A successful leader is the one who eventually leads the organization and all its members to believe in the organization, he has an unyielding integrity, judgment, intuition, he’s adaptable, tenacious and persevering in the face of all difficulties, he has a desire for excellence and most of all passion. The leader is the driver who steers the way, he/she is the one who sets the path, tone and attitude for the rest of the organizations. Leaders in some situations need to apply intellect, which is sensitive to emotions.
Emotional intelligence with aspect to leadership can be defined as how leaders handle themselves and their relationships and this is one of the factors that differentiates one organization from another. There has to be a proper communication platform in good leadership so that there is not a disconnect felt amongst employees. Models the Way Titles are granted, but it’s your behavior that wins you respect. If you want to gain commitment and achieve the highest standards, you must be a model of the behavior that you expect of others.
As a leader, you are supposed to stand up or your beliefs, joyous had better have some beliefs to stand up for. Eloquent speeches about your personal values are not nearly enough. Your deeds are far more important than your words when expressing how serious you are about what you say and your words and deeds must be consistent. You go first by setting the example through daily actions that demonstrate you are deeply committed to your beliefs. And one of the actions you must take is to build consensus around shared values. You can’t impose your values on others, no matter how hard you try or how much power you have.
Unless values are shared among all those who work together, intense commitment is impossible. What you get is simply compliance. Leadership is a dialogue, not a monologue. Inspires a Shared Vision The leader has to create a vision and give people belief in themselves, to be able to realize those dreams he has to draw a picture of an exciting, highly attractive future trying to give us confidence in our abilities to make extraordinary things happen. People must believe that their leader understands their needs and has their interests at heart.
Challenges the Process The leader has to take risks, love a challenge and always be ready to step out into the unknown to search for opportunities to innovate, grow, and improve, the risks helped in constantly generating small wins and learning from mistakes. Whatever the challenge, be it coming up with a cutting-edge service, shaping a groundbreaking piece of advertising campaign, the leader knows that his primary contribution lay in the recognition of good ideas and the willingness to adopt them and back them with support, wherever they came from whether it be a noir copywriter who had just joined or a experienced creative manager.
MOTIVATION & REWARD SYSTEM In everyone’s life, at some time, our inner fire goes out. It is then burst into flame by an encounter with another human being. We should all be thankful for those people who rekindle the inner spirit. Albert Schweitzer To encourage the heart, you recognize contributions by showing appreciation for individual excellence, and you celebrate the values and the victories by creating a spirit of community. People don’t perform at their best or stick around for very long if their bosses aka them weak, dependent, or alienated.
When you make someone feel strong and capable, as if he or she can do more than he or she ever thought possibleјthat person will give all and exceed your own expectations. When leadership is a relationship, founded on trust and confidence, people take risks; make changes, and keep organizations and movements alive. Leaders work to strengthen others to deliver on the promises they make. When you trust others and give them more discretion, more authority, and more information, they are much more likely to use their energies to produce extraordinary results.
Simple, Powerful Words for Employee Motivation Simple but powerful, motivational words like Deplanes’ and Thank you’ and Closure doing a good job’ communicate to people that they are valued. People Need Positive and Not So Positive Consequences Hand-in-hand with regular feedback, employees need rewards and recognition for positive contributions. Employees need a fair, consistently administered progressive disciplinary system for when they fail to perform effectively. Training Training sessions help to grow, to continuously learn and make-work more exciting. IN CONCLUSION
Building a learning workforce requires that managers cultivate a great working environment and a culture of empowerment. Characteristics of a great working environment include compensations that communicates that people truly are valued, exceptional facilities, a facilitative company culture, good relations between management and employees, a flexible work place, a family-friendly culture, and investments in employee competencies. You have to know that no one does his or her best when feeling weak, incompetent, or alienated; you have to know that those who are expected to produce the results must feel a sense of arsenal power and ownership.
Nothing hurts positive motivation and morale more quickly than unaddressed problems, or problems addressed inconsistently. For people to be the bridge to competitiveness, they must be hired and trained not simply for the work they can do, but also for their ability to think and learn and make a difference. A culture of empowerment is built on a foundation of affirmation, belonging, and competence and if you have that, you have to be careful that in bringing about changes you don’t change your very identity and soul.