Wednesday, July 17, 2019

Being a Good Leader

Introduction In forthwiths arrangements there is a greater midway on on employees stepping up to be loss leadership earlier exactly managing their respective responsibilities. It is not enough to patently man eon tasks and perform your delegated responsibilities some(prenominal) much employees ar expected to draw enterprisingness and motivate those well-nigh them to also be leaders even if you argon not a handler by title. In order to be a leader, one must(prenominal) start by devising a lading and learn those skills needed to model the way and be exercisings to separates.As our organizations become more diverse, being adequate to get along ethics and miscellanea is also great as we forget encounter and usage with others who convey diametrical perceptions, thoughts and experiences than what we may be accustomed or familiar with. We must be become trade agents in our organizations, wad who ch tout ensembleenge the status quos and formal processes in an adept manner. If employees be motivated and engaged, organizations leave alone be successful and be adequate to nurse adverse environments. Modeling the WayIn constantlyy last(predicate) aspects of our lives we must be examples of how we want others a beat us to be whether in our take in families, organizations or communities. How sess we expect our employees to take initiative when they do not check off their leaders taking initiative in their own roles? Even if you atomic number 18 not a manager or leader by title, batch around you atomic number 18 still watching to see how you perform and be pass water. For example, I am an individual subscriber in my organization simply there argon other employees around me who see what I do and how I be own in my role.I incessantly micturate a positive attitude and a smile on my face which motivates them to also have a positive attitude. I have to be aw atomic number 18 that Im an informal leader in my organization even thoug h I currently do not lead a team. On the other hand my direct manager is a great example on how a leader should behave and how to be an trenchant leader. She has the tractableness to work from home and she also gives me that option as a result that makes me work harder.Before introducing a unseasoned initiative, she always gets the buy-in of all our profession partners so that when it is tooled, it is not a shock to anyone and all(prenominal)one had an opportunity to deal out their thoughts. I never realized the importance of pleasant everyone who leave behind be affected by a new process or decision until now. anterior I was used to managers and senior leadership devising decisions and the rest of the employees who were expected to follow them did not have any state or input. This is not an effective method of motivating employees.I have versed how important it is to seek feedback in order to slide by doing the things that make you a good leader, change any actions t hat are not appropriate and start doing other things you would like your subordinates or those around you to do. Setting the example is all close execution. Its more or less place your money where your mouth is Its about tutelage promises. Its about walking the walk. (Kouzes & Posner, 2007) Managing Ethics When we are a part of an organization, we are all trustworthy for managing ethics not just managers.Ethical practices should be woven in the fabric of the organizational destination and the organization should have systems in place to give honest manner. When developing the values statement during strategic planning, include ethical values preferred in the workplace. When developing personnel policies, reflect on what ethical values youd like to be most conspicuous in the organizations culture and then design policies to take a crap these behaviors. (McNamara, 2008) First we must know what our own ethical values are, what are our belief systems?If we believe it is ok to steal from your organization because they owe you anyways, that person should take time to do some self-reflection and analyze their values. at that place are more laws in place that draw what an organization burn down and cannot do to assist managers in deciding what constitutes ethical behavior. Most organizations also have guidelines in place that explain what is acceptable behavior and what is not as well as procedures to opus unethical actions and behaviors. Again, managers must behave ethically to located examples for their employees and those around them.Unethical actions not only thinned the individual only the entire company and that is wherefore managers must enforce the companys spot on ethics, ensure all their employees receive all brochures and materials so there is no question on how to handle observed unethical behaviors. Ethical practices should be a topic of discussion in meetings and on one-on-one conversations. Managing Diversity To twenty-four hours more than ever our workforce are increasingly become more diverse and managers must be equipped to not just treat diverse employees fairly but know how to leverage the different perspective, experiences and points of iew to create progressive products and how to respond to a growing diverse node base. It is important for managers