Leadership vs. Management, Which Are You Doing
Leadership vs. Management
Leadership is sometimes considered to be, by many small business owners, a vague concept hard to pin down and difficult to embrace. In fact it is often mistaken for the exact opposite of what it is, and what the small business owner believes, to be a great leader he/she must make every decision. Clearly not so.
Effective leadership is a skill which can be learned. While there are many natural leaders, the following principles can be followed by any small business owner which will result in effective leadership and thus a business more likely to succeed.
Here are some attributes that quality leadership requires:
1. Leadership is about creating an environment that opens the door for your employees to rush through. The first requirement: Holding context The reason and purpose for the business. The vision, your mission. Why.
It is telling your employees where you what you want to accomplish within the context of the mission and then delegating, letting them figure out how to get there and achieve the objectives, delegation with authority and responsibility.
2. Leadership is about inspecting, asking the right questions and supporting your employees to figure out the right answers. Leading.
3. Allowing the employees to take ownership of the results and commit to achieving them.
4. Leadership is about pointing your employees in the right direction.
5. It is also about training, so that your employees can do their job.
6. It is about trusting your employees to satisfy their commitments.
7. It is about respecting each other,
8. Knowing your managers and employees if possible and what is at risk for each. What are they fighting for.
9. It is NOT micro managing, never telling an employee how to do their job, unless in a training mode.
10. It is delegation with authority, responsibility and with inspection.
11. It is about supporting experimentation, accepting failures and learning from it. It is a gift.
12. It is about holding employees accountable after their commitments
13. … and being held accountable for their results.
14. It is about inspecting the implementation, holding context, asking the right questions, giving no answers.
15. It is about rewarding success.
16. It is about creating an environment where employees can ask for help. …and get it.
17. It is about creating a relationship with your employees so you know what the persons barriers may be
18. and you help them penetrate and dissolve their barriers and thus be better able to perform their tasks and be part of a team.
19. Leadership is about wins, wins for you, the employees and the organization. Never about losses other than what we can learn from them about ourselves.
20. Leadership is about learning from our losses, accepting full responsibility for it and understanding it as a valuable experience, an opportunity to learn.
21. Leadership is about accepting full responsibilities for failure and passing on the successes to your employees.
22. Leadership is about delivering the truth, and not sugar coating it. It is a gift. It allows us to get better.
23. Leadership is about personal sacrifice when necessary.
24. Leadership is non emotional it may be passionate but not emotional. No room for ego out of control.
25. Leadership is motivating your employees to accept being pushed into an uncomfortable zone, as that is where one learns and grows. That is where an employee is tested and can blast through barriers preventing progress.
26. Leadership is about creating an atmosphere where doing your best is the standard.
27. Leadership is about holding quality as a standard.
28. Leadership is about creating team, where trust exists between team members. Where team members can ask for help from their associates and get it. Where everyone is working towards the same goal together with individual tasks.
29. Leadership is about encouraging new leaders to emerge, and supporting them and developing them when they do.
29. Leadership is about delegation. It is not about doing.
30. Leadership is about creating an atmosphere where employees take ownership of their context and achieve their objectives, no matter what it takes… beyond commitment.
31. A leader cannot take ownership of the teams results, that is the teams domain.
32. A leader can only take ownership of what he/she does as a leader.
33. Leaders, plan, train, and review. Holding context as a beacon for their employees to follow. Lighting the path, leading the way,
34. Managers, track monitor and control. Hands on implementation of the strategy, completion of the tasks. Ownership of the results. Holding the owners context.
35. Leaders must have a powerful ego, but kept in control. Passion is also powerful but decisions made out of emotion can be devastating.
36. Really you always know when you are not making the right decision, but any decision is a good one, much better then no decision which is the only wrong decision you can make, allowing others to control your destiny. There may be better decisions but there are no wrong decisions.
37. Remember the team is a direct reflection of its leadership.
Developing your management skills:
1. Create your context write it out, A few sentences at the most.
2. Let your managers know exactly what you expect the business to produce in each department, so they understand clearly what your objectives are and what is required of them to deliver.
3. Have your managers prepare and present to you there plan for accomplishing the goals of their department. Specifically with “what by when’s” This is there commitment.
4. Inspect them regularly asking the quetsions and listening to their answers and leading them to where they must go to succeed.
5. Delegate with authority and inspect the process along the way.
6. No longer involved in hands on operations, now: plan, train and review. Hold context, delegate, inspect.
Managers track, monitor, and control.