Behaviors that make great leaders

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What makes a person a leader? What makes that leader successful? Contrary to what most believe; leadership is not something of a gift from heaven that a chosen few are endowed with. It is something that can be acquired with the right honing in the right direction.

Like many other traits, what is needed to become a leader is to inculcate the right thinking and actions that will lead the person to the leadership role. The genesis of leadership is the ability to lead oneself. This is the foundation to being in a position to influence others into leadership. Leading by example is often the most effective technique for leadership.

Be perfect and then preach

A story about an Indian spiritual guru runs into something like this: A woman approached him to admonish her child for eating too much sweet. The guru is supposed to have asked the woman to bring the child a week later.

When she came, he advised the kid to stop eating sweets. When the mother asked the guru why he could not have given the same advice on the previous visit, the guru is said to have remarked that he took one week to give up sweets himself. It is only when he practiced what he preached that he believed he would be in a position to influence others –a prerequisite for leadership.

We notice from this story that the leader did not do anything out of the way or out of the box. This is how leadership is. A leader does not have to, to use the old cliché, reinvent the wheel. She only needs to put in the right thinking at the right time and put that thinking into action. Leaders inculcate the right attitude and behavior for bringing out the best in people around them.

Learn about the seven qualities of great leaders

What are the other qualities of great leaders? These will be discussed and explored in depth at a webinar that TrainHR, a leading provider of professional trainings for the area of human resource, will be offering. This webinar will have David Rohlander, author of the Amazon-bestseller, “The CEO Code”, for whom five sixths of his new clients coming from referrals.

David will offer explain the seven ways or behaviors by which leaders stand out. Leadership is about being natural in any environment. Just like how our most natural instinct comes to the fore when we are in a new situation; the same should happen with leadership. It should be developed to the extent that the mind is conditioned to behave like a leader when the situation demands.

Please register for this webinar by visiting TrainHR.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Anyone can be a leader

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David will emphasize at this session that leadership is something that any of us can practice. It no rocket science. It only calls for altering our behaviors to an extent in the course of our interactions with people and learning new ways of handling situations. He will explain the tools with which one can assess oneself and develop and design a systematic follow-up which will help us improve our leadership behavior. He will offer concrete technics, philosophical justification and a road map that will be simple to follow.

At this session that is highly useful and pertinent for people in management, such as  CEO, CFO, COO, Vice Presidents and Regional Managers, Managers and Supervisors, Newly Promoted Managers and High Potential Employees being groomed for Leadership and Promotions; David will cover the following areas:

  • What does a great leader look like and act like?
  • How do you live with integrity as a leader?
  • The magic of self-control, growth and caring what about attitude?
  • The primary activities of a great leader
  • How does a great leader treat others?
  • The importance of focused attention
  • It all boils down to 7 basic behaviors.

When it comes to employee burnout; prevention is better than cure

 

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Employees have to be fresh in the mind, motivated and energetic if they have to be productive. Employees whose talents are recognized by the organization are more fired up about their job. They are likely to be more innovative, more creative and more loyal.

On the other hand, pressurizing the employees and stretching them beyond the point of their endurance threshold leads to burnout. In fast paced work environments in which everything needs to be accomplished at short notice under quick deadlines, employees are constantly under pressure. Employee burnout is a major issue for organizations.

When the focus is only on accomplishing the goals within the set deadline and on nothing else, all the energies that the employees expect to put on their creative fulfillment get diverted towards meeting task requirements and completing them within deadlines.

Organizations that are under pressure to have work completed from their employees, because they face stiff competition devote a lot lesser time to employee development and wellbeing than they should be doing. As a result of too much pressure all the time, employees experience and display these typical symptoms of burnout among many others:

  • Feeling edgy and tense at work
  • Getting upset at the smallest of provocations
  • Coming late to office
  • Feeling sick
  • Become more and more petulant
  • Experiencing low drive at work
  • Feeling no pride or happiness at engaging in their work

Employees facing burnout are detrimental to organizations

Employee burnout is a serious issue for organizations because they end up losing their star performers.  Highly talented workers need to be given a variety of challenging tasks from time to time; failing which they can get bored very fast and can burn out quickly.

Is there a particular class or section of the workforce that is more prone to burnouts? Statista.com found out during a survey it carried out in 2015 that the Millennials are most likely to be stressed to a point of experiencing burnout. This class of employees was followed closely by those of Gen X.

This is a serious piece of statistics for the American economy, because it is estimated that the Millennials will make up about half of the entire American workforce by 2020. When such a major emerging workforce is already feeling burnt out; it means that something needs to be done urgently about burnout at the workplace.

If this is bad news; the worse news is that while the Millennials and the Gen-Xers are the most vulnerable to employee burnout; they are by no means the only ones. Other employee groups are not far behind.

