Everything rises and falls on leadership – John C. Maxwell
If you want to make an impact on the world, learning to lead better and efficiently will help do it. The value system of people affects their productivity at work. Family, religion, society and schools among others affect the productivity of employees.
Emotional Intelligence is one very relevant technical skill leaders ought to have in order to successfully coach, manage stress, coordinate the activities of team members, and deliver results in the organisation. Very importantly, leaders who are able to manage their personal emotions can easily recognise and influence the emotions of those around them.
This brings up the story of two leaders who quarrelled in front of junior employees. These junior employees looked up to them as role-models and coaches, as some of them were even mentees to these leaders. A situation like this creates a bad impression of the leadership in that institution. This means the leaders don’t put their words into action.
A leader who has knowledge about the various generational groups can relate appropriately with all generational groups without offending them.
Tom Hierck, Education Consultant and Author, wrote that “21st– century kids are being taught by 20th-century adults using 19th-century curriculums and techniques on an 18th-century calendar”.
Understanding the variation and knowledge-gap between these generations will make managing and relating with them more seamless.
For instance, in a multi-generational organisation, training your staff on communication and technology will help bridge the gap so that everyone is on the same page in the organisation.
With the advancement of technology in some restaurants, for instance, whereby customers’ orders are no longer written but keyed into a system connected to the kitchen, it would be prudent to train all staff so that everyone has a fair idea of the systems used to run the business.
John C. Maxwell, an internationally respected leadership expert and New York Times bestselling author, propounded that the 5 levels of leadership are:
Position is the lowest level of leadership. The only influence the position-leader has is that which comes with job titles. The position-leader has not got much influence over his subordinates other than the rights he has by virtue of the title. They rely on rules, regulations, policies and organisational charts to control their people.
Permission is the level of leadership that has to do with the influence you have on your subordinates and the trust you build with them. This leadership doesn’t ride on the position that comes with the role, but rather ‘getting’ the people and figuring out how to live with them.
Production on this level, leaders gain influence and credibility; and people begin to follow them because of what they have done for the organisation.
People Development is the level of leadership where people follow you because of what you have to do for them.
Pinnacle is the highest level of leadership that not many people are able to attain. When people are pleasant, productive and respectful, they establish some level of influence over the people whereby they follow you because of what you represent.
Leadership is not inherited, and in order to bring out the best in others you must first bring out the best in yourself – which is where self-awareness comes into play. Be open to receiving and appreciating feedback from everyone, including the people you lead. That is one of the best qualities of a leader.
>>>the writer is a Certified Professional Trainer (CPT) by the International Association for People & Performance Development (IAPPD) and a publishing consultant, assisting busy executives to write and publish bestselling books. He has served as Head of Protocol at a diplomatic mission, Corporate Affairs Officer at a French multinational agribusiness and as Events & Media Correspondent for a digital ad agency. [email protected]