to understand variety pose does not just imply to ethic or cultural differences but to also people in different age groups, education level, physical ability, economic status and many more. A manager must be able to communicate and manage conflict that arises between an older worker and a younger worker. Managers have to the brusk about learning about different people in their organization and as a result, the organization leave benefit from all the great ideas.As an example, by the end of the month, our organization have plan a meeting with diverse managers for a round table discussion to get their ideas on how we can better our recruitment of div erse leaders into our organizations. We are tapping into their experiences and possible networks to create a process in place instead of searching outside the organization. We also want to understand if they have had opportunities for advancement or professional development to see how we can improve that process. It is not enough to hire diverse leaders if we cannot engage them in the organization, develop them and retain them.We also try to enforce to the organization that it is not the line of work line of just Human Resources to own variety and creating a culture of inclusion, it is everyones job. Managing diversity is not just the right thing to do, it makes good business sense. For example, if we do not have a strategy in place to create products and serve geared towards the Hispanic population, which is growing at a rapid pace, our competitors who do target this group will experience larger profits. Just as the workforce is becoming increasingly diverse, so too are the cus tomers who buy an organizations goods and services. (Jones, George, 2009) You do not have to be a manager to put up and support diversity. You can do it by your actions and by challenging others and educating them on how diversity makes good business sense and supporting your organizations diversity efforts. Challenging the Process Good leaders do not just follow procedures and conduct business as usual. True leaders question why certain procedures are in place and educe alternative solutions to improve the process. Leaders take the initiative to conduct any research needed to show the proof or the foundation on how to implement a new procedure, present the business fortune for the change.Leaders have to trust their gut instincts when introducing a new process or a different way of doing things that may not be genuine with open arms. As an example, when my manager introduced a new diversity scorecard to the senior leadership to take away managers accountable for including diver sity efforts into their respective departments, it was not greeted with enthusiasm. It took a few years of her having to prove the business field and showing with data why they had to be undifferentiated with their diversity efforts.As a result, the same leaders who were skeptical are now the ones refusing to interview any chances for open positions unless they have a diverse candidate slate. Now, three years since injecting diversity into our culture, diversity is include in our bonus achievement plan. As a leader who wants to implement change, you must be morose and believe that the change you want to make will benefit everyone in the organization and other leaders are also committed in making similar changes within their regions and divisions. leadership isnt about scrap for the challenges sake.Its not about shaking things up just to find people on their toes. Its about challenge for meanings sake. (Kouzes & Posner, 2007) Conclusion Being a leader is much more than holdin g a leadership title but we become leaders by the decisions we make. We must make a select to have purpose and passion in our every day lives. We must care about ourselves, employees and the organizations we work for. When we have a purpose and passion about what we do it becomes infectious to others, we become examples and without realizing we are theoretical account the way for others to see how leaders behave through actions.Leaders must also do what they say they will do in order to be credible with their employees, colleagues and customers. If a leader looses his or her credibility, they will not receive the support he or she will need to implement any requirement changes. Leaders do not only manage ethics but have at the center of their belief system a high compute for human worth and dignity. (Huber, 1998) Their decisions are made ground on these values and beliefs which tie in with managing diversity as our world becomes more global.Leaders are made by the decisions we make every day that help make our organizations as successful and agonistical as possible. Resources Huber, N (1998). Leading from Within. New York, NY Krieger. Jones, Gareth R. and George, Jennifer M. (2008) contemporary caution 6th edition McGraw-Hill Irwin, N. Y. , N. Y Kouzes, J. , & Posner, B. (2007). The Leadership Challenge. San Francisco, CA Jossey-Bass. McNamara, C. (2008). Complete Guide to Ethics Management An Ethics Toolkit for Managers. Retrieved March, 2009, from Free Management Library net site http//managementhelp. org/ethics/ethxgde. htmanchor39675

No comments:

Post a Comment

Note: Only a member of this blog may post a comment.