Effective leaders will increase the DNA of the vision. If you have the wrong person in the leadership, your vision will get worse and you will end up with birth defects. Here are ten characteristics that help you measure your own and others' effective leaders:
L is twice as much as you speak.
E Encouraging people to take risks
A Before making a decision Understanding facts in advance
D Self-responsibility of yourself and others
E They are best of.
R Respecting those who are "underneath ..." and "on top of"
Alvor Action Problem
H onor your word.
I include other people in this process.
P openly raised, criticized and corrected.
Each letter of leadership is a word that shines upon the quality of the defining leader:
- L means twice as much as you speak. One leader realized that listening and speaking are as important. A good leader affirms, sympathizes, and then leads a person to find their own solution - but this only appears after he has really heard what is said and what has not been said. Listening shows that you care, as John Maxwell rightly pointed out, "People don't care how much you know until they know how much you care."
- E encourages people to take risks. When you respond to mistakes as learning opportunities rather than picky and blame, you encourage people to find better solutions. Fear is not motivating, it will be suppressed. If people are afraid of making mistakes in fear of revenge, they will not stretch themselves in order to seize every opportunity. Distinguish errors caused by negligence and efforts to solve problems. The former describes the appropriate consequences and the latter encourages them appropriately.
- A understand the facts before making a decision. It is important that leaders must be decent, but it is also important to collect all known facts first. In the field of performance, forever; let the parties understand the story before taking action. Never accept one person's words and don't just "survey" a situation through a third party. Third-party testimony should be merged or refuted by the person directly involved. When deciding on a process, obtain information directly from the person responsible for the job, and do not solve the problem just for the opinions of others. Evaluate all known facts and then make the best decisions based on these data.
- D emand is responsible for yourself and others. Leadership is not easy, and if so, everyone will do it. Leaders must set themselves higher standards for themselves. Take full responsibility for all actions taken and decisions you make - regardless of the individual's consequences - and ask your employees to do the same. Leaders pay high prices emotionally, relatively and spiritually. Only those who are willing to pay the price are qualified to lead. Before accepting a leadership position, a difficult question must be asked: "Am I willing to sacrifice myself for leadership?"
- E respects your employees. When your first reaction is "If they knew better, they would do better," and your first reaction would be "I have enough capacity to do their job?" or "I express clearly My expectations?" When we first look inward, it tends to prevent our outward anger. When people know that you expect them to do their best, they are likely to do so. When they expect you to condemn or blame them for making mistakes, they probably won't do anything - good or bad. This does not mean that you tolerate incompetence, but when you highly evaluate your employees, you will inspire them to exceed their own limits, so that you will not be disappointed. This creates a win-win situation.
- R Respect those "below you" and "above". Many people say that they must be respected and to some extent correct. However, everyone must be respected to some degree because they are God's lover. In addition, in some cases, a person's personality is low and they are describing respect because of their status.
- Olve problem and you increase your value in the eyes of followers and followers. Some people focus on this issue. Some focus on finding solutions. Leaders focus on turning solutions into actions because only this solves the problem. Leaders face challenges. They fight for the right people to work together to help develop the best solution, but the next step reveals true leadership because they turn the solution into a game plan and then look at its implementation. Sometimes the leader must act alone and sometimes he must incorporate the opinions, opinions, and wisdom of others. A wise leader knows this difference
- H onor your word. Nothing is more likely to take greater responsibility than knowing that a person is an honor - and begins with his words and even his own harm. What we are talking about should not only change because of the changes in the audience. If we promise something (even if the situation changes, it will make us face challenges or inconvenience), we must follow. If we say it, we must do it well. When we are a person who respects our words, our words become standards that others can trust, and this confidence is priceless.
- I includes other people in the process. Although "the ducks are clustered together, it is true that the eagle is flying alone", but this is not a good position when it comes to making changes that affect the lives of others. No one can see everything from all angles; we need the experience, expertise and talents of others to make our decisions more effective. Include others in the process, collect their opinions, and let them provide solutions; help others have output by engaging others. However, if you need to make a decision, please make a decision with confidence; know that this is the best decision made at the time.
- P openly raised, criticizing privately. Although the final importance of this time can not be underestimated. A leader knows, "You use honey to do more flies than vinegar." When you openly praise, you will promote employees in the eyes of peers, which is often a great motivation. However, when you openly humiliate people, you instill fear, resentment, and offense, all of which are tools of battle, chaos and rebellion. Ask yourself, do you want your boss to publicly praise or criticize you?
What would you do if you realized that you did not have an effective leader? Consider this: Great leaders recognize that competency is crucial. If removing a bad performer is a bigger challenge, rather than leaving a job open until you find the right one, then you have no lead. When appropriate clinical procedures are in place and followed, you must realize that when incompetent people stay in a certain position, they will cause more harm than goodwill. There is no room for incompetent leaders. If you promote someone because you have the right heart, but you don't have the skills you need, admit that you made a mistake, remove it and take double responsibility until you find the best person. Priests, educators and people who serve others often fail in this area because they want to give a person a chance to succeed. This question must always be asked: "Did I lose sight of me. Am I hurting the person I am responsible for by letting this issue last too long?" It is best to help a person find a place where they are suitable, not Keep them in an unsuitable place. An invalid leader must be evacuated as soon as possible, but the way of redemption must be taken.
Although there are other leadership exercises that separate good leaders from great ones, this list gives you a good foundation. If life depends on what you or your leadership team does, then you can't disappoint them. Make tough but correct decisions.
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Orignal From: Ten Keys to Effective Leadership
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