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Do You
Have Enough Business?
I attended a most enjoyable breakfast meeting
recently, the topic was “Integrity….it’s what women want!”
Some of the comments made and tales told left me wondering why there
is such a wide gulf between the differing styles of leadership in
some corporations today.
It seems that our working life has become more complex with
companies in a constant state of change. Some are changing in a very
positive way, dispensing with the ‘command and control’ culture
that became prevalent in the 80’s, now recognizing their employees
as being their most valuable asset and an excellent source for new
ideas and initiatives. Unfortunately there are also many companies
with leaders who insist on keeping a draconian level of control,
refusing to consider any notion of a change in their style of
leadership being warranted. These same companies tend to be the very
ones men and women find it so difficult to work and to progress
their careers in.
This left me with the question of why such leaders seem so reluctant
to change. Is there a hidden agenda they are committed to that we
can’t see, or do they simply think that having integrity in
business would make then “too nice” to be effective leaders, too
easily overruled?
Integrity is not just about being honest and upright; self-awareness
and empathy are two key elements of the integrity equation. I
believe if we are always seen to be trustworthy and honest, people
are much more willing to impart information to us, believe what we
say and to work with us towards our goals.
Self-awareness is about knowing ourselves; our strengths and
limitations; understanding the impact we have on others. To be truly
effective, we must orient ourselves around our values and have
self-respect. If we gauge our actions accordingly, then surely we
can’t go too far wrong.
Empathy is about being socially and politically tuned in; listening
to, recognising and reading emotions in others, seeing things from
their point of view; definitely a very valuable skill when
negotiating. If we understand our opponent’s point of view, then
we are in a much stronger position to attain the agreement we want.
Does this make us “too nice”?
Change is vital for future success. By seeking to lead change, we
are helping our organization to remain competitive and grow,
creating opportunities for individuals to enrich their personal and
business lives. We should encourage employees to generate ideas
involving them in the planning and implementation of these ideas.
Not everyone happily embraces change, not all see it as a potential
opportunity for advancement; therefore leaders must be seen to
understand the concerns of employees when implementing any changes,
thus greatly increasing the chances of a smooth transition.
Effective people management is essential for a successful leader; we
must be seen as a people person who has the best interests of both
the organization and our employees at heart. A climate of openness
needs to be engendered, in which people are not afraid to speak out,
and share their ideas and opinions. The outcomes of extensive human
performance research show, that the skills which make the greatest
contribution to success in corporate organizations, as well as
individual careers, are the 'soft' skills. The ability to
communicate, to inspire, to accommodate change and to lead others,
these consistently outrank the 'hard' skills, such as technical and
academic competence. Knowing this, many companies have introduced
personal development programmes no longer limited to top management,
but available throughout the organization, all employees learning to
work more effectively together. Training and mentoring is vital if
we are to achieve our maximum potential. If we can’t find a
suitable mentor within our own company then we must look elsewhere.
If a company reverberates with a leader’s energy and enthusiasm
the organization thrives; if a leader spreads negativity and
dissonance it flounders. Far from making us “too nice” to lead,
it seems to me that working with Integrity makes us a much more
inspirational leader. This brings me back to my original question.
Why are some leaders so resistant to the idea of such a change?
As more people step into leadership positions and show that
leadership with integrity is not only more desirable from a moral
standpoint, but also highly effective, with a proven increase on the
bottom line, then surely a positive change must eventually occur.
Judging by the enthusiasm I found amongst my fellow delegates around
the breakfast table, I’m sure we are moving swiftly, ever closer
to that goal.
About the Author
Anne Duncan, Errol, Perthshire, United Kingdom
anne@harmonialifeskills.com
http://www.harmonialifeskills.com
Anne Duncan is Principal of Harmonia Life Skills. Working with Small
Business Owners and Solopreneurs, Anne coaches in the 4 key
strategies proven to create more profit in less time. Clients enjoy
a more balanced personal life and a new passion for their business. |
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