Leadership and Management roles are the two jobs that can be lonely and isolating places to be. When you are the one in charge, and the buck stops with you. It would help if you had a strong support team around you.
The best leaders create a great team. They also understand that a critical part of that team is a cross-section of coaching, mentoring and facilitating. In the workplace, leadership and management are cast either as villains or superheroes. This stereotyping is dependant on the way they lead and manage and how their team responds.
There are several aspects of leadership and management. Firstly it’s explicit about the differences between the roles of leaders and managers. There will, however, always be some overlap. A good leader must recruit excellent management skills if they don’t themselves have the skills required. Equally, managers need to be sure that there is good leadership in the organisation as a whole if they don’t have particular leadership skills. Ideally, a manager should have the necessary leadership skills at a sufficient level to lead their teams.
Organisations Can improve leadership and Management Skills
There are several ways organisations can improve leadership and management skills in any organisation. At the very least, the leader or the old board would benefit from Executive Coaching; Good executive coaches have many strategies and tools at their disposal to help leaders and senior managers with any issues they might have. If a business has more than a handful of leadership or management roles, it would be wise to create a living Leadership and Management Framework. This will make it very easy to manage and develop the skills, behaviours and values explicitly required for what is needed to lead the team successfully.
Good leadership development should concentrate on the skills required to cultivate a mission, purpose and vision for the organisation. Any leadership development programme must deal with how to develop the identity of the organisation and the employees and help cultivate the specific culture required. At the same time, management development should concentrate on growing the team’s skills, behaviours, and performance.
Leaders and managers will inevitably develop and build the organisation through good organisational development and design. An essential part of this process is developing great teamwork throughout the organisation. Leadership and Management effectiveness can be enhanced when team coaching, either delivering themselves or bringing external expertise in, as and when required.
Leadership and Management Using Neuroscience
No leadership and management team would be effective if it did not utilise the emerging intelligence of Neuroscience when developing the workforce. Organisations can adopt three effective practices to hone the expertise and effectiveness of their team.
Mindfulness is about harnessing the power of the mind in several ways to achieve business outcomes and improve the well-being and aspirations of the team. Encouraging personal mindfulness through meditation, contemplation, and reflection will help empower and develop stress reduction techniques for individual employees. Organisational mindfulness can include techniques such as harnessing stress relief and cognitive behaviour practices when problem-solving. Using constructive and solution-focused techniques can also help to develop a mindful ethos throughout the workforce.
The VAK Model in Neuro-Linguistic Programming is a great tool that can help to develop awareness and a balance of strengths for individuals and teams. Visual ability isn’t always a feature or cultural value in an organisation except at the very top levels of leadership. Employees at all levels in the organisation would benefit from being encouraged to employ their visual abilities to achieve their individual or team objectives. A manager would benefit significantly from having a vision for their team. The vision would concentrate on how the team would work together. Not just about the work.
Auditory excellence is so helpful to attend to the detail of the work. Attention to detail and listening, and hearing what is needed can be a real asset to tackle risk assessment and intricate details about what makes an organisation tick.
The Kinesthetic ability is about the emotional heart of the organisation, bringing in skills such as emotional intelligence, empathy, caring about people and helping people to manage their feelings.
As a leader and manager, having access to all three abilities creates congruency and an excellent healthy balance.
Using logical levels via Neuro-linguistic programming is an essential change tool. The levels are:
Too often, organisations create change from the wrong level. Many change programmes begin at the level of Capabilities and Behaviours, and because the 1st three levels haven’t been tackled and given attention to, change is slow.
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