Leadership and Management Expertise is at the Heart of the Success of Your Business
Leadership and Management roles are the two jobs which can be a lonely and isolating place to be. When you are the one in charge and the buck stops with you, you need a strong support team around you.
The best leaders create a great team and 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 the villains or superheroes, depending on the way the lead and manage and how their team responds.
There are a number of aspects of leadership and management, and firstly it’s being clear about the differences between the roles of leaders and managers. There will however always be some overlap and it’s essential that a good leader will recruit great management skills if they don’t themselves have the skills required. Equally, managers need to be sure if they don’t have particular leadership skills that there is good leadership in the organisation as a whole. Ideally, a manager should have the necessary leadership skills at a sufficient level to be able to lead their teams
Leadership and Management Skills Can Be Improved
There are a number of ways leadership and management skills can be improved and honed in any organisation. At the very least the leader or the senior board would definitely 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 employees in leadership or management roles, then they 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 required specifically for what is required 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 also help cultivate the specific culture required. Whereas management development should concentrate on cultivating the skills, behaviours and performance of the team.
Leaders and managers will inevitably involved in developing and building 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 they are able to include 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. There are three effective practices which can be adopted to hone the expertise and effectiveness of their team.
Mindfulness is about harnessing the power of the mind in a number of ways to achieve business outcomes and improve the wellbeing 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 which 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 greatly from having a vision for their team would work together for example, and not just about the work.
Auditory excellence is so useful to attend to the detail of the work. Attention to detail and an ability to listen and hear 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 a good healthy balance throughout the organisation.
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 3 levels haven’t been tackled and given attention to, then change is slow.
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