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  • Know Everything about Blake Mouton Managerial Grid

    Know Everything about Blake Mouton Managerial Grid

    Many experts use Blake Mouton to analyze their team’s performance because the Managerial Grid provides a framework for thinking about leader tasks. 

    Can you recall the day when you were recruiting new team members? What was your behaviour priority then? Tell them what their work will analyze the teams because of Invariably one and two years? 

    You should never ignore human resources and workplace tasks. But, unfortunately, a compromise between these two things leads to the average performance of your team. It is because you failed to inspire the people and their excellent work.

    There is no ideal leader. Everyone has their weaknesses and strengths. By identifying your strength and weakness as a leader, you can bring those changes that need to boost productivity. It is helpful to understand your natural or original approach, so you can adapt or develop those changes required to increase productivity. People also called this framework a leadership grid or a managerial grid. 

    Jane Mouton and Robert Blake developed this theory or framework in the late 1960s. 

    WHAT’S IN IT

    What is the Blake Mouton Managerial 

    The Blake Mouton Managerial Grid works in two different dimensions:

    • The focus on people

    This behaviour tells leaders to focus on people’s interests, needs and wants. Also, the leader should focus on their performance, weakness, strength regarding their performance.

    For this task, it is essential to enable good communication between the team leader and team members. Without communication, you can’t conclude what they want and what their expectations are. Therefore, it would be better to establish good contact for the best productivity out of your team members.

    • The focus on results

    This behavior tells leaders to focus on results instead of people. Therefore, leaders concentrate on organizational efficiency, objectives, and high performance.

    It helps the leader to focus exclusively on their objective and team improvement. To achieve great results, leaders should balance each action. The best thing about the Blake Mouton Managerial Grid is that they offer five leadership styles that can be copied to boost productivity.

    Poor people / Low result improvement management:

    The indifferent managers are ineffective. The only problem with this style is that they only show interest in the task done. Instead of motivating and inspiring the people, they only focus on the job and the study. 

    As the definition is self-explanatory, this leadership style negatively impacts the team. This enormous impact on the team causes dissatisfaction or no satisfaction in work. Disharmony and disorganization are an extensive set-back of this type of management style. 

    Medium people/ Middle result improvement management:

    This leadership style doesn’t work because they fail to focus on people & the task. A similar leadership style is adopted when team members want to deliver the average work. If you are looking for an exceptionally great job or output from your team, we will never recommend applying this leadership style.   

    Strikes a balance between the people and work environment. But this won’t work as they sound.

    High people/ High result in improvement management:

    People also called this authority compliance or an authorization manager. Also, people who believe in this management category always believe that the tea team comes second place after productivity or a task. 

    People from this category have stringent rules, procedures, and policies. Also, they believe that punishment is the best way of motivation for their team. 

    At first, this management boosts productivity. But after some period, this approach causes less motivation. As a result, and due to less morale and team motivation, the performance and productivity decline. 

    Researchers have seen that leaders from this category waste their time to maintain high productivity and performance. After seeing this low productivity, they think that team members naturally dislike their work. Also, they assume that their employees or team members, or employees are inherently unmotivated. 

    Leaders always assume that their employees or team members are not inspired or motivated to get highly recommended. Instead, it is just because leaders don’t have the proper skill set.

    high result managerial grid image

    High people/ Low result in improvement management:

    This type of management is best suited for leaders looking to boost their employee’s or team members’ productivity. People from this category assume that the longer their employees or team members will face, the longer they will give their hard work.

    Leaders from this category also believe that communication is the best tool for relationships and business. They also believe that a positive work environment leaves a significant impact on the work environment and team members’ mental situations. But productivity can also suffer because of a lack of control and direction.

    High people/ High Production task management:

    According to the Managerial Grid theory, it’s the best leader or production style. This task management reflects the passionate leaders’ work and know-how to take care of their team members. 

    In this management theory, people or team members are committed to their organization’s task or work. They motivate the other team members and people who work hard for them and deliver excellent results. But, they inspired the people who work for them. 

    In this task management, team members respected their employees or team Thousand cited to achieve their work. 

    It is effective leadership because team managers always prioritize their team’s needs and their organization’s needs. Leaders do this by involving their employees or team members in every important task. Also, they help their team members to understand the production needs. 

    And when employees and team members are honestly committed to their work and organizational productivity, their production and needs will always coincide. Thus small steps help maintain trust, a good work environment, and respect towards team members and leaders. 

    Steps for The Blake Mouton Managerial Grid:

    Now it’s high time after learning about The Blake Mouton Managerial Grid. Now we have to learn the basic steps for applying The Blake Mouton Managerial Grid.

    1. Identifying your style:
    • Note six or seven conditions where you got recruited as a team leader of the team.
    • For every condition, it’s time to place yourself in a situation where you want to position yourself.

    Various leadership skills tests can help you to choose the best leadership style and managerial image.

    leadership managerial image

    2. Identify your weakness and area where you want to grow:

    • Observe your current situation and assume where you want to go.
    • Improve communication with others and tell them to correct you when you are wrong.
    • Regularly monitor your performance and activities. And carefully noted down when you were wrong in your decisions.

    3. Being a good decision maker:

    • You need to focus on the situation and decide between people- and task-oriented management approaches.
    • You should understand if a task-oriented managerial style is required or a team approach would be better. 
    • Sometimes, you have to decide to be a good motivation for others to boost the members’ morale. 

    How do you hire someone?

    Hiring someone from a group of people is not an easy task. Hence, you make it easy, here are some tips for you:

    • Understand your need
    • Provide a clear job description
    • Look for candidates having some experience
    • Discuss with your partner
    • Using a checklist might also be of great help
    • Ask some job-related questions
    • Try to assess the candidate’s potential to perform the tasks confidently and with ease. 

