Leadership- Some Thoughts

 

Preamble: During the Blogchatter A2Z challenge, when the time came to write on the alphabet "L", the word that naturally came to mind was "Leadership". Yet, so much has been written in this space on the subject as I am basically an HR professional and blogger. "What is it that I can write new or more on the topic?" I asked myself. I finally decided to delve deep into the blogs already published and highlight some cream thoughts on leadership. So here goes... 

• Who is a leader? He/she is generally, one expected to inspire and motivate, show an intention  and ability to influence people -  give  them some direction and exercise some control. 
• The leader is endowed with some authority and also has the responsibility for the end result. 
• Practical experience gained from situations is what enables one to develop leadership skills rather than mere theoretical inputs. 
• If people play well their own tunes in disharmony, it will not serve the interests of the organization. Therefore, the role of a leader to nurture team players. 
• Leadership qualities cannot be emulated blindly. Each person has to develop his/her own style over time.
• Some persons in leadership postions wants to do everything themselves; they find it difficult to let go and accept the fact  that juniors are also competent enough to handle matters. It can also be a matter of lack of trust. 
• The thumb rule for a good leader is the ability to give juniors a feeling that you are with them-  will trust and back their decisions 
• It is a myth that every leader should have the ability to speak or have a dynamic/charismatic personality. It is sufficient if he/she is able to influence and move people towards the goals. 
• Leaders may use different - own unique style, suitable for themselves and team, so long as they are successful and get the desired results. 
• However, what worked with earlier generation of employees is not likely to work with millennials. Harmonious work environment, like in an orchestra  may happen only when we give millennials more freedom, autonomy and repose trust in their abilities. 
• It is all about developing a leadership style unique to yourself and the situation you are operating in; yet at the same time catering to the changing needs and demands. 
• It would help if the leader is authentic- communicates  'real expectations' of what he/she really wants. There is no point in claiming " We believe in work life balance" when you expect people to put in 12 hours a day. Unauthentic leaders lose the respect and trust of their people in the long run. 
• There is a lot of information overload these days unlike as in the time of our ancestors. Being concious about this would help in separating the rice from the chaff. 
• It is important to be  aware of the decisions you are taking and what has been its efficacy- to what extent the intended result happened. 
• Don't let unhealthy thoughts become so normal that you don't notice them. 
• Always have the emotion of gratefulness at the top of the mood elevator says Larry. E. Senn, author of the book "The Mood Elevator: Take charge of your feelings, Become a better you". 
• "It is almost impossible to be grateful and at the same time be angry, depressed, irritated or self righteous". 
•  Focus on the top 3 goals- Top 3 goals for the day, the week, month and year. Have a daily score card and measure what you are doing in all areas - work and personal life. 
• There is a feeling in the corporate scenario, that nothing will get done in the absence of follow up. 
• Keep empowering your people to the extent that they work happily and responsibly on their own without the need for follow up. However, when follow up is necessary, do it with a positive intention as unobtrusively as possible. If you have to err, err on the side of not following up. 
• Asking questions is an important tool. It enhances the leadership skills of not only the one asking the questions but also of the person who is answering them. 
• Asking questions help to engage in focused thinking. Breakthrough answers are possible when you engage in focused thinking. The key is not only to ask questions yourself, but also encouraging others to ask questions. 
• Ask questions about the past to learn from mistakes of the past as also questions about  future, with more focus on future.  
• The way the question is asked should be encouraging and supportive (a non threatening environment by preparing people before asking the question) for eliciting answers and active participation.
• In such an environment, You don't need to wait till appraisal time to know how you are doing. Great coaches ask great questions. 
• A good leader owns responsibilty when things go wrong without passing the buck. Such a leader earns the respect and loyalty of his juniors.
• Leadership in real terms is "Leadership in action" - what you do on the ground rather than what you say.
• Employees exhibit work behaviour that they have picked up from persons who were their bosses in the initial years of their career- whether open to suggestions, consults others and is inclusive in his or her behaviour or blame others for his mistakes, tries to save his own skin instead of going in to the details and collaborating to solve the problem. Role of the persons in leadership positions is so very important. 
• Our behavioural styles as leaders impacts not just us or even one generation of employees. It gets passed on, a long way in to the future with rippling effect. 

          This post is a part of #BlogchatterA2Z 2023