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Why Big Leaders need to have Small Egos

christLeaders are very important to the success of a business, as they are the ones who inspire others, drive movement forward and provide the company with a goal. However, a leader with a larger than life ego can actually be a detriment to a company, holding it back and causing problems rather than encouraging success.

There is a huge difference between ego and confidence. Self-confidence is an essential trait in a strong leader as they need to be able to believe in themselves and confidently stride towards their dreams. Rather than the calm self-assuredness that confidence brings, a big ego manifests itself in pride, boastfulness, self-centeredness and an inability to admit when one is wrong.

Here are a few reasons why having a big ego is not a very good trait in a successful leader.

Leaders Need to Be Able to Admit When they are Wrong

Even though they might be put in charge because they have the most education or experience, leaders are not always right. In fact, sometimes they can make big mistakes, totally misjudge situations or get things completely wrong. This is nothing to be ashamed about, after all everyone is human and will make a mistake once in a while.

However, sometimes big leaders are afraid to admit that they have got it wrong. They are so unwilling to show any weaknesses that they will follow through with things even though all signs are indicating that they have got it wrong. They will lead their company towards disaster while pretending that they are doing the right thing, rather than admitting their blunder and asking for help.

A good leader should never let their own ego get in the way of realising when they are making a mistake. A confident leader is never afraid of confessing to a mistake and taking a new approach and if this is done with grace it will make your employees respect you even more.

Leaders Need to Be Able To Let the Achievements of Others Shine

Another trait of someone with a big ego is that they are quick to snap up all the credit when it comes to the group’s accomplishments. You’ve probably seen it before, the team leader whose team puts in plenty of effort to achieve something and then when it comes time to receive accolades, he speaks like he did all of the work himself. These are also the types of people who are likely to choose team members who are less competent than themselves because their primary motivation is making themselves look good. In the thinking of an egotistical person, another person’s success means that they have failed so they will feel better about themselves when others achieve and earn less.

A great leader needs to be able to step out of the spotlight and be gratified by the achievements of others. They must realise that they cannot accomplish or control everything, so they need to invest in fantastic team members and value their contribution to the organisation. Good leaders will know how to let another employee shine.

Leaders Need to Be Able to Unite Rather Than Divide

One of the most important roles of a leader is to be able to make each and every person working with them feel like they are valued and appreciated. They need to create a positive and optimistic working environment which makes employees feel engaged and motivated.

Unfortunately, a leader with a big ego will be too focused on themselves to make this happen. The people working with them will become increasingly fed up with their egotistical behaviour and will not be inspired to do their best. They might even cause conflict in the workplace, which further distracts people from doing a good job at work.

Instead of a big leader with an even bigger ego, it is better to have someone who does not deny reality even when it is negative and is able to admit their own mistakes. They will be able to help people get through difficult times, let the achievements of others shine and encourage everyone that they work with to put their best performance in.  You will be amazed at the different that a calm and confident leader without a big ego can make on your organisation.

Having a big ego can really get in the way of providing excellent leadership and here are some of the reasons why. To find out more about our leadership programs, visit Cirrus today.

 

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The Discoveries I Made On What It Takes To Have Top Managerial Skills

 

What distinguishes you as a great manager from the good ones is possession of a wide set of skills which range from communication and motivation to planning and delegation. Often times, the top management skills are so many, and some managers think they should concentrate on the management areas they understand most.  However, to be considered as having top management skills, I needed to analyze my expertise in all areas and then set out to improve on areas where I was most wanting. You will only be complete when you have the most diverse of skills, which sharpen your problem solving skills.

Required Skills For A Manager:

There are skills that a manager need to have, and if I were to talk about all of them, then it would probably take weeks, if not months. One of the most important skills that a manager needs to have is the ability to understand the dynamics of the team and encourage good relationship between the team members. This simply means that you need to understand exactly how teams operate.  Normally, teams will follow a certain definitive pattern of development, and experts have listed them thus: forming, norming, storming and finally performing. When encouraging and supporting those under you, it is important to do it through this process, and this has the effect of helping your team become effective in the shortest possible time.  .