Understand the ways of dealing with employee burnout

How do organizations deal with such a major issue as employee burnout? This is the topic a highly valuable and pertinent webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will be offering. Jan Triplett, who is the CEO of the internationally recognized Business Success Center and is an entrepreneur, author, speaker and small business activist, as well as a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker at this webinar.

To benefit from the experience that Jan brings into this topic, please register for this webinar by visiting TrainHR

 

Early recognition is important

The key to dealing with employee burnout is to take recourse to the old adage, “prevention is better than cure”. It is easier and much more sensible to prevent employee burnout than to deal with it once it actually seeps in. It is thus important for everyone concerned, such as leaders, managers, HRs and others related to employee wellbeing, to recognize the signs of employee burnout early enough to spot it and take early preemptive action than to allow it to grow and become a full-blown problem that comes in the way of employees’ work life and personal lives.

Jan will highlight how to recognize the early warning signs of employee burnout. She will suggest not only how to deal with employees who are prone to burnout and the ways of dealing with it; she will also show how to see the signs in one’s own self and take remedial actions. She will cover the following areas at this webinar:

  • What research tells us about who is at risk and why
  • Creating a company Burnout Plan that includes identification, addressing burnout, and prevention procedures
  • Implementing the Plan – timeline, expected results, budget management
  • Getting “buy in” from the top to the bottom of the organization
  • Tracking and Evaluating the Plan
  • Adjusting the Plan.

 

Are you a leader or a manager?

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The debate about the differences between leadership and managerial ability is perhaps as old as the time these two qualities came to be identified. There is a lot of discussion about what leadership and management are, which of these is more suited for organizations, whether one of these is born and the other made, and so on.

Managers carry out the task assigned to them in an efficient, methodical manner. They go by the set processes and rules. A leader, on the other hand, leads by example. She is an intuitive person who thinks of out-of-the-box solutions to problems. She is rarely bound by the rules and lessons offered in management books.

This quote by Stephen Covey: “Effective leadership is putting first things first. Effective management is discipline, carrying it out”, sums up the difference between leadership and managerial abilities succinctly.

Further, few quotes about leadership and management perhaps give added perspectives on the differences between leadership and management:

  • You manage things; you lead people – Rear Admiral Grace Murray Hopper
  • People ask the difference between a leader and a boss. The leader leads, and the boss drives – Theodore Roosevelt
  • Management is doing things right; leadership is doing the right things – Peter Drucker
  • Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall – Stephen R. Covey.

Despite the differences, an organization needs both

The differences between management and leadership are more pronounced when it comes to taking crucial decisions. A leader uses her intuition and takes decisions that are in the best interests of the organization and the people who get affected by the decision-making. A manager is important for carrying out the leader’s vision. In this sense, it is said that the role of the leader is strategic, while that of the manager is tactical.

Despite the numerous differences between the two qualities, both leadership and management are necessary and important for an organization. An organization needs both leadership and management if it has to carve out its path to success and progress. For the organization to be successful, both leadership and management have to collaborate and synergize. This blend is particularly useful in today’s global organizations, where the challenges are more varied and complex. There is a lot that is interesting to learn about the nature of the relationship and differences between leadership and management.

Lively learning session on leadership vs. management

So, for any organization, the point at which management and leadership converge and the extent to which they do so is very important. This is the topic of an interesting learning session from TrainHR, a highly popular provider of professional trainings for the human resources industry. At this webinar, Valerie Pelan, President of Integrated Focus, who provides her corporate clients with a strategic and global perspective that combines her business experience working in Fortune 100 companies and her experience as an entrepreneur, will be the speaker.

This session will take up the topic of leadership vs. management in depth. Valerie will explore the topic as it relates to organizations. To enroll for this highly absorbing session on leadership and management, please visit http://www.trainhr.com/control/w_product/~product_id=701696?wordpress-seo . This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Questions for judging leadership vs. management skills

At this session, Valerie will take up for discussion all the specific topics that enhance leaders and managers style, such as the following:

  • How consistent are you in your actions and decision-making processes?
  • What level of credibility do you hold in the context of your role?
  • How well do you use effective communication to build confidence and reassurance within your team?
  • People are attracted to leaders who “walk the talk”-are you that type of leader or manager?

This session is highly useful for professionals such as Managers, Leaders, HR Managers and Hiring Managers.  In dealing with the differences between leadership and management; Valerie will cover the following areas at this webinar, which will help participants decide whether they are managers or leaders:

  • Lead by example
  • Recognize individual differences
  • Match people to jobs
  • Tailor rewards to individuals and link rewards directly to performance or goal
  • Check for fairness and equity among performers
  • Practice open communication
  • Allow for individual differences but recognize performance and achievement.

https://www.trainhr.com/control/leadership-development-trainings-program-best-practices