This week I have been teaching a leadership course for managers of a financial institution, and the first thought that I shared with the participants was the difference between management and leadership.
The management It has the following components:
– We are focused on the tasks, roles, procedures.
– Generate predictability and order.
– We produce results in the short term.
Meanwhile, the leadership It has the following components:
-We are focused on people, their needs, motivations and emotions.
– We create a course, a way forward.
– We produce results in the medium / long term.
Clearly both activities are necessary, and that any team leader or manager must incorporate space and focus in both areas. Homework should be done in a company, procedures complied (management), but then are the people who perform these tasks and procedures (leadership). It is always important to resolve the problems and everyday projects, emergencies, unforeseen (management). But we must also rise and look at things with more perspective, more whole and long term (leadership).
On this basis, they raised my students to reflect on What percentage of your time they are dedicated to manage and what percentage are dedicated to lead. A question that forces us to reflect deeply on their performance and leadership. Most recognized that they are mostly focused on the day-to-day, in emergencies, pressure on short-term projects, on tasks. Therefore, Clearly there is a major challenge to develop leadership in organizations, since this circumstance is common to all the companies they have worked through training or executive coaching.
After the self, I invited to share how much they thought the ideal, which would be one that would like to have if they want to progress in the organization, if they wanted to be a leader in the company. majority the percentage was most votes as the ideal was a 70% leadership and 30% management. Namely, They would like to be more focused on people, to talk more with them, to motivate and give them more feedback continuously, to listen to their needs. They would also like to be spending more time thinking about the long term, in the vision of the company. A very reasonable response, from my point of view.
John P. Kotter, one of the most renowned world experts in the world of management, in his book “Leading the change” said that the percentage should be a manager if you want to be a leader in your organization is to 70/80% of leadership, and a 20/30% management.
Kotter compares these two concepts with the hypothesis that had to ride on a bus to get to a destination and had to decide who you entregabas command: To the driver, which is what can drive but does not know how to reach the destination? Or on the other hand would you give the command to the person who knows how to reach the destination, but not drive? Kotter commitment to control who knows how to reach the destination, who knows the course, the vision. Ultimately leader, instead of the manager. I agree. What good is a team leader to do well the tasks of everyday life, resolve emergencies, but do not know where it goes the team or company? Of little.
Lamentablemente, here it is extremely common in companies of all sectors. The short-term profile and stressed chief manager, with very little leadership. It is not surprising that the majority of employees in companies are so discouraged and disoriented. Leadership is essential.
The leadership, on the other hand, it is not something transcendental or something reserved for a select few. Absolutely. We need leadership and desproveerlo land of myths that always have accompanied. Leadership can be developed and learned by anyone who wants, and is willing to work with perseverance and focus. One of the missions is to humanize the world Execoach Company, and teach managers improve their leadership skills. And for this, It is essential to banish those old myths and misconceptions about leadership.
Then, I detail a number of specific behaviors own boss manager (not a leader chief). I invite you to make a very simple exercise, and at the same time, very powerful. Make a checklist and rate yourself / a with respect to these negative behaviors, so check what aspects you should improve if you want to be a leader and not a manager chief boss.
– Puts major focus on task, they leave things everyday (and little focus on the needs of people, to hear, to motivate, in giving feedback)
– It focuses on the performance of the people on your team (past) and not potential (what they could get).
– It gives instructions and orders often. It has a hierarchical style.
– Makes all decisions, y no permite a su equipo que arriesgue.
– He speaks louder than their subordinates. Question and hears little.
– Solve all problems to your computer instead of facilitating them to try to think for themselves and solve problems.
– No delegates and saturated work (micromanagement).
– No congratulates and recognizes the work often.
Note that they are measurable behaviors. In meetings with your team You talk too much and your team barely speaks? Are You a bottleneck? Are you a / Dad / Mom-leader who gives all the solutions to its partners? Would you you solve all problems rather than develop them so that they learn to solve? If you answer yes to any of these questions, already you have a way to improve your leadership, and expand your ability to be a much more influential and effective person in your organization.
Complicated? Yes, No doubt. If you want to be a true leader, must work hard. There are no magic recipes, but very specific behaviors that can go enhancing.
If you are interested in improve your leadership skills or those of your company Manager, call us at 912 975 465 or send an email to firstname.lastname@example.org. We will be happy to assist you and offer you the best solution to your needs.