Just like the poem,Three

Blind Mice, many businesses don't know what true

leadership is all about. A person sent me the following

comments:

"I'm still struggling

with the lack of "alleged" leadership traits in

many executives. How do they achieve executive positions?

Why don't they seek out training to develop/enhance their

leadership skills? Why do they assume that their

subordinates need training but they don't? What actually

is the essence of leadership? How can we teach executives

to think strategically, to plan, to envision and to leave

operational decisions to managers? Any thoughts?"

Sad to say, but I hear this

comment far too often. Sounds like this person is working

for a person who needs a few lessons on leadership. True

leadership is about taking people to a place they

wouldn't go to by themselves. Good leaders don't merely

supervise; they create a sense of purpose and direction

for those they lead. After holding leadership positions

and teaching leadership classes for 24 years, I am

beginning to believe that some people have a natural

ability to lead, have a passion, a burning desire to make

a difference. Those are the people I want to work for.

A strong company is one

that has leaders spread all across the company, not just

at the top. The business world today needs both good

leaders and good managers. However, because of the rapid

change occurring in industry today, a company needs far

more leaders, not more managers.

Time after time again,

businesses put the wrong person in charge.

Unintentionally they reward

a "don't rock the boat" mentality. Conformity

and status quo are the first steps leading down the

staircase of a business disaster. This is partly the

reason Sears, Zayres, IBM and Howard Johnson's et al. got

in trouble. A major part of being a good leader is making

people uncomfortable, uncomfortable with conformity that

is.

All of us in leadership

positions need to evaluate our actions. Are you providing

a positive example for others to follow? Are you leading

or managing? Are you effective at what you do? Maybe its

time for a self-assessment? Zig Ziglar says, "A

check-up from the neck-up." Look at these leadership

self-assessments to give you an idea of where you stand

and where your managers stand as effective leaders.

https://www.chartcourse.com/ttiassessmts.html

Leadership Action Steps:

- Give your ego a

break and ask your people, "What I should stop

doing?" "What I should keep doing?" and

"what do I need to start doing?". Ask them

frequently, "What can I do to make your job better,

easier or more productive?" Then do it.

- Good is no longer

good enough. Be always on the look out to improve,

change and renew everything the business does.

- Give people

direction and purpose. Be able to tell people how their

job individually impacts on the overall company mission.

- Make it part of the

company culture to put managers and staff in the field to

work with front-line workers multiple days/hours all year

long.

- Reduce unnecessary

regulations and policies. Place a container or paint a

mailbox red and centrally place it for people to deposit

all dumb rules and regulations needing revision or

elimination. Form a team to evaluate each nomination.

Celebrate with a bonfire burning the policies and

procedures no longer needed.

- If you haven't

already, start a system of education and training for

everyone in the business.

- A leader is a

teacher. As a leader, you should be teaching some of your

own classes.

- Be willing to admit

your mistakes.

- Be quick to deal

with individuals who are poisoning the attitudes and

performance of others.

- Allow your workers

the ability to reward each other's performance. Peer

pressure is a terrific tool to create the behavior you

need for success.

- Conduct frequent,

informal recognition/award celebrations for workers.

- Give employees

permission to disagree with management.

- Instead of only

having the "Best Employee of the Month/Year"

etc. Recognize individuals for different reasons.

- Periodically

challenge your people with BHAG's. (Big Harry Audacious

Goals). Generate some friendly competition between

departments.

- Have your team

establish guiding principles to help them take initiative

and stay on course.

- Take your people

off-site and visit other business establishments to get

new ideas.

Then reward them for

implementing those ideas. Have contests for the best idea

of the month.

- Don't be afraid to

have your staff evaluate your performance. Use a

360-degree evaluation instrument to get feedback. If you

don't have one, call us.

Free by fax: If you would

information on our leadership self-assessment, please fax

your letterhead with the words "Assessment" to

770-760-0581.

Gregory P. Smith is a

management consultant, speaker and helps organizations

solve problems. He is the author of three books

including, How to Attract, Keep and Motivate Your

Workforce. For further information please call

(770)860-9464 or send E-mail to [email protected] . More information and articles are

available at https://www.chartcourse.com .

Greg Smith's new book, TNT

: Dynamic Ideas to Reward, Energize and Motivate Your

Team, is now available. Over 230 tips and techniques.

Gregory P. Smith is the

author of The New Leader, and How to Attract, Keep and

Motivate Your Workforce. He speaks at conferences, leads

seminars and helps organizations solve problems and help

create productive work environments that attract, keep

and motivate their workforce. To sign up for the free

Navigator Newsletter call (800)821-2487 or visit https://www.ChartCourse.com .