagement

Certainly no approach can function unless the workers comprehend it and are stimulated to be able to utilize it. The magic formula to making this manifest is employment engagement.

Leadership Training

Employing an efficient leader is essential as a way to implement fresh business practices. One of the best solutions to molding new leaders can be using detailed leadership training programs.

Leadership Development

Training is only the start in the development of a head. After the leadership training program has expired, there needs to be a substantial constant effort to make certain that she builds up into a good head. This consists of training, continuing education as well as other endeavours. The best associations together with the highest quality practices possess continual leadership development endeavours. A simple yet effective corporation will need to have an approach for leadership development.

Change Management

Alteration could be the one certainty that every company faces. Due to this fact a change management strategy is vital, the most effective tactics assimilate change management together with the company’s targets. Change management really should be one of several targets of the leadership development and leadership training plans.

Management Training

Reliable approaches for leadership development, employee surveys, smart goals and change management must be aimed at all executives. These efforts need to be an important part of a thorough management training program intended to familiarise all operations level workers considering the firm’s aims and system.

Smart Goals

A smart goal is one method of advertising and marketing a technique as an issue that anybody can figure out. Making use of smart goals a management team can explain an organization’s strategy to all of its workforce. Most of all smart goals can build the idea of beneficial approaches for employee engagement, change management and leadership development.

How Employee Surveys can lead to More Effective Leadership Development

Photo by: Customer solutions in Dubai

The ultimate basis of the successful and profitability is the attitude of its employees. If the employees are happy with the organization they will work harder, display more creativity and attempt to implement its goals. If the employees are unhappy with the organization they will do none of these things.

Unfortunately it can be nearly impossible to judge employees’ level of satisfaction with an organization. That is where employee surveys come in, effective employee surveys can show a management team if its change management strategy or smart goals are working. More importantly such surveys can show management what needs to be done to increase morale or employee engagement with the organization.

Employee Surveys and Change Management

Many managers do not like employee surveys because they tell them what they do not want to know. No manager wants to hear that employees are dissatisfied with the company or bored with it. Yet the effective manager must know such things in order to deal with them.

There is no way to increase employee engagement until you know what the employees actually think.

Once the attitudes of the employees have been established, leadership training programs and a strategy of change management designed to increase employee engagement can be created. Once the organization has identified the source of workers’ dissatisfaction they can deal with.

Surveying Employees and Smart Goals

It is also easier to create smart goals when the management team understands the employees’ attitudes towards the organization and its strategies. Quite a few individuals are not even aware of an organizations goals and strategies. Others could be aware of such goals but not understand them.

A smart goal is useless if those who are supposed to implement it do not know what it is or what it means. Surveys can show management how to tell the workforce about the goals and the way that they work.

Surveys and Leadership Training Programs

Leadership training programs are a vital part of the employee engagement process because an organization needs leaders and managers who can engage employees. Many managers are technically competent in their fields but they are incapable of leading or inspiring those under them. Some merely know how to give orders or talk about a policy.

Without effective leadership development there can be no engagement and no improvement in morale or performance. Indeed poorly orchestrated efforts at engagement can actually alienate employees and undermine morale. That is why leadership training is so important.

An effective organization will use employee surveys to identify what is lacking then design leadership training programs tailored to address those issues. Once that is done a set of smart goals can be adopted as a strategy for addressing problems such as poor morale.

Strategy, Leadership Development and Smart Goals

Creating a strategy for your organization is the easy part. Implementing that strategy by getting the employees and management team to go along with it is the hard part. In many cases explaining the strategy to the team is as difficult as implementing it. Yet unless everybody on the team understands the strategy and the logic behind it, the strategy will not work.

Tools for Implementing Your Strategy

There are some powerful tools that you can harness to implement your strategy by getting all of the members of the team to go along with it. Organizations that do not take advantage of these tools will not be able to create or implement an effective strategy. These tools include:

  • Employee Surveys

    – accurate and effective employee surveys are needed in order to gauge the attitudes, morale, knowledge and needs of the employees. In many cases such surveys are the first step in the effective creation and implementation of a strategy.

  • Employee Engagement

    – No strategy can work unless the employees understand it and are motivated to implement it. The key to making this happen is employment engagement.

  • Leadership Training

    – No organization can effectively implement or carry out a strategy without effective leaders. The most cost effective way to create new leaders is through leadership training programs.

  • Leadership Development

    – Training is only the beginning in the creation of a leader. Once the leadership training program is over, there has to be a strong ongoing effort to ensure that she develops into an effective leader. This includes training, continuing education and other efforts. The most effective organizations with the best strategies have ongoing leadership development efforts. An effective organization must have a strategy for leadership development.

  • Change Management

    – Change is the one certainty that every organization faces. Therefore a change management strategy is vital, the most effective strategies integrate change management with the company’s goals. Change management should be one of the focuses of the leadership development and leadership training efforts.

  • Management Training

    – effective strategies for leadership development, employee surveys, smart goals and change management must be aimed at all managers. These efforts should be part of a comprehensive management training program designed to familiarize all management level employees with the organization’s goals and strategy.

  • Smart Goals

    – A smart goal is an excellent method of advertising a strategy as something that anybody can understand. Using smart goals a management team can explain an organization’s strategy to all of its employees. More importantly smart goals can form the basis of effective strategies for employee engagement, change management and leadership development.