Are you a BOSS or a Leader??

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While we were interviewing some employees to participate in a survey about the work environment and what they actually think the best place to work in, One of the employees said that she just quit her job at a commercial bank, when I asked her why that happened? She replied “My Boss didn’t know how to motivate me, he didn’t even try; all what he asks for is the work that should be done, but never asks what makes us motivated to do work appropriately!”

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This is a very important question, Poor leadership like this is all too common, and not enough is done about it.

The problem: there are too many bosses, but too few leaders around. The difference is simple: leaders do whatever it takes to maximize their employees’ engagement; while bosses just want to enjoy the privileges of their position. While most organizations offer leadership training, it’s usually formulaic, and based on competency models and copy-cat role playing.

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To turn bosses into leaders, we must rethink our approach to leadership development. To begin with, let’s take a closer look at the differences between the two:

1- Leaders find limitless energy within themselves to create a better future
Bosses cling to the past and cope with the present.

2- Leaders are clear about their purpose at all times
Bosses seldom have a purpose and live a reactive existence.

3- Leaders lead with values
Bosses command with position power.

4- Leaders willingly recruit co-leaders and share both authority and responsibility
Bosses assign responsibility but do not share authority.

5- Leaders successfully move from “I” to “We” and create conditions for collective success
Bosses stay fixated on “I” and create conditions to maximize personal success.

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“It’s easy to get good players. But getting them to play together, that’s the hard part. “

Casey Stengel

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So, How to Become the Leader of a Team?

  • Build trust between team members.
  • Inspire and motivate teamwork for achieving goals.
  • Influence valuable changes.
  • Be open to new ideas coming from team members.
  • Consult frequently with key team members.
  • Establish an open discussion for decision-making.
  • Distinguish the team from others – create an identity for the team.
  • Encourage and support independent thinking.
  • Recognize the skills of key team members and utilize their strengths to the benefit of the team.
  • Define and state expectations and objectives with the team members. Ensure that all members understand the missions ahead.
  • Eliminate disagreements between members – be the mediator. Set a behavioral code if necessary.
  • Consider giving incentives to boost results.
  • Evaluate results in a timely fashion.

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