    Here is a small test that you can use while assigning a task

    The answer to the question, “ How do you assign tasks to the members?” can be given by asking yourself and the member a few questions. Let us understand what those questions are.

    • What he is hired for: This will help you understand the qualities you were looking for while hiring the person.
    • What he is not hired for: This will make you understand if the member compromises his existing skill.
    • What he thinks he is good at: Sometimes you might be unable to correctly figure out the best skill of the person, it is always a good idea to know the same from the person himself.
    • What you think he is good at: Though the person understands his capabilities better, you can still find a better side of the person he was always unaware of. 

    What should a leader work on?

    Being a leader, you should understand that your team members are what you inspire them to be. The statement might be a bit confusing. In simple words, you have to keep up the pace of the tasks that are to be done, maintain the team’s enthusiasm, and keep them encouraged. When your team members see you working hard, you will be an inspiration to them, encouraging them to work with confidence. Hence, you should frequently question yourself:

    • Do you doubt your ability to succeed?
    • How do you want your team to work?
    • When someone from my team is upset, what do you do?
    • In tough times when you struggle to find what’s next, do you involve your team?
    • Do you make your team members feel special?
    • If your team member failed to do a talk because of personal reasons, what do you do?
    • What do you think about your team’s motivation?
    • Do you get upset at the workplace because of your team? Invariably, they don’t do the work on time?

    When you ask these questions to yourself, you will figure out the points where you need to perform better or where your team is lacking. You are the leader of your team, and you have to find ways to improve it.

    Do you want to find out how efficient you are in leadership? If yes, we have got an amazing quiz for you. Answer these questions mentioned below with complete honesty and you’ll get to know about it.

    Leadership Test

    1. How do you assign talk to team? 
    • What he is hired for +1
    • What he is not hired for -2 
    • What he thinks he is good at +1
    • What I think he is good at +2
    • Mix of 3rd and 4th –3
    1. Do you doubt your ability to succeed 
    • Never it’s my duty +3 
    • really +2
    • sometimes +1
    • I don’t think being successful is everything -3
    • most of the time -1
    1. Do you always look for perfect results? 
    • Never -2
    • Really -1
    • Sometimes +1
    • often +3
    • Always +2
    1. How you want your team to work 
    • As hard as be more than me +3
    • More than me +2
    • why would I hire if I wanted to work -3?
    • It’s my work; they can do what they want to do -2
    1. When someone from my team is upset, what do I do?
    • it’s party time +1
    • nothing, it’s not my duty -2
    • I ask him/her what’s wrong and try to give solution +2
    • Give him/her extra work +0
    • I give him/her a paid leave -1 
    1. In tough times when I struggle to find what’s next
    • Ask my team for the suggestion +3
    • Want intellectual indies videos +0
    • Ask on social media +2
    • Wait for the idea -1
    • Meditate to relax -1
    1. If your team member failed to do a talk because of personal reasons, what would I do?
    • Nothing +0
    • Try to understand the problem +2
    • Give them a warning +2
    • Fire them -1
    • Salary cut -2
    1. What do you think about your team’s motivation?
    • Always +2
    • Often +1
    • Sometimes +0
    • Never, it’s not my duty -2
    • Rarely -1
    1. Do you get upset at the workplace because of your team? 
    • Invariable, they don’t do the work on time -3
    • Sometimes +0
    • Rarely, but it’s a part of life +2
    • Never, my team is best +3
    • I am not getting paid to get upset -2
    1. I enjoy analysing problems
    • Always +2
    • Often +1
    • Sometimes +0
    • Never, it’s not my duty -2
    • Rarely –1
    1. How often you want others to accept your ideas?
    • Always -2
    • Never -1
    • Ask others and then come up to conclusion +3
    •  Sometimes +1
    • You are leader, everyone should accept –2
    1. When do you feel it necessary to meet your team?
    • Sometimes -1
    • Never -2
    • On occasions +0
    • For discussion of team development +1
    • To make them feel comfortable +2
    1. What is a best asset for a leader?
    • ability to motivate +2
    • inspire a team  +1
    • Discuss about his/her life -2
    • Party with him/her -1
    1. How to delegate responsibilities?
    • give them the opportunity to take on the task +3
    • would monitor his/ her progress +1
    • Help him/her in work -2
    1. How to deliver something inconvenient to team?
    • Bring them together and state the news. +2
    • Share viewpoints to know how to avoid a situation.+3
    • Scold team for the situation.-3
    • Hold on and wait for whatever happens. -2
    1. How do you respond to criticism?
    • Argue  -3
    • Stay quiet -2
    • Realize and then react +2
    • Understand and work accordingly +3
    1. How to praise a team member?
    • a meeting to bring up the praise +2
    • Appreciate them with a text -1
    • Give them bonus -2
    • recognize success in front of the group +3
    1. How to work according to schedules?
    • Pressurize the team -3
    • Communicate about goals +2
    • Work according to time management +3
    • Mark up progress +0
    • Leave everything on team -2
    1. How often do you see changes?
    • Never -1
    • Sometimes +0
    • All the times +3
    • Whenever something is required in extent -2
    1. How to create work-life balance?
    • Maintain integrity +2
    • Be communicative +1
    • Work less and focus on other issues -3

    Well, here you can examine your performance based on the score you have got while answering these questions.

    Score less than 16 or in middle of 16 – 34

    If you are in this category, you have to work hard on overall development and improving your leadership skills. 

    Score 35-52

    In this category you’re doing okay in your leadership skill as there’s a lot of scope of improvement. You can examine the questions on which you have lost score and work on improving those portions specifically.

    Score between 53-90 or greater than 90

    Great job! If you are in this category are you already on your way to becoming a great leader. As there is always the scope of improvement you can work a bit on the pointers you didn’t score that well then there’s no going back.

