"...You continually mention ‘Leadership’ in
your articles. Please define what you mean, and finally, why do you continually emphasize
that management style?" R.G., Iowa. "...You continually mention ‘Leadership’ in
your articles. Please define what you mean, and finally, why do you continually emphasize
that management style?" R.G., Iowa.
THE INDUSTRY ADVISOR
THE QUALITIES
OF LEADERSHIP
Gene Levine - www.genelevine.com
Management styles have measurable, common denominators, which vary in
effectiveness. I emphasize leadership because it is the style most utilized by the most
successful business leaders. A dynamic leader not only helps set goals, but also creates a
unique climate for their achievement. Leaders are more do than talk; no excuses, just results.
Leadership qualities are hard to define, but not difficult to identify. When viewed by an outsider, leadership inspired workplaces exude inspiration and perspiration. People-oriented motivators are visible everywhere, and the result is that the people are performing their jobs with a "sense of urgency." You can see it, you can feel it, employees all striving to give what appears to be their "all" for some reason that defies description.
Leaders are committed to excellence and get others to commit themselves to excellence–through an environment that encourages learning, creativity, change, responsibility, credibility, fairness, and teamwork. Leaders understand that sometime new changes will fail, but, by continually trying, those failures ultimately turn into success.
I do not believe an autocratic manager exemplifies leadership. Expediency maybe, but not meaningful long-term results. I find the traditional, autocratic manager style actually stifles positive changes, thereby curtailing a business' profit and growth. When I ask these types of managers why they manage as they do, they usually state that, "their management style was one they most observed while rising into management. They act as they do because their predecessors told them that their problems, products, and people, were unique, and that's how people had to be treated to get results." Well ladies and gentlemen, for all those reasons, the autocratic style is fast becoming passé.
Are there really problems that cannot be solved by someone–somewhere? Is there a product that is so unique that it lacks some type of precedent? Although I respect other people's beliefs, I never shared the opinion that workers do not like change. Based on my experiences, when it comes to change, I believe the opposite is true. I always found workers want, and actually seek positive change, because to today's workers, status quo is boring, demeaning, and lacks challenge. Shakespeare's said it best, "Nothing is good or bad, only thinking makes it so". My book, "How to Attract, Hold and Motivate People to Work" discusses how to best eliminate change resistance and other threats to a businesses survival.
Whenever management says "Our people are apathetic and resist change" it is management that wants to keep things as they are. Apathy, like water in a tipped over glass, does not flow up an organization, it always flows down. Leaders are not afraid of change, they welcome it. Leaders are always open to new ideas on better ways to do things, and they explore those ideas completely. You will not find a leader continually spending their valuable time putting out fires. Instead, you will find them spending quality time, one time, to prevent them ever from occurring.
Generally speaking, most company executives are aware that there is at least 30% more production available to them, right now, from their direct labor work force. When meeting these executives and confirming that potential saving, they openly vent their frustration. Because even though they agree with me, they admit they are unsuccessful–in getting those lost bucks into their pocket. They seem to blame everyone and everything except themselves and their management style–for the shortfall. They will not openly admit it, but their competitors are teaching them a lesson on how to get things done more effectively.
The word "leader," or "manager" implies there must be followers–people wanting to be lead and managed. One only has to look through recorded history to know this is correct. Leadership therefore is the oldest new management style. Leaders treat people like they themselves wanted to be treated. In so doing, true leaders always produce outstanding results.
Leaders do not force compliance. Instead, they help navigate people towards goals knowing that success requires the combined talents, efforts, and contributions of everyone within the organization.
Leaders are oriented toward the future, not wedded to the past. They know that their future is tied to their ability to successfully
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