|Most of us have heard, how there is the formal organization and then there is the informal. The BIG question is, why does such situation exist? The importance comes from the point, that running an organization consumes resources. If there are two, the costs are much higher. There is also reduction of productivity, as there will be conflict of focus. When the situation is studied more, the real root cause becomes clear. It is about the leadership. Who has the true leadership power? There are some good indicators to see, is it you or is there an opportunity for someone else to steal it? Here I will cover 3 of the 6 warning signals. And give some ideas on how to improve the situation. The first 3 (the next 3 will be on the next post) are; communication + integrity + impact on people.
|Leaders communicate. That is they listen to, talk with and give feedback to people. They also want and use the feedback people give them. Most leaders say they do. And they are honest with that! Yet, the utmost common problem we in our work hear, is the lack of communication. People feel they are not listened to and/or they are not given information enough. What is this? Both sides are honest and yet this is not functioning? It is about how our brain fools us! When the leader feels, that he/she communicates enough, it is their brain that says ”this has been discussed enough”. The one thing our subconscious mind does not do, is thinking about a certain target group. If there is enough inner talk, talk in the management group, the brain is happy. Yet there most likely are people who feel they have never heard about something. Because saying once doesn’t create long lasting memory (what we only hear, two weeks later we remember about 5% of it). So sharing messages and information means, that you need to repeat what you are saying. And not put too much information on one thing. Do you hear people? Actually, you need to ask yourself the question ”did you give feedback to people on what they said on a later moment”? If not, you are likely to be seen as one not hearing. Failing in these means, that anyone, who will communicate more, will steal your leadership power!
|”Do you have and integrity? Is it long lasting and constant? Or is there a risk, that you change your behaviour as time passes, situations occur? Yes, there are changes in the life of every organization. To succeed in implementing change, you need to make sure that there is the core level of integrity. That you communicate what are the core factors, which will last under the turbulent winds of organizational evolution. Warren Buffett, chairman and CEO of Berkshire Hathaway, has in an interview offered up some sound advice to keep organizations from making crucial mistakes in the hiring process. He said: We look for three things when we hire people. We look for intelligence, we look for initiative or energy, and we look for integrity. And if they don’t have the latter, the first two will kill you, because if you’re going to get someone without integrity, you want them lazy and dumb. When you hire people, follow the rule. When you provide leadership services be one. Because that is the only way people will be willing to give those to you!”
|I was once told by my boss, do not become friends with people working for you. If you lose the distance, you will lose you management power. Daniel Goleman & al have discovered the 6 leadership styles. When one creates fear by managerial approaches (ie. punishment and threats) that is not creating engagement. That is creating a will to avoid mistakes and been seen. Which kill your productivity, innovationess and even customer service. You push people away, the best ones go the next organization. You actually get more results and people accept tough decisions better, when you lead through seeing people as people. With integrity, you can be friendly and empathetic when the time is, as well as demanding when the time is.
|We see things as we believe they are. That makes life easier. But it also makes the big picture blurred. To know where you are, you cannot trust in your gut feeling. You need to ask people, use measurements. We are never perfect. But asking is the first step in getting a bit better. And as you get better, so will your teams productivity. Just think, could you be 2 %-points better? That could improve your organizations productivity by more than 2 %. That would be nice, right?
|Getting to know, where we are, what are our natural tendencies, can be easily done with Emotional intelligence assessments. Bringing in team assessments gives you, and the team, a clear picture of the situation. And tools on how to improve, what to really focus on!
|Leadership is about 70 % of the culture. And culture is what makes the money. If you want to take the fast lane, get in touch! Asking takes a minute, the solution could save you years of struggle!