    Irrespective of whatever score you have got you can always improve as a leader. There are various skills and human traits that combine which make a great leader and you should always have self-confidence and a positive attitude towards it.

    Conclusion

    The Blake Mouton Managerial Grid works in two different dimensions. 

    The focus on people: This behaviour tells leaders to focus on people’s interests, needs, and wants. Also, the leader should focus on their performance, weakness, strength regarding their performance.

    For this task, it is essential to enable good communication between the team leader and team members. Without communication, you are unable to know what they want and what their expectations are. Therefore, it would be better to establish good contact for the best productivity out of your team members.

    The focus on results: This behavior tells leaders to focus on results instead of people. In this behavior, leaders concentrate on organizational efficiency, objectives, and high productivity.

    Also, you can read our blog on How To Help Your Team Feel Good

    FAQ’s

  • Leadership Responsibility – Everything you need to know

    Leadership Responsibility – Everything you need to know

    In this blog, we are going to explain everything about leadership responsibility.

    The word responsibility suggests The state of being accountable for something. And quite unsurprisingly, a leader is responsible for and everything in the organisation he/she leads.

    A leader does not have the liberty to say that they were unaware of the happenings. And that’s what makes the job of a leader so dangerous or so exciting. Whichever way you would like to see it.

    Let’s dive deep into the article, and before this article ends, I assure you that you will have a basic idea of what is expected of you in a new leadership role.

    WHAT’S IN IT

    leader responsibility

    Qualities in Leaders

    When it comes to activities, there are many things that a leader may have to perform based on the nature, movement and goal of an organisation.

    But one thing that is common in any organisation’s leadership role is that the leader is accountable for anything good and evil in the organisation.

    And instead of being afraid of this fact, take this as an opportunity that you have the privilege of taking the organization and the people associated with the organization in a direction where it can yield maximum results.

    To do this, it is essential to develop certain traits that come in very handy in a  leadership role.

    Communication Skills

    It is a crucial skill of any leader. A leader constantly has to communicate with people. Be it his/her team members or supervisors. It is essential to communicate clearly with your team to bring everyone on the same page towards the same goal. Thus a leader must have the necessary communication skills.

    Confident

    Have you ever been in a situation where one person gave a brilliant solution but communicated it in a little unsure manner? And on the other hand, another person gave a so-so answer but shared it confidently, and most people present there thought that the second person was correct.

    That is how important confidence is. You should have complete faith and trust in the ideas you present, the decisions you take, and, more importantly, the team members. This way, your team will believe in your vision and walk on the path with you.

    Organization skill

    It is an essential skill to have if you are working with multiple team members. Also, It helps in keeping things sorted and makes management less time-consuming. It also helps in easily tracking some loopholes in the process, if any.

    But has been seen very often that too much organisation kills the excitement and joy of doing something. It makes the process dull and boring. Thus it is essential to keep things balanced.

    Happy team under good leadership

    Delegation and empowerment

    As the team grows, it will be nearly impossible to do everything on your own or even be an active part of everything in the organisation. Thus, it is essential to delegate tasks to other capable team members and focus on your organisation’s most critical aspects where your interference is of utmost importance.

    Trust the team members for what they can do, give them any kind of resource they need, and let them do the task. Micromanaging is not a good idea, and neither is it practical in a big organisation.

    Believing in team members and assigning them important tasks helps develop a trustworthy relationship. This way, you can create many leaders under you who are intelligent and capable and have great trust in you.

    Integrity and honesty

    This is one of the utmost vital qualities of a leader; his/her integrity should be unquestionable in any situation. Building trust takes a long, long time but breaking it is elementary.

    Just one lie to your team members, and when people find out the truth, they will never believe you again after that. That fragile trust is. So never break it. Always be honest with your team members about everything that you do.

    Taking responsibility

    Responsibility in a page

    By now, we know how important it is for a leader to take responsibility for everything happening in the organization. But how can a newly appointed leader effectively do that? Let’s explore this question in this part of the blog.

    Understand Organisation mission

    Every organisation has a specific goal for itself, and accordingly, they have a mission statement. It is crucial for everyone in the organisation to be well versed with it. It is not just with the words but with the natural feeling behind those words, and only then can they work in the same direction.

    And as a leader, your job is to go a step further and examine if the mission statement is still valid. Do the organisational goals need any tweaks? And if the plans or the mission statements need changes according to you.

    Discuss them with the other experienced people in the company and conclude changing the goal or mission statement if needed.

    Figure Out the main stakeholders

    Understand who are the key people for your organisation. Whom does the organisation serve? Who has some real power over the organisation, who controls the resources required in the organisation?

    Also, find out what drives each of them. It may be as simple as respect; for somebody else, it may be their profit, which differs. And it will be great if you can figure out these key points beforehand.

    Also, have good communication with these people. Try to befriend them or bring them to a point where they can talk openly to you. And speak to them about the organisation.

    What do they like or dislike about the organisation? What changes do they want to see? These conversations will give a better view of what you are going to deal with.

    Understand Organization structure and culture

    This is a task where you need to give a substantial amount of time. You should go through your entire organization: every part, every team of it. Find out the different systems and processes used in the organization.

    See how effective those systems are, and if needed, don’t shy away from tweaking them. This is very important for the long term efficiency of your organisation.

    The culture of your organization is another very important aspect that most people don’t give importance to. It is essentially essential to consciously shape the cultures to align with the organization’s goal. Thus if you feel that the culture is going the wrong way, it’s time to change!

    Happy team culture is a leader responsibility

    Be Accessible

    One of the major issues that organisations face is that people who work at the ground level, who experience the actual day to day problems in the organisation, don’t or can’t report it to the leaders, who have the power to fix it.

