The 10 Golden Rules of Effective Management
Leading and Managing People and Processes APA—John A. Kline, PhD Troy University “Managing People and Processes” Armed Forces Comptroller, (Winter ), Gave Seven Points 1. Demonstrate a Desire to Serve 2. Eliminate Process Interference Factors File Size: 2MB. Leading and Managing People and Processes.
High-performing teams and organizations balance the discipline of systems, processes, and technology management on a base of effective people leadership. Here are some of the key distinctions between the two:. Systems, processes, and technology. People — context and culture. Goals, standards, and measurements. Preferred how to make dried scallops, principles, and peolle.
Strategic planning. Strategic opportunism. A way of doing. Ans way of being. Responding and reacting. Initiating and originating. Continuous improvement of what is. Innovative breakthroughs to what could be. Both management and leadership skills are ro at the organizational, team, and personal levels.
Trying to run an organization with only leadership or management is like trying to cut a page with half a pair of scissors. Leadership and management are a ahd set; both are needed to be effective. Systems and processes management for example, are critical to success. Developing the discipline, and using the most effective tools and techniques, of personal and organization systems and processes is a critical element of high performance. So leadership becomes even more critical. On the other hand, some people in individual contributor roles are powerful leaders.
Leadership is an action, not a position. Leaders have developed the skills of supercharging logic, data, and analysis with emotion, pride, and the will to win. Do you like to be managed or led? Very few people want to work for a manager.
Most of us would much rather be led by a leader. To manage is to control, handle, or manipulate. To lead is to guide, influence, or persuade. You manage things — systems, processes, and technology. You lead people. If you want to manage someone, manage yourself. View all articles ». The Clemmer Group is the Canadian strategic partner ot Zenger Folkmanan award-winning firm best known for its unique evidence-driven, strengths-based system for developing extraordinary leaders and demonstrating the performance impact they have on organizations.
Article Manage Things, Lead People High-performing teams and organizations balance the discipline of systems, processes, and technology management on a base of effective people leadership. Here are some of the key what is an eei for shipping between the two: The Management-Leadership Balance Management Leadership Systems, processes, and technology People — context and culture Goals, standards, and measurements Preferred future, principles, and purpose Control Commitment Strategic planning Strategic opportunism A way of doing A way of being Directing Serving Responding and reacting Initiating and originating Continuous improvement of what is Innovative breakthroughs to what could be Both management and leadership skills are needed Both management and leadership skills are needed at the organizational, team, and personal levels.
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Mar 01, · Use consultation and collaboration to get team members committed to goals. Stimulate Creativity and Innovation. Using the shared vision, encourage innovation and creativity. Creativity training. Oct 04, · Leaders recognize their need to attract followers. Followership is the key to understanding leadership. To follow, people must feel confident in the direction in which the leader is headed.
Mentoring at work benefits everyone involved: the mentor, the mentee, and the organization. In order to become better allies, we must focus our attention on actions and behaviors that tru[…]. Successful change is one of the biggest problems that modern organizations face. In our fast-changing world, the strategic imperative to change is often clear: Without doing things differently, our company is unlikely to succeed, or last.
But change-management research has demonstrated time after time that organizational change initiatives fail more often than they succeed, despite the resources put into creating change management processes. We know that effective leadership is essential to successful change.
But we wanted to understand the differences in leadership between successful and unsuccessful change efforts. The executives we surveyed were all participants in our Leadership at the Peak program, which targets executives with more than 15 years of management experience, responsibility for or more people, and decision-making authority as members of top management teams. All of them were seasoned leaders.
Our study revealed 9 critical leadership competencies of successful change efforts and change-capable leaders. Researchers found that 3 skills provide the necessary connection between the process part of change and the people part of change. Bringing people together to plan and execute change is critical. Successful leaders worked across boundaries, encouraged employees to break out of their silos, and refused to tolerate unhealthy competition.
They also included employees in decision-making early on, strengthening their commitment to change. Unsuccessful change leaders failed to engage employees early and often in the change process. Successful leaders made sure their own beliefs and behaviors supported change, too. Change is difficult, but leaders who negotiated it successfully were resilient and persistent, and willing to step outside their comfort zone.
