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LEADING A TEAM -

Practical aspects of good leaders

During my adult life, I’ve had the opportunity to observe many leaders. Good or

bad, they demonstrated practical aspects of motivating and leading teams. In

this presentation I will review characteristics and qualities of leaders who were

influential in my career and discuss how we can use those observations to

become more effective.

Leading a team is no small task – but we can do it.

In the savannah – one gnu starts walking and the rest follow.

It’s a long an difficult migration ahead,

but one leader can inspire the rest of the herd.

Big river with crocodiles ahead – if we only see the danger the migration stops

Crossing one gnu at a time would make passage impossible

Crossing as a herd and many will survive

Focus on the end goal and the journey is worth it.

I have worked for over 20 people I would call “ my manager”

Some have been good leaders – some have not.

Some of the managers, improved their leadership style – some did not.

Regardless, I learned leadership lessons from all.

What to do – what to do better - or how not to do it…

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Not all managers are good leaders - Not all leaders are good managers

Managers: Designated by the organization

Manage organizational resources

Are responsible for organizational success

Better Mangers: Clearly communicate functions and goals of the organization

Encourage employees to become valuable contributors

Provide timely and detailed performance improvement feedback

Support learning and training opportunities as well as adequate time to learn

Leaders: Are recognized by their peers

Inspire individual, team and organizational success

Demonstrate the value of positive dialog with team members, management and

customers

Initiate training, professional development and performance improvement

Proactively seek to improve their own value to the team

Are valuable team members – because they aspire to be better leaders

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Build the team – recognize that it takes more than one person, and that organizing, supporting and encouraging the team is critical to long term survival

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Respect has to be earned – it can NOT be mandated by an organization chart

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Learn to look at the big picture and help the team to understand the importance

of our contribution.

If there is a problem, fix it and move on.

Don’t lose focus on the overall goal. Minor variations are not major disasters as

long as we are making progress towards the goal.

An organizational report card is not just a management tool, it is feedback for

the whole team. A giant scoreboard in the stadium motivates the whole team

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Confidence is contagious.

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The team will reflect my attitude and emulate my conduct

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Even if I have to make a contradictory decision – I can genuinely consider the

recommendations of my team.

By communicating all the time, in casual conversation, memo, mail, phone,

expression, formal meetings, etc. every instance reinforces the task

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Leaders seek to improve all team members including themselves

Leaders share improvement opportunities

Advocating training – but never allowing time or supporting the effort – is

obvious to the team and destroys confidence.

If there is always an urgent need to cancel raining – then there is lack of

leadership planning.

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Listen to staff, weigh alternatives and then decide.

If feedback indicates a weakness, then compensate, delegate, assign responsibility, change behavior, get advice from experts.

A leader leads but isn’t always the best one for a particular job.

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As a leader, I am responsible for my actions and leadership of my team.

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People want the little stuff taken care of before the fluff

Maslow – physiological needs become self actualization

Frederick Herzberg - Not the reward but the recognition!

https://keydifferences.com/difference-between-maslow-and-herzberg-theories-

of-motivation.html

To motivate people you need to help them understand their value.

A small raise is nice, but doesn’t offset a lack of trust or respect.

Don’t overpraise – it’s obviously disingenuous

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Don't hold back expectations, concerns, potential problems or expected benefits.

A valuable member of the team deserves to know what's going on.

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Don’t BS the team. People understand what is going on and news travels far

faster among employees that it does in management bulletins.

Trying to ignore or sidestep an obvious problem only invites mistrust.

The doesn’t mean I have to spill corporate secrets or share private information –

but if it’s a secret or private, say so and explain why it can’t be shared.

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Inspired a nation to believe that we could achieve our dreams

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Even people who disagreed with Regan liked and respected him as a leader

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With my character and confidence I can inspire millions to achieve more

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Nationally recognized for his management and leadership

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We can become great as a team

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Sun Tzu – Art of War

Draw your enemy to the battlefield

Taking the lead instead of waiting for something to happen

Do we know who our enemy is?

Routine programs; obsolete formats arcane administrative burdens

Burning out staff to perform processes that have no direct benefit

BOARD meetings - which end up being BORED meetings.

Not focusing on the ROI

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A simple decision and the team member has all the action and authority to

proceed using expertise and training.

It’s my job, I know how to do it and I have a leader who has enough confidence

in me to let me do my job without micromanaging.

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How can I keep in touch without being a nag?

By communicating all the time, in casual conversation, memo, mail, phone,

expression, formal meetings, etc. every instance reinforces the task

Can I learn status by just talking rather than asking? can I get a "feeling" for

progress rather than requesting status reports?

Don't procrastinate. Get people involved early, keep them informed and excited

Explain why the task is important and how the person will contribute to the team

Make sure everyone understands and buys into the team goals

Listen to feedback, concerns, expectations

Respond before there is a crisis - find and resolve concerns while they are small

Don't make the mistake of communicating an "I don't care attitude" Be

concerned and interested even if it hurts

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