    This may lead to significant issues in the organisation. And the reason behind this may be that probably the leaders are not accessible to them, or maybe they are not sure if it’s safe to speak about a problem to a leader.

    But as you are a new leader, there is no already set image of yours in their mind. So as much as possible, go among the people of your organisation. Talk to them. Mix with them. Have lunch with them. Show them that you are one among them and no alien.

    These simple actions will change the way they approach you, and the chances of them reporting to you directly any issues in the organisation is much higher.

    The constant work

    After executing the above points and fixing the needed parts, it is most likely that new challenges will keep arriving with time. Still, if you constantly stay alert and keep looking for new problems, before the situation turns into something big, you will be able to deal with it swiftly.

    Thus it is necessary to make time in your daily or weekly schedule for problem scanning.

    Try to make a balance between micromanaging things in your organisation and leaving everything on someone else. At least you should be well informed about everything happening in the organisation.

    Also, don’t keep your daily schedule so tight that if you are needed in some part of the organisation on certain days, you can not be present there.

    Conclusion

    Finally, I would like to say that there is no single right way of doing things, but with some presence of mind and smartness (which you have if someone appointed you at the leadership role), most items can be well tackled. This is a leadership responsibility.

    And even if at some point something unexpected breaks, do not stay with it for too long. Learn from it and move on. It is a long journey full of learning, and you are just starting. Start it with joy and not worry and try to keep the joyfulness up and spread it in the organization.

    Also, you can read our blog on Corporate Social Responsibility-The Most Effective Strategy

    FAQ’s

  • Leading and succeeding in a downturn – Best Guide

    Leading and succeeding in a downturn – Best Guide

    A downturn is the time where the true leaders are identified. One of the main things that a leader should focus on during leading in a downturn is that the leader should never look like he or she is worried. It makes your employees worried also. You have to stay confident.

    WHAT’S IN IT

    Major Mistakes While Leading in the Downturn

    Focusing only on one Problem

    Focusing only on one Problem

    Mostly whenever a problem comes into any person’s life, it is observed that most of the people just focus on the problem and complain to god, blaming someone else for their conditions. 

    Leaders are also human. If a downturn comes in the company, the leader focuses on fixing one thing and the rest of the things are also ruined because they lack focus on those things. Great leaders should continue the operations which are running in the company while leading in a downturn. 

    Behaviour with the employees

    Another mistake while leading in a downturn is not focusing on our employees. This is one of the main mistakes that almost every leader makes while leading in a downturn. Employees also know there is a downturn coming in the company.

    So, they are trying to work hard. In such cases, the leaders should not increase their work too much. Maybe in the initial days it brings you good results but eventually, the employees will start burning out. Employees understand if some day you give them extra work but, it should not be the routine for them.

    Otherwise, they will leave the company and manpower will also start decreasing. And remember that you are leading in a downturn, so the companies will not be able to find equally skilled employees immediately.

    You should not increase employees’ work too much. If you will stop paying the bonus to them while leading in a downturn, then it is ok. They can understand this. Just be nice to your employees. They will stand by you in the crises.

    Not taking experts to advise

    You must know how expensive business consultancy charges are. Still, most of the businessmen are ok with spending that much money on that. Why? Because a true leader knows the value of the expert’s advice. Every single coin you spend on the experts’ advice will help you for leading in a downturn.

    I would recommend that the leader must hire an expert business consultant, no matter you are leading in a downturn or upturn. And if you are not okay with it, then you should read books and articles on the internet which have explained how the leader should act in the crises.

    Read about some famous businessmen, and notice how they lead their company in crises. And if you’re reading this article that means you have done the right things.

    Becoming problem-oriented

    You must have heard the terms problem-oriented and solution-oriented. Problem-oriented are those people who just keep complaining to god about their problem, always thinking why this problem came into my life.

    Being problem-oriented is a bad habit that you should just leave. No matter there is a downturn or an upturn in your organisation but being problem-oriented is always a problem.

    A leader should always be solution-oriented no matter you are leading in a downturn or upturn. This means, instead of complaining about the thing crying and asking why me, you should focus on how you can solve the problem.

    Leaders’ attitude while leading in the downturn

    Leaders’ attitude while leading in the downturn

    The leader is the role model of the team members. So, he should focus on his attitude while leading in a downturn, which is inspiring his or her team members.

    • First of all, leaders should stay positive and confident, so your team will not panic and feel safe.
    • Leaders should make more effective strategic plans and send them to their team. Thus, your team will have a proper direction to work. And they will also notice that the leader is confident that we will overcome this. 
    • According to your company, you should know when to slow down and when to speed up. But still, i will suggest that not try to speed up too much during a downturn. 
    • Leaders should re-analyze the operation and projects are running in their company. Find out the flows in the strategy and try to fix it.
    • Not only high authorities have good ideas and strategy. If you will ask the employees then they can also suggest a great plan, then it’s on to you whether you want to execute it or not. 

    Facebook’s CEO Mark Zuckerburg has allowed the people working under him that they can stop him in between if they are thinking there is something wrong or they want to suggest something.

    • Analyze your competition, what they are doing. Find out the good strategy they are applying and try to take out something great from them. And apply this thing to your strategy.
    • Filter the employees who are not working properly and also break the team’s motivation. After you will start firing the lazy people, the rest of your employees will start working sincerely.

