Dear Friends,
Leadership is easy to talk about. May also, not difficult to define, but very painful to practice. To become a leader one needs not to be a functional expert in the organization. Leadership does not come with position one holds. It has to be engraved and practiced by actions with strong values, not by words.
A Gallup study of more than ten thousand people around the world who were asked why they follow the most influential leader in their life, resulted in the key findings - The most effective leaders always invest in their strengths, they surround themselves with the right people and then maximize their team and understand their followers’ need. From the followers perspective four basic needs also came out and those were - trust, compassion, stability and hope.
In an organization, leader needs to deliver in four areas- employee, organization, customer and stake holder. Leader must increase employee competence and commitment as evidence in productivity and retention. Leader must build sustainable capabilities that shape an organization's identity. Leader must ensure that organization services bring customer delight and build confidence of stake holders in the future as seen in intangible value.
While leader is an individual, leadership is a process which is about more than individual, psychological competencies; it is also about delivering results. Individual leaders matter; but leadership matters more. Here leadership throws a larger question-should leader has a personal relationship with the subordinates or limit to mission congruent relationship? Leader has to be cautious that his relationship with the followers (employees) should not become a personalized relationship resulting into having blind faith on him by employees where leader feels empowered and there are all chances that either organization is hijacked for leader’s own agenda or it is crashed. Satyam story is perhaps the best example of this kind of leadership. Leader's relationship with the employees should always be mission congruent where relationship influences the organization performance and leader is not blindly followed.
November 2011 issue cover feature of Business Manager – HR Magazine is all about Leadership: Vision and Values with Dr. Anil Khandelwal's leadership code who has authored success story of Bank of Baroda transformation in his 3 year tenure as CMD.
Free trial copy offer before subscription is available on first come first serve basis. May request by providing complete postal address.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
Welcome to Business Manager | Home
From India, Delhi
181Leadership is easy to talk about. May also, not difficult to define, but very painful to practice. To become a leader one needs not to be a functional expert in the organization. Leadership does not come with position one holds. It has to be engraved and practiced by actions with strong values, not by words.
A Gallup study of more than ten thousand people around the world who were asked why they follow the most influential leader in their life, resulted in the key findings - The most effective leaders always invest in their strengths, they surround themselves with the right people and then maximize their team and understand their followers’ need. From the followers perspective four basic needs also came out and those were - trust, compassion, stability and hope.
In an organization, leader needs to deliver in four areas- employee, organization, customer and stake holder. Leader must increase employee competence and commitment as evidence in productivity and retention. Leader must build sustainable capabilities that shape an organization's identity. Leader must ensure that organization services bring customer delight and build confidence of stake holders in the future as seen in intangible value.
While leader is an individual, leadership is a process which is about more than individual, psychological competencies; it is also about delivering results. Individual leaders matter; but leadership matters more. Here leadership throws a larger question-should leader has a personal relationship with the subordinates or limit to mission congruent relationship? Leader has to be cautious that his relationship with the followers (employees) should not become a personalized relationship resulting into having blind faith on him by employees where leader feels empowered and there are all chances that either organization is hijacked for leader’s own agenda or it is crashed. Satyam story is perhaps the best example of this kind of leadership. Leader's relationship with the employees should always be mission congruent where relationship influences the organization performance and leader is not blindly followed.
November 2011 issue cover feature of Business Manager – HR Magazine is all about Leadership: Vision and Values with Dr. Anil Khandelwal's leadership code who has authored success story of Bank of Baroda transformation in his 3 year tenure as CMD.
Free trial copy offer before subscription is available on first come first serve basis. May request by providing complete postal address.
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
Welcome to Business Manager | Home
From India, Delhi
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