As A Manager:

It is important that, as a manager, I must consider the aspect of balance when creating teams, so that I end up with a team comprising different sets of skills, people and perspectives. It is never easy to manage a group of people who seem to be able to get along, but teams that will be effective in the long run appreciate different points of view, and using their dissimilarities to be not only creative but also highly innovative. As a manager, you will be tasked to have skills needed to direct the said differences in a positive manner.  Thus you will need to introduce a team charter. Your knowledge of team conflict will be particularly important if your team is to be managed effectively.

As A Team Leader:

As a team leader, my ability to choose and nurture the right people is not just necessary, it is mandatory. I always need to find the great team members, and have the skills needed for the success of the team developed. When recruiting new members, I usually focus on the various specific skills that I need for the success of my team, balance different personalities so that I have variety in my team.

Delegation:

You would be mistaken to think that just by having the right people with the right skills does the trick, but this is usually not the case. It is important that as a manager, you know just how to get a task completed effectively. Delegation is the catchphrase here. Some managers, having earned their promotion purely on the grounds of their technical superiority, try to accomplish most tasks all by themselves. They believe that, being the accountable officers, they ought to do the tasks by themselves to be sure that the task is successfully completed.

For teams to accomplish a lot more, great managers will assign the task to the right people, and not necessarily the people with the most time. You will need to clearly outline what you expect to be achieved. However, it is not easy to trust other people to accomplish some tasks. But it still boils down to your team having not only the right people but also those with the right skills, who you can easily rely on to get the job done and dusted.

MotivatingEmployees:

Motivating people under you is yet another great piece of skill that all managers ought to have. Motivating oneself is easier but motivating another person needs careful thought. People are motivated by totally different things, a factor that managers have to keep in mind. You will need to understand your team members at a personal level which helps you to motivate them better. You can stay informed about each of your team member’s information by providing regular feedback.

Inoculate Discipline In Team Members:

Instilling a sense of discipline and dealing with conflict between your team members is something that contributes your management prowess. If, despite your efforts, there are still problems with your employee’s individual performances, you are required to deal with it promptly. Failing to discipline erring employees will impact negatively on the whole team and also on your customers, given that poor performance of employees will impact on customer service. Working alongside team members who regularly fail to meet expectations is very demotivating for other team members, and if tolerated, it leads to suffering of other team members.

Efficient Conflict Resolution:

You should not allow dissimilarities between individual team members to progress to conflict, as this would also influence negatively on performance. You as a team manager ought to facilitate a speedy resolution to c the conflict, by being impartial and objective, so that members do not have the idea you are taking sides. You should also note that some conflicts are positive in that they can help unearth deep-seated underlying structural problems. Efficient conflict resolution means that you recognize conflict and stem it from the roots, rather than giving it a palliative approach where you try to suppress it or avoid it completely.

Effective Communication:

Effective communication is an important managerial skill, which you need to pay close attention to. Keeping your team informed on all that is going on, as well keeping them as informed as possible is something that you should endeavor to do always. Managers should specifically improve on their team briefing skills.

Many managers are quite equipped with planning, decision-making and problem solving skills because they are skilled professionals whose promotions are based on knowledge and analytical efficacy. Therefore, most managers tend to focus too much on these skills, thereby failing to concentrate on their other skills, such as people and management skills. Being narrowly proficient on these skills alone cannot make you to be touted as having top management skills.

I have been a team player in many organizations and I understand the frustration people go through because of inadequate leadership skills. Some of the people claimed to possess reputable leadership skills are lacking them in zeal and I find it worth that they should undertake some leadership quality classes. As an owner and runner of pharmacytechnicianinfo.net, I always meet with so many people and effective use of my managerial skills brings many clients, students and customers my way.

 

 

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