    Points to remember while  leading in a downturn as well as an upturn  

    Points to remember while leading in a downturn as well as an upturn
    1. As mentioned in the above passage, leaders should always be solution-oriented.
    2. Try to understand everyone’s point of view and respect your employees’ suggestions. At Least listen to them, and if it is not appropriate then the leader should explain to the employee why his idea is not considerable.
    3. A leader should have the skill to identify the talent, Giving a person the work in what he is good at, then the person will work with his heart. And a leader can get maximum output from his employee this way.
    4. The leader should work harder than the employees. This way the employees will also keep motivated and most importantly, they will respect you and obey your orders.
    5. There should be common dreams between the team to achieve the goals. If employees are not treating the goal of the team as their own goal, there will be a gap between your team. So, make sure that your team has a common goal.
    6. Be polite with everyone and accept their way of living. Don’t suggest them every small thing. otherwise, they will be frustrated. Give a little bit of freedom to them.
    7. A leader should not blame anyone else for his own mistake. He or she should accept their own mistake. Everyone can understand that if you are a human you can make mistakes. If you will blame your team for the failure they will start hating you.
    8. Maintain a good relationship with your employees. So, whenever a downturn will come they will support you.
    9. A leader has been given a great responsibility. Always keep in your mind that your team is influenced by you. So, keep working hard so your team will also understand the value of the goal.

    Conclusion

    In this blog post, we discussed how to lead and succeed in a downturn? using some point like Major mistakes while leading in the downturn, Leaders’ attitude while leading in the downturn and another thing.

    This is the responsibility of a leader that he should take care of the team members and train them to face all the ups and downs. Real leaders always look forward and keep walking irrespective of the adverse conditions.

    They also inspire others and appreciate everybody for their genuine efforts, no matter if the results are not promising. They give them a chance to improve. If you like this post so shear and read our other blog post.

    Also, you can read our blog on Albrecht’s four types of stress-managing common pressures

    FAQ’s

  • Amazing Things You Should Know About Leadership Excellence

    Amazing Things You Should Know About Leadership Excellence

    In this blog, I will tell you about how leadership excellence helps organizations or companies to make a great leader. 

    And some of the qualities which should have in a good leader and you also get 5 steps to develop a great leader using leadership excellence. 

    WHAT’S IN IT

    What is Leadership Excellence 

    Leadership Excellence

    Leadership Excellence is the tasks organizations do for developing a personality of leaders by providing the training, seminars, etc. which will help the organization to grow in a professional field.

    Qualities that Represent the Good Leader

    Good Leader

    There is no doubt that anyone can be a leader but to be a good leader, is not an easy task 

    Most leaders are leaders just by the name but they don’t have any quality to be a leader. 

    So here is the list of some qualities which exist in great leaders 

    Honesty 

    Honesty is the first quality which I add on this list because to be a great leader it’s important that they have a good person. 

    So According to my, honesty is the one quality that a leader should have because the leader will manage the whole team, and if all the members of the team will trust the leader only then the team will work properly. 

    Commitment 

    Commitment is another quality which is becoming an introduction of the great leader because In many of the cases your managers will give you the work

    And you have to do it on time or before the time. In that case, this quality will present your impression in the managers

    Creativity

    That is the quality which not in the leaders but every employee should have because many companies check your creativity during the recruitment and

    if you are working as a leader then this quality must have it will help to stand in every situation and grow fast in a career. 

    Confidence

    The next quality that a leader should have is confidence. If the leader wants to lead their team then confidence is a must

    Because if they want to explain something to their team members and the leader is not confident in its words( it is confusing)

    so the employees will not take their words seriously which is not good for the leader & this is the big stone on its path to manage the team. 

    Problem-solving mindset & Positive attitude 

    If you’re a leader in any company or an organization then you have to face so many problems related to the work pressure,

    That is the time when this quality problem-solving mindset & positive attitude will help you

    Because if you face some difficulty and that time you become lazy, or nervous, then this is not a good habit of a great leader.

    Communication skills

    This is a great skill that every person should have but to be a leader it is a skill that, companies managers or heads of an organization will especially focus on this skill. 

    Because many times the leaders have to inspire team members to work hard or to influence someone, then this skill will help very much. 

    And if you are in a marketing field then this skill is more necessary to sell your product or services to any person or if your communication is weak then you are not able to convince them to buy your service or product. 

    Steps to Developing a Culture of Leadership Excellence

    Steps to Developing a Culture of Leadership Excellence

    Step #1 Engage the CEO

    Be sure that your company’s CEO is active in the company’s performance and they play his/her role and focus on the work of your company. 

    There are so many examples that already exist which tell us that a good CEO will play a very important role in the company’s growth which will happen by building great leadership excellence. 

    The CEO’s have that knowledge or experience to choose the correct leader for team management. Only the leader is responsible for the high-performance culture in an organization 

    And they will know all the goals which will help to take the company to the next level. 

    Step #2 Find current vs desired Business

    Desired business is also very important the simple way to understand the desired business is a future business that was decided by measuring the current achievements or you can say how your current business is performing in the market. 

    Then you will decide your future business, because if your current situation is not performing well then how you can invest time & money for future business. 

    It will be selected by focusing on many of the things like leadership excellence that analyze your leader’s performance for the company and it will give positive output or not. Is your leaders are capable of doing the planning for the future business of yours. 

    These are the things you should focus on and now you get how leadership excellence is important for the company’s current business and desired (future) business. 

    Step #3 Deliver the culture of excellence learning 

    As we discussed how much leaders are important for growing the company, in this step you can get a knowledge

    how you can develop your leaders and a great mindset which will help the organization to grow. 

    So the organization should focus on leadership excellence means to create a mindset to all the employees so they can perform better through provides great training, seminars, etc. 

    Once you successfully develop a mindset in your employee’s leaders, managers, etc.

    And when they perfectly understand to inspire, influence then your company or an organization reaches the highest level in the market. 

    Step #4 Create a sustainable plan 

    It is very necessary for the company, the great leaders do not sit after getting one success. It always tries to achieve new goals & and constantly learning to improve itself. And it teaches to its team members the same thing. 

