The truth about leadership

Written by admin   // November 14, 2012   // 0 Comments

Leadership

Leadership and management are often misunderstood as one in the same. They are not! Certainly a good leaders should be able to manage and visa-versa. But, it is important to understand the difference. Both are important to the success of an organization.

The key difference between the two is that management is about processes and leadership is about people. You manage your accounts payables but you lead your accounts payable administrator.  Understanding this is the key to motivating, coaching and growing your people to the very best of their ability.

This happens in an organization for many different reasons. Most often it is because we promote people for all of the wrong reasons. The most common ones are length of service, the next manager is the one who has worked there the longest, and the other is that they are good at the task at hand. For example they have had the best sales record so they become the sales manager; they have had the least mistakes in accounting so they become the accounting manager etc.

Unfortunately, we learn management skills as opposed to leadership skills very early on. Our parents tell us what to do as opposed to teaching us to think of the answer to questions on our own. This is one among several reasons why management as opposed to leadership is how we typically run an organization.

Management is about effecting positive change in the organization by recognizing process problems, correcting those process problems and teaching others how to implement the new processes.

The top 4 most important aspects of leadership are;

1)      Recruiting. The ability to attract and retain the best is imperative in success of an organization. Recruitment should be an ongoing process and should never wait for a need. There is always a need for someone better then your best person isn’t there? 

2)      Coaching. Coaching is always teaching, rarely telling. Teaching is helping subordinates self realize the answer on their own and not always blurting out the answer for them. The old adage, “Give someone a fish, they eat for a day, teach them how to fish, they eat for a lifetime”. There is a real pride in coming up with answers on their own which is what we all strive for in an employee. 

3)      Accountability. Creating a clear and detailed written plan that involves a 30-60-90 day written goal that not only involves revenue goals but behavior goals as well. Behavior goals are the action steps that are taken to prospect daily, weekly and monthly.

4)      Motivating. Understanding what motivates each individual is what will elevate

      them to the next level. Motivation is different for each individual and a true leader

      knows how to unlock it.

So are you a good leader or just a manager? How about your sales manager? Better ask the questions. You never know what you might learn.

Growing an organizations people to be the best that they can be, will help in reaching your failure but not failing is worlds different then succeeding. To succeed, leadership needs to be ever-present.

Serious Issue Your sales organization is having difficulty with differentiating management and leadership. Because your organizations management team is not leading properly your people are either taking it upon themselves to make decisions that may or may not be correct or possibly worse, waiting to make decisions until management tells them what to do. Even though often times they know the correct answer they will not give it because they have been conditioned to ask first.

The bigger issue here is the fact that empowerment and self-reliance is not being taught therefore not only are they not growing and being groomed to potentially move up in the organization or be the best that they can be in their own position, they are also not as motivated as they could be.

What are the potential outcomes here? First of all by not allowing your people to have some of their own autonomy in making decisions they tend to feel less motivated and often feel that they are there to fulfill someone elses’ goals and not their own. The effect of this is not having a feeling of ownership with their particular job which decreases productivity and more importantly pride. Pride is important to have in any position an employee holds.

As humans we have a strong need to feel that we have worked for something and truly earned it. This is true in all aspects of our lives. Why is it that our favorite car we ever had was usually the first one we bought on our own. (cont)….. 

Cause for Concern Your organization seems to have difficulty with differentiating leadership and management. Because your organizations management team may not be leading properly your people are either taking it upon themselves that may or may not be correct, or what often can be worse it waiting to make decisions until management lets them know what to do. Even though often times they know the right answer, they won’t take it upon themselves to be thinkers because we have conditioned them to ask.

One of the biggest issues here is the fact that empowerment and self-reliance is not being taught, therefore, not only are they potentially not growing as sales people they are not being groomed for upward movement in your organization.  

Seems under control Your organization seems to have a good handle on the difference between management and leadership. Because your management team seems to be more self-reliant. One of the most important responsibilities management has is to grow leaders. Empowerment is a skill that is taught through an organization and will prove valuable in the length of the organization cycle. Continue with this type of leadership.

Greta Schulz is president of Schulz Business SELLutions in West Palm Beach, Florida. She is the best selling author of “To Sell is Not to Sell”. Greta does corporate training for fortune 1000 companies and she has an on-line training course for entrepreneurs. For more tips go to:  HYPERLINK “http://www.schulzbusiness.com” www.schulzbusiness.com.


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