One of the most important decisions that are made in any organization is recruiting and selecting the employees who will be carrying out the organization’s mission. This decision will impact the workplace, clients and business financial results. Therefore, it should not be a decision that is lightly taken, as so often occurs, resulting in the loss of time, resources, clients and money. [Read more…]
What is Accountability?
Like most concepts, Accountability can be best seen through a progression scale. At one extreme, Accountability is: (A) being held responsible for accomplishing a goal or assignment, and at the other end Accountability is: (B) choosing to take action to achieve desired results.
At point A, the employee is being held responsible by another person, probably the manager or supervisor. At the other extreme, point B, the employee is assuming personal responsibility. This is a growing process for most people and most organizations. The employee needs to learn certain things to feel confident about accountability. The organization also needs to learn certain things to feel confident about accountability. As they both learn, they can progress gradually from point A to point B in the Accountability Continuum.
Leadership, power, and politics are three concepts that can be used to do much good or much harm. Each of these concepts in itself is very strong so when the three are combined and triggered they can radiate positive or negative results for those exposed to it. Therefore, in this article, we will concentrate our attention on how they can be used and what are their consequences.
Leadership needs to have an orientation towards people and not just towards productivity. It is necessary to work the human side of the business, valuing employees and the work they do. Leaders need to take the time to know their employees, familiarize themselves with their needs and address them in order to build trust and loyalty towards the company. When people feel valued, they achieve and exceed the expected results. [Read more…]
The organizational culture and its structure can impact employee attitudes and behavior. The organization is a system. Systems are composed of many subsystems and the dynamics that take place in one of them will have an impact on the others. Therefore, if human beings are part of the organization, and the organization is a system, then the structure of the organization will have an impact on them. This article will focus on the relationship of the organization as a system and its impact on employee attitudes and behavior.
The world of globalized business requires more flexibility and agility from the organization. The structure that the organization acquires will depend on its strategy, its size, its technology and its external environment. Large companies that operate in environments with much competition need structures that can respond quickly, if not they will be put out of business. On the other hand, high operational costs have led many companies to outsource many of their services and retaining only the core business. This type of structure known as a virtual organization gives the organization access to more affordable and experienced resources without having to administer them. [Read more…]
We want employees to work in teams but…what about managers and supervisors. Do they work as a tea m of leaders or do they each work as an independent unit? Members of a successful leadership team have three characteristics in common: their mindset (the way of thinking), acceptance of uncertainty and the confidence they inspire in others. How does each of these characteristics contribute to the success of a leadership team?
Leadership transformation requires that we fully understand that our way of thinking, and managing what we perceive as our reality has an impact on the people who work with us, that is, employees, colleagues and clients; and it can be enriched if we open ourselves to other possibilities. For example, are we quick to single out the top 10 % of high performers for special assignments, for development programs while forgetting the rest of good performers? This is not good for the good performers, many of whom would benefit from such programs or experience to boost their current skills and motivations. In the long run it would also not be good because we wouldn’t be nourishing our leadership pipe line or our bottom line either.
Many leaders feel because they have been successful they no longer need much to learn. So they don’t keep themselves up to date in their field. A leader with a different mindset would do just the opposite by embrace changes that will enhance their work and their organization.
Being a team of effective leaders will depend on the capacity to confront ambiguity and react before uncertainty. Those who can maintain the uncertainty experience to a tolerable level will have more alternatives and welcome ambiguity as an opportunity to unit people and its options to learn and adopt as they find a collective avenue.
Jim Collins mentions in his most recent book, Great by Choice, how some companies, like Southwest, in spite of economic and market competitiveness have been able to grow substantially. Those leaders clearly understood what they would be facing and that they could not control it. They accepted responsibility for their own results. The authors concluded, after interviewing more than 20,000 companies that a company’s success or failure depended more on what its leaders did than on the market situation.
The success of any work team will depend on the level of trust that exists among its members. The lack of trust will make team members not share thoughts and opinions for fear of creating conflicts or misunderstanding. Trust is not something that comes automatically with the job but rather it is each team member’s responsibility to cultivate it through their actions and words.
In conclusion, for the leadership team to be successful it is essential that they internalize these three characteristics: a focus on openness and possibilities, acceptance of uncertainty and trust among each team members. These characteristics cannot be achieved by imposition but rather by true transformation.
The transformation of supervisors and managers into a team of leaders results in leadership that is more responsible and sustainable. It is a conscientious form of leadership with results that benefit employees, colleagues, clients as well as the business (in achieving its goals). If you need more information on how to achieve this transformation with your supervisors and managers, please contact us.