    The only sustainable plan is don’t stop learning, if you really want to grow in your career then you shouldn’t stop learning. 

    And that is the best part of the leader.

    Albert Einstein said that

    “Learning is an experience Everything is an information“

    Step #5 Measure the Business Impact 

    The last step is, you have to know how to measures the business output or impact what new learning put on the business, 

    Because after measuring the impact of the learning you can decide you should use that learning on a big scale or not in an organization. 

    Conclusion

    So the final words of this post are that we will discuss everything about leadership excellence, what is leadership excellence, quality needs to become a leader, & by this, you can easily understand leadership excellence. 

    Also, you can read our blog on Importance of emotional intelligence in the leadership

    FAQ’s

  • Everything you need to know about Path-Goal Theory in 2021

    Everything you need to know about Path-Goal Theory in 2021

    Path-goal theory is not an original theory, it’s just a leader’s style and way to maintain the perfect balance of the work environment. This style helps employees and team leaders to work more efficiently toward achieving mutual goals. 

    Also, in path-goal theory, leaders have to choose a process that suits their employees and their work environment the most.

    WHAT’S IN IT

    What is the Path-Goal theory origin?

    Path-goal theory

    Martin G Evans’ work inspired this theory. Path goal theory brings about the specific behaviour according to their team members. 

    This behaviour will help the team to boost productivity. It should be noted that the path-goal theory is based on the working environment of team members. 

    The path-goal theory helps the team members to guide employees on their path through their work environment. Doing this will help the employees to maintain a good work environment and boost productivity. 

    Also, this theory concludes that a leader can adapt the path-goal theory according to their situation to situation. And you the path-goal theory idea from other leaders’ teams. 

    It’s the leader’s responsibility to show the path to employees and show the direction to their employees and precious support that they may need in difficult conditions. 

    Leaders should ensure that their precious support helps the team members to boost their productivity. 

    What is the Path-Goal Theory Styles

    The path-goal theory should be based on the leader’s style and working environment of team members. This theory increases satisfaction, motivation, and inspiration in your team members. And when your team members are inspired, motivated and organized they will automatically boost their work culture. 

    Team members’ satisfaction depends on the leader’s performance. A low level of leadership performance will hamper the team members’ satisfaction. The original path-goal theory has four pillars or style. Here are all four pillars of path-goal theory. 

    • The path-goal theory is a specified condition to condition. Varying in the conditions will vary the path-goal procedure. It should be clear from the team members’ side that what leader is wanted from them and leaders should tell them how they can achieve the specified task.     

    This theory also concludes that clear and concise communication helps to increase satisfaction in team members. 

    • Leadership achievement-oriented behavior is referred to as the condition in which leaders set goals, expectations. Leaders doing this to boost team members’ confidence level at achieving a given task with the highest level of skills. 
    • This theory also involves leaders in consulting their team members before taking any decision. And this behavior is very important when you include your teammates in the unimportant task.
    • The supportive nature of team leaders should be directed toward team members satisfaction, preference and needs. The leaders should pay attention to team leader psychological conditions and never force them to do some task. 

    How to Use Path-Goal Theory in Practical Life

    It is not rocket science to apply this theory in real life. If you know your team situation and their needs you can automatically adapt this theory to your work schedule. 

    But if you still don’t know how and when to apply this theory then we will recommend you to figure out your team expectations from you and their needs. 

    After figuring out what they need and their expectations you can follow this advice.

    • Sometimes your team members will face or feel that they are suffering from a lack of challenges in their job or task. For this situation, we will recommend you to hand over some challenging tasks to them.   
    • Your direct leadership will help them to achieve the task. Also, it helps workers or team members to maintain a comfortable environment. 
    • Your participative leadership is very important when your team members are taking the wrong way. Or taking the wrong step. In this case, your leadership can show the right path which is directed towards their success. And their success automatically leads to your success. 
    • Maintaining good communication in your team is also very important along with guidance and leadership. 
    • In the case your team is new or they don’t have a good experience then will recommend you to apply supportive leadership. 

    Some Advice for Path-Goal Theory

    Path goal theory automatically assumes that every leader situation is different. And leaders are flexible and open enough to accept and manage the changes that their team requires most. 

    Additionally, this theory depends on two variables which is team members employment and team members nature. And these variables will boost the outcome of productivity and relationship too.

    It should be noted that the outcome of the environment is out of the control of the follower. Leaders also include the task structure, workgroup and authority system in the environment. 

    In this case, if you want to boost the productivity of your team members then the work environment is a must to modify and handle.

    Characteristics such as experience, focus on control and perceived ability can help you to change that work environment. 

    Factors for Path-Goal Theory

    Factors such as personal team member attitude are also interfaced in the environment between the team leader and team members.

    Effective or good leaders identify the path, show that path to their team members.

    It is also important for a good leader to clear all the roadblock and hurdles which impact the activity of your team members by blocking their paths.

    Many research concludes that doing this will help to strengthen the leader and team leader relationship.

    Also, according to the same research, it is found that employee satisfaction and employees performance are influenced positively on leader business too.

    Overall, this theory helps the leader and their team members to empower the satisfaction that they need. And expect from their work and your leadership.

    Also, this theory helps you to boost the productivity of your team by showing and helping your team members to reach that goal.

    Conclusion

    Path goal theory is very important for you if you are a team leader who is looking to boost the productivity of team members. This behavior will help the team to boost productivity.

    It should be noted that this theory is based on the working environment of team members.

    This theory concludes that a leader can adapt the path-goal theory according to their situation to situation. And you this theory idea from other leaders’ teams. 

    It’s the leader’s responsibility to show the path to employees and show the direction to their employees and precious support that they may need in difficult conditions. 