They also devoted more of their own time to the change effort and focused on the big picture. Unsuccessful leaders failed to adapt to challenges, expressed negativity, and were impatient with a lack of results. Watch our webinar, Leading Through Chang e , and learn how to become a more change-capable leader, effective in both change management and change leadership.
Effective leaders guide the process from start to finish. Here are the 3 key competencies that are part of leading the process:. Remember that, as organizations evolve over time, stability and change must coexist — which is not a problem to solve but a polarity to manage. To help your organization achieve its full potential, acknowledge both poles simultaneously. Learn how a customizable Change Leadership program can help your organization ignite transformational and sustainable change.
While formal change processes might be well understood, too many leaders neglect the all-important human side of change. The most effective leaders devoted considerable effort to engaging everyone involved in the change and remembered that people need time to adapt to change — no matter how fast-moving the change initiative. They exhibit these 3 crucial qualities of leading people:. Leaders need to build their own reserves and resiliency, in support of their mental and physical health.
They also can guide others to face change in healthy and sustainable ways. Learn 3 practices to strengthen resilience in our article, Leadership Resiliency: Handling Stress, Uncertainty, and Setbacks. After a year of unparalleled disruption, many senior leaders are thinking differently about the role of leadership and what it means for their organizations going forward. Learn our latest thinking on how to build the resilience you need as a leader and in your organization to get through what still lies ahead.
Understanding the stages employees go through during a transition leads to faster and more productive change efforts. Change-capable leadership is about how to forge a common direction around change, and how to align people and resources toward the new direction. Learn more about how to lead change in your organization.
When you think about it, disruptive innovation is the exception, not the rule. Focusing on continuous innovation instead is more likely to help your organization succeed. Watch for these signs and learn to drive change better across your organization. Internet Explorer is no longer supported or recommended by Microsoft. View All Challenges.
View All Industries. Recommended Insights. Mentoring at Work: How and Why to Implement It in Your Organization Mentoring at work benefits everyone involved: the mentor, the mentee, and the organization. What Is Allyship? Your Questions Answered In order to become better allies, we must focus our attention on actions and behaviors that tru[…]. View All Programs. View All Solutions.
By Type. View All. By Category. Our Story. More About Us. How to Be a Successful Change Leader. Access Our Webinar! Access Webinar. Here are the 3 key competencies that are part of leading the process: Initiate.
After understanding the need for change, effective change leaders begin by making the case for the change they seek. This can include evaluating the business context, understanding the purpose of the change, developing a clear vision and desired outcome, and identifying a common goal.
Learn more about the challenges to leading change efforts in our article, 3 Steps for Successfully Implementing Change in an Organization. Successful leaders developed a strategy and a clear action plan, including priorities, timelines, tasks, structures, behaviors, and resources. They identified what would change, but also what would stay the same. Translating strategy into execution is one of the most important things leaders can do.
In our study, successful change leaders focused on getting key people into key positions or removing them, in some cases. They also broke big projects down into small wins to get early victories and build momentum. And they developed metrics and monitoring systems to measure progress.
Unsuccessful change leaders sometimes began micromanaging, got mired in implementation details, and failed to consider the bigger picture. What to Explore Next. Leading Through Change. Related Solutions.
Change Leadership. November 24, Leading Effectively Staff. About the Author s. This article was written by our Leading Effectively staff to help you and your organization's leaders at every level. Want more content like this? Subscribe to our emails to get the latest research-backed articles, webinars, insights, and news about leadership development solutions sent straight to your inbox.
Related Content. Lessons from Senior Leaders: What Leadership Development Means Today After a year of unparalleled disruption, many senior leaders are thinking differently about the role of leadership and what it means for their organizations going forward.
Leading Through Change Understanding the stages employees go through during a transition leads to faster and more productive change efforts. What Senior Executives Told Us About Change-Capable Leadership Change-capable leadership is about how to forge a common direction around change, and how to align people and resources toward the new direction.
The Real Key to an Innovative Organization: Continuous Innovation When you think about it, disruptive innovation is the exception, not the rule. Please update your browser. Brave Chrome Edge Firefox.