Nevertheless, this segment caught my attention... thought over it... yes, I have things to say for each... relating from my experience over these years... yes, have gone through different kinds of leaderships - I must say, the leaders are easy ones... each has their own style... (OK, will take time to slowly input my thoughts in blue.... till have all said, this bracket will remain to remind me of the unfinished thoughts....)
- They help people decide for themselves what to do; they don't tell people what to do...
- They lead in the creation of corporate visions. They align their personal visions with the corporate vision and help others in the company to do the same.
- This is definitely important, when the leader knows what he wants, and it aligns with the organisation's vision. Of course, how to get the rest to do the same? The challenge is others should see them working towards achieving the organisation's vision and not working "for" the leader to help him "achieving his vision"! Came across colleagues who ever said, "He is driving everybody to fill up his 'achievement list' during his stay... let's see how long that will last - sure he'll come and go... Yes, every leader who's here have to do something to show progress lah!"... See? the focus was on the leader instead of being helping the organisation to achieve its milestone. People failed to see they are 'working' for the organisation! On the other hand, just wonder... why do people want to be so sceptical?
- They expect excellence in those around them, and they made those expectations known. The people on their teams usually live up to these expectations.
- Yes, leaders expect good work, at least a decent piece of work from their subordinates. On the other hand, leaders would also model, they walk the talk by demonstrating they are capable of delivering excellent work. On the other hand, to get subordinates to perform, it's not a "by default" or a "given"... it's not automatic! Do not take for granted! It takes leadership to lead, to influence the behaviour and thought of the subordinates.
- They invite people to speak up, and they listen and respond to those who do. They welcome good news and bad news from their associates, knowing that they can't lead wisely unless they are fully informed.
- True, having a listening ear is important, so that people know that their leader listens. However, one must be mindful, too... When the leader has decided on what it ought to be, yet, wanted to go through the exercise, for the sake of doing so, so as to 'demonstrate' that he listens... yet, ignore the ground's inputs... it backfires!!! People will soon feel it and what else will they coin 'him' with? "Hypocrite"!!!
- They don't bark orders. They use positive reinforcement to influence people toward the behaviour they desire.
- They don't isolate themselves from the people they lead. they mingle with tehm, ask about their problems and concerns, and look for ways to help them. They promote a sense of "family".
- They don't pretend to have all the answers. They ask for information and advice before making decisions.
- They don't try to do it all themselves. They make full use of the talents of those around them.
- They don't lord it over others. They treat employees, clients, customers and associates with respect. they are not condescending toward any of the corporate stakeholders, but regard them all as members of the team.
- They encourage a constant search for improvement and constant quest for excellence. They provide the educational and developmental programmes need to achieve these goals.