    Also, you can read our blog on Everything about Transformational Leadership | 2021

    FAQ’s

  • The Talisman of Leadership – Everything you need to know

    The Talisman of Leadership – Everything you need to know

    The Talisman of leadership is needed as although there is So much of the work-oriented culture around, still, most people believe in some magic and luck factor. There goes the word ‘talisman’ of a leader as high and parallel to the word ‘effort’.

    To a maximum extent, we cannot ignore luck and magic when it comes to delivering the output. But, yet there are few qualities in a particular area of the workforce that are termed talisman.

    Like say, leadership, all good decisions and a welcoming team effort can assure the best result out. 

    WHAT’S IN IT?

    Qualities of a leader

    The qualities of being a leader are so vivid and diverging that no one can sink in all the details of being a leader by just going through one blog. The magic and the special powers that leadership provides is any day admiring and influential.

    When we roam around on the ground level, we see the people going through different styles of handling leadership positions. Some being result-oriented, and some being process-oriented.

    A good leader can backpack some essential qualities, like interactive communication, empathy, gratitude, and decision-making. A reasonable observer who can easily differentiate between factual details and an individual’s opinion can be a well-suited leader.

    While taking a tough call or a new decision, one should be well equipped with the data available regarding the same and at the same time. Also, one should be responsive enough towards the opinions provided by their team members and there comes a significant part of the interactive competition.

    A Good Motivator

    image depicting difference between a leader and a boss.

     More or less, a good doer is a good motivator. Instead of just asking what to do, one of the talismans of leadership is the self-improving quality to inspire the other teammates to expand well enough and fit well in their leader’s space.

    Like in the case of one of the top cricket teams, India has appointed the captain as Virat Kohli, who has held his fitness standards so high that other players need to raise themselves close to him to do well in cricket.

    When it comes to the decision-making dilemma, everyone is a noob at the start and only grows and learns with experience. But how they carry forward their mind and handle their responsiveness towards the critical situation shows one of the leader’s magical and admiring traits. 

    So, what else makes a leader worth admiring and believing?  It’s the gratitude and the well-settled understanding of empathy of a leader who handles even messy situations.

    Authentic Leaders

    Some leaders are complete with their characters. Such leaders are also termed, authentic leaders. Such leaders are skilfull and contain sheer brilliance in handling difficult situations.

    They know the do’s and don’t s of the project. 

    Authentic leaders also believe in promise-keeping and reliable delivery of the product. They don’t compromise with transparent communication and work ethics.

    Team Leaders resonating with Team Members

    image depicting teamwork

    For situations like starting a business or moving to a transition, the start of anything is always self-motivating and disciplined. But being motivated and disciplined throughout the process is quite a tough job. In that case, a leader should be influential and entertaining enough to keep the process inflow.

    Added to the quality of decision making and interactive communication, a good leader also possesses some embedded qualities like the talisman to the particular purpose like gratitude and backing your team members.

     Like, amid this COVID situation, one of India’s leading entrepreneurs and the global head of TATA industries, Mr Ratan Tata. He has stated quite boldly that layering employees in this lockdown crisis are never a good idea. Because the company, as well as the customers, have developed goodwill with the employees.

    These employees are the people who have worked on the ground level for all these years, and it’s high time the companies should support them.

    Years before, in a very different field than business. In cricket, the two most successful captains of the Indian Cricket Team, Sourav Ganguly and MS Dhoni may have varying styles, varying techniques, and varying attitudes. Still, they share what they share as a good leader backing their team members. 

    Decision and Celebration

    It’s always said that a team or a company is as good as a leader, and there are several living examples in the world right now that state the same. They are skilfull as well as decisive in nature and can take decisions quickly. Most of the great leaders are process oriented. They always remind themselves about the sustainability of the situation.

    When you thoroughly equip yourself with the attitude you pursue, when you engage and dedicate yourself entirely towards the team you work with, a few faults can always be ignored. At any point, one can easily say that good luck favours the brave.

    Leadership also comprises how you celebrate again or win and handle the criticism and take the blame for any loss. Mostly it is seen that a great leader puts their team forward when it comes to getting an appraisal. Also, at the same time, he/she stands like a shield between them and any type of criticism.

    Leadership skills also comprise putting the right people in the right place at the right time for the work to be accomplished.

    The Hidden Charisma

    More or less, a leader is a kind of magician who’s whole effort is behind the scenes. His actions mainly do not reflect the final result. Rather than the output, but in the absence of a leader, the same work might get many minor bugs and toughs to process to the product.

    The main work of most leaders is not to do the activity by themselves. But they are supposed to find the best people for the role. Also, it is their primary role to bring out the best in them with their leadership.

    Conclusion

    We can see at the surface of any project the techniques and the team members’ efforts. Whereas what one cannot see is the guidance, the overnight ideas and the decisions taken by the team leader.

    Any day, we can slander or blame the team leader for results not going in favour. But at the same time, we could never deny the fact that great leaders build significant territories.

    One can gain Technical skills through practice recursively. At the same time, one can only nourish his/her leadership skills. That’s the magic or one can call “The talisman of Leadership”.

    At last, I would quote one of the most exemplary American author John Maxwell on his idea of leadership-

    “The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.” 

    Also, you can read our blog on How to develop a Competitive leader for the future?

    FAQ’s

  • Everything about strength-based leadership – Best qualities of a leader

    Everything about strength-based leadership – Best qualities of a leader

    The word leadership qualities can bring many meanings to your mind. Like a political leader leads youth for their interest by their strength-based leadership skills or a team leader leads the team for mutual success. 

    One can achieve their dream and goal by a leading team no matter how evil their plan will be. Leaders not only help themselves but also help their section to achieve mutual goals. Leaders set goals, direction, build a vision and create something new. Leadership is all about figuring out what you want, where you want to go. And last but not least how to win with their team and organisation.

