Studer recommends the following tactic be implemented visit key people and write thank you notes. Studer (2003, p. 241) recollects an encounter with an employee, when he asked a question at a forum regarding “Thank you notes.” She shared with him that she had been in health care for 10 years, but only in the past two years had she received a thank you note and she framed the note.
Through visiting employees in their departments and thank you notes, the leader builds what Studer terms the “emotional bank account,” this is important to note in the first phase. He continues by instructing leaders to “reward and recognize.” This is fulfilled by simply making certain that employees have the tools and data they need to complete their job efficiently. Simply take away the misconceptions that serve only to separate leadership from staff. Ensure that senior leadership is available and is viewed demonstrating the proper behaviors for the organizational culture.
Due to leadership visits with employees,
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116) refers the third as “The Uncomfortable Gap.” Decisions become tougher and the gaps between poor and average achievers become unacceptable. The need to create a system becomes obvious as inconsistencies are more noticeable. Average and outstanding achievers will take notice and remark on the changes of more visible leadership, better tools, better communication and so forth. Poor achievers will rest and wait for the next big thing. Important steps to include here are continuing to elevate and focus on training; this is done by moving high and average achievers to a higher level of performance, next focus on the poorer achievers this is achieved through education. Poor achievers who do not wish to move forward will hit a wall, unfortunately, will not advance and may sever employment. This eliminates the weight that retards and stunts the growth of the organization. It is imperative to choose wisely the best people for positions at this
The movie “Keeping the Promise”, shows examples of how colonial life was like in the 1600’s. For example, in the movie, it showed how life was like with the Fever/Disease when James died because of the fever also how the family could not board the ship because the town they came from had the fever. Moreover, the conflicts with the Indians described in the movie relate back to how it was in real life during that time. Indians didn’t like the white men in the movie just like in real life. The Indians described how white men raided their village, one man was Loomis.
A leader is a person who sets direction and influences others to accomplish the goals (Borkowski, 2015). It is the responsibility of the supervisor to set the direction by helping and motivating staff members see what lies ahead and face those challenges. Emotional intelligence is one of the important trait that helps leaders to work with people effectively. “Emotional intelligence involves assessing one’s own feelings, as well as feelings of others, then using those assessments to guide personal thought and action” (Borkowski, 2015, p. 239).
As part of this critical assignment, it is a requirement that I reflect on my own experience as a Leader where I have demonstrated a high level of emotional intelligence, as well use theories to demonstrate my learning’s.
Management has changed significantly over the past 50 years. The role of leaders in an organization is an ever changing thing. At one point, a manager was also the owner of the company, and thus used a carrot and a stick to get his employees to work, just like a parent personally invested in the raising of their child. Not anymore. Nowadays, leaders are there to “serve” their employees. The focus is on motivating the individual, achieving organizational goals by integrating each and every individual into the system. We no longer rely on a one size fits all approach, and management theory is no longer focused on having a winning philosophy, or motivating large groups.
Communication is another practice important to this leader. Leadership communications consists of those messages from a leader that are rooted in the values and culture of an organization and are important to key stakeholders like employees, customers, strategic partners, shareholders, and the media. He sees the importance of not only top to bottom communication but also bottom up communication. He also communicates directly with the community. He does this so there is a free flow of ideas no matter where they may come from. To get feedback from employee he does Employee Satisfaction Surveys. Wherever the employees say improvement is needed he get input from his department head about how to improve whatever needs improving. An issue we were having was with customers knowing about programs before the employees did. To fix that situation he had the public relations department seen all employees the company’s next day media announcements.
Leaders believe people have an intrinsic value beyond tangible contributions as workers. As a result, genuine interest in the spiritual, professional and personal growth of all employees is demonstrated.
Jean Watson created an evidence-based theory, Theory of Human Caring/Caring Science, which concentrates on being heart centered and genuinely present in the moment with the work we do and the people we work with. “A Caritas Practitioner (Caritas, from the Latin, means to cherish, appreciate) functions from a caring consciousness that permeates from their soul and can be felt by the recipient” (McDowell & Williams, 2017, p. 1). In my experience organizations with leaders who genuinely care more about the people than they do about the cost-effectiveness or production have a greater sense of commitment and enthusiasm within the employees. Caring leadership creates a want-to environment “In other words, we can create a culture where employees "want to" come to work, want to work hard, and want to produce quality work; or we create a culture where employees "have to" go to work, are coerced to do their work, and are disengaged and bitter” (Pickard, 2014, p. 3). To create a caring environment requires conscious effort, it doesn’t create itself. The leader must remember to make their employees feel appreciated in a sincere and noticeable way. I believe employee who feels appreciated will be excited for new challenges and do more than is expected on a
Employees need their boss/role model too be able to set and lead by example. By building
Understand strengths and weaknesses. If a leader can understand their emotions, they can identify the impact on the team and themselves.
For the most part, incredible leaders know how their leadership style impacts their followers, and this knowledge makes them great leaders. Genuinely incredible leaders recognize, comprehend and deal with their feelings, as well as knowing what they can do with individuals in an exceptionally engaging manner. Motivating and inspiring others is paramount to effective leadership (Kotter, 2012). In addition to having this enthusiastic insight, it is crucial for leaders to understand the importance of having compassion, self-awareness, and respect to communicating effectively with the individuals that they lead. Leaders that understand and connect with their employees on an emotional level are seen as authentic and lead with the heart, these traits are
Organizational success is dependent on several interior and exterior factors. While exterior factors are important, the internal workings of an organization are vital. Specifically, empowered employees and effective communication contribute indefinitely to accomplishing common goals within the company. The foundation of successful high performing teams is through effective leadership. Without effective leadership, company morale and productivity can decline causing, the company to fall into a downward spiral. Therefore, to pursue and maintain a career as a leader in financial management, I will need to empower employees and effectively communicate the goals of the organization.
Effective leaders are all around us. Effective leaders lead by example, walk the walk and talk the talk, and are able to provide their team with the tools they need to be effective and successful. They support their team in making decisions, but not make the decisions for them. Leaders can also provide feedback and coaching when necessary. Most leaders rely on their team around them to reach the goals they set out, both for the leader and for the team. Working with great leaders is a dream come true for most people. Effective leaders make work better and more exciting. One of the most important aspects of being a great leader is caring for those individuals that
Organization’s today do all they can to improve their performance with an ever-changing environment. Therefore, having strong leadership is needed when addressing change. Organizational leaders need to have a well developed vocabulary to help improve performance during organizational change. Leadership has the ability to create a vision and encourage others to achieve the vision for the organization. Therefore, organizational leaders must identify the need for change and communicate it throughout the organization. However, leadership is only one piece of the equation, without involving the employees the vision of the organization will not be achieved. In order for leaders to achieve new initiatives they must actively involve employees that are most affected by the change through every process to help maintain and improve performance. Therefore, communication, human motivation, engagement, and recognition are the driving focuses for positive change and performance improvement.
Effective management and leadership of employees are crucial to the accomplishment of targets at various work places. It allows the managers of different companies to capitalize on the strengths and an ability of the employees to contribute towards the achievement of the set goals and objectives of the enterprise. Thus, successful leadership and employee management is capable of promoting employee motivation, engagement, retention, and development (Carter, 2008).
Being able to Develop: A leader develops his employees by rewarding them. They give them more responsibilities, giving them a sense of “worth”.