Too often the requirement to be a follower is interpreted to mean, “Do as you’re told and don’t argue.” Sometimes that may be necessary, but usually that approach does not benefit the team or the leader. A better approach is to support the leader.
I am concerned.
Because of the lack of conflict. What? There is lots of conflict.
Yes there is. But it isn’t good conflict.
“How do I provide a motivational climate when all my workers are in unions and they care more about union membership?”
This question is common in leadership development workshops. It’s one of the biggest frustrations leaders have with a union shop. “I’m going to file a grievance” are words that can strike terror in even the strongest leader.
No one’s perfect and when the average imperfect individual finds him or herself in a leadership position, there are suddenly many more opportunities to mess up. My own experience has proven this to be true. As the scope of responsibility grows, the likelihood of making mistakes increases. To avoid many common mistakes, make these five actions the core of your approach to your leadership responsibilities.
One of the most important tasks a leader has is to develop future leaders.
How do you evaluate a potential leader? You need to ask yourself a few questions and observe for the answers.
You know you should develop future leaders. It’s one of your primary leadership responsibilities. But how do you find those future leaders? How do you know if someone will be successful as a leader?
How can you delegate to become a more effective leader?
There’s been considerable discussion about mandated, paid sick-leave over the last few years. Proponents say providing paid sick leave is something businesses should do. Opponents say it’s too expensive.
The current situation with Covid has changed this discussion some, but at some point we’ll be back to talking about things like flu or a sick child. So, let’s examine the question from two points of view.
Employees want to be able to stay home when they are ill and not take a financial hit. That seems reasonable.
Employers don’t want to pay someone for not working. That too seems reasonable.
Have you ever heard, “That person has no values”? What that usually means is, “That person’s values are so different from mine that I don’t recognize them.”