    Leaders guide and inspire team members and manage their team by management skills to recommend them to achieve a common goal. This article will learn about strength-based leadership, but before that, we have to know what leadership is. 

    WHAT’S IN IT

    What is Meant by Leadership: 

    Although there are many definitions of leadership out there, only a few are accepted, according to leadership and performance beyond expectations book by James McGregor Burns in 1981. The ideal leader does the following.

    • Set clear goals.
    • Know when to stop. 
    • Know what to say in front of team members. 
    • Show a big picture of the end goal or show vision to team members. 
    • Builds a team and teaches them to achieve a common goal with other team members. 
    • And has high expectations. 

    What are the Leadership qualities: 

    Many people still believe an organisation is born to be a leader. No one knows how it can be possible, but there are some qualities that you can practise to become a good leader.

    Here are some leadership qualities:

    Confidence: 

    To achieve a common goal, you ensure that you have the confidence to guide your organisation and team. As energy confidence also travels from leaders to team members. If you are not confident enough about your goal and step, you can’t achieve your goal.

    Honesty: 

    When we are small, our teachers and parents taught us early that honesty is the best policy. But how many of you follow this policy? Without honestly, a team can’t achieve a goal, whether it is a football team or an army. Integrity and honesty is the main ingredient that decides the chances of your team success. 

    image of a team

    Passion: 

    The only difference between successful and unsuccessful men is passion besides hard work. If your team senses that you are not passionate about a goal, it would be tough for your team and organisation to achieve it. The best way to show your team that you are intense enough is to take the first step towards your goal and work hard then your average team members. 

    Communication: 

    While passion and hard work help you to be a successful team leader, at the same time, communication helps to transfer passion and knowledge to your team members. Whether it is business or a relationship, the greater you are in contact, the greater your chances of success. 

    Purpose and Vision: 

    Vision and propose is the main ingredient which makes leaders from ordinary people. To visualise a big image to your team members, you must adopt purpose and vision showing skills.  

    What is Strength-Based Leadership Theory: 

    Some people called this theory a strengths-Based Organizational Management theory. Strength-based leadership is the method of maximising the efficiency and productivity of your team. With strength-based leadership, you can increase your team’s chances by focusing on the strength of resources. Resources including people, computers etc. 

    Common Belief of Strength-Based Leadership:  

    The common belief of strength-based leadership is that team members have more potential for growth building than their weaknesses. A strength is referred to as a person able to do any work to near perfection in a given time. Strength-based leadership ignores weakness and generally focuses on strength. 

    Rather than a weakness, team leaders in strength-based leadership follow their team members’ strength. 

    Principle of Strength-Based Leadership:

    Don’t Just Ask Them: 

    According to Forbes, in strength-based leadership, don assigns the specific task of the team member. Instead of this, they just ask them to choose a particular job according to their specification. 

    image of a leader with leadership qualities

    Doing this will generate passion in team members toward a specific task. Also, doing this will help your team members to grow more in their dynamic field. 

    Don’t Concentrate on Gathering People: 

    Generally, leaders solely focus on gathering people from different field. But in strength-based leadership, you should just focus on gathering people from other races, languages, areas, backgrounds and gender. 

    Doing this will help you to accumulate ideas from all races, genders and languages. Also, doing this simple activity will help you to be more creative and lead to more ideas. 

    Allow Your Team to Be Bold: 

    As a leader, you should give your team members some space. This space will help them to grow more in terms of creative dreams and imagine. I know some leaders see this step as a risk, but this small risk can help you grow your business and help you achieve more. 

    Don’t Ignore Transparency: 

    Trust between the team members and leader is one factor that decides the chances of success in an organisation. Trust can be rooted in team members through transparency. Transparency is one of the processes that ensure the developing and embedding of trust. By transparency, your team members will be more passionate and comfortable about their jobs. 

    What Other Organization Thinks About Strength-Based Leadership: 

    Not only a small organisation. But also Gallup organisations embrace strength-based leadership as one of the best leadership qualities that one team member should have. In addition to this, strength-based leadership also welcomes other leadership qualities such as organisational psychology, appreciative inquiry and positive psychology.

               

    Big Organizations that Follow Strength-Based Leadership: 

    Facebook: 

    Facebook is one of the best examples of a big organisation that has strength-based leadership qualities. This organisation allows its developers and software engineers to pursue a job that they are passionate about. 

    Also, engineers and developers on Facebook are allowed to rotate and work on any field they are passionate about after 18 months. 

    This small change brings new perspectives and ideas to Facebook. These small changes also ensure that they don’t force any developer or an engineer to do something they are not passionate about.  

    image of facebook, that follows strength-based leadership

    Facebook also provides their employers with unlimited food and beer. This small service makes a good environment between employees and employers.   

    3M:

    3M is another organisation that embraces these changes. The matter of fact is that we still don’t know that they embrace this change even before Google and Facebook. 

    3M gives 15% time to their employees to generate more ideas and creative ways that ensure success to this enormous organisation.

    However, we should never forget to mention that some small organisation believes that strength-based leadership is hard to achieve and unreliable.   

    Some independent research also concludes that strength-based leadership increases an individual team member’s efficiency but decreases the team’s net efficiency. Hence strength-based leadership is not only an option or way to improve your team productivity and leadership qualities.

    Conclusion: 

    Applying leadership qualities and strength-based leadership is the only way to boost the productivity of the team. We should never forget that leadership is a privilege and not a right. And we should treat leadership according to them.

    One can achieve everything by improving leadership qualities, and one can lose everything without enhancing their leadership qualities. Leadership is the way to unleash team members’ productivity to the fullest and help them find what they love. 

    Also, read our blog on How To Help Your Team Feel Good

    FAQ’s