I
have had the opportunity to read tons of articles, books and journals on
leadership especially during my MBA degree. One thing that remains constant is
that ‘at the core of any successful leadership is sacrifice’. Although
competence, relationship building and other valuable attributes can serve as
advantage for any leader; however, being able to sacrifice can determine if a
leader will be successful or not. Leadership for different people across the
world can mean different things and the definition of a successful leader can
also receive different interpretations. This short article solely focuses on
leadership in an organisation/business. The 5 Levels of Leadership by John C.
Maxwell will be used to help you identify which level of leadership you are and
how you can transit from a follower (or worker without occupying any managerial
or leadership role) in an organization and gradient up the leadership
ladder.
Rising
into a leadership role in an organisation do not usually happen overnight. As a
worker, you will have to show that you have both the competencies and character
to get the job done. As a worker in an organisation, you will need to show some
good level of responsibility before you can be trusted to manage or lead other
people. One simple example is keeping to time. Effective use of time in any
organisation is highly crucial to completing tasks and meeting the needs of all
stakeholders. When you appear not to take time serious, nobody will take you
serious either. If you struggle to manage yourself, how can you then manage
other people? To get to level one, you need to act responsible and show
interest for growth. Do not forget that there are many workers at this level;
you can standout when you do more (volunteer, take up additional task, show
interest in the business not just your paycheck) and act responsibly.
Level 1: Position
The
level 1 is the starting point or you can call it entry point. This level is
more of management than leadership. At this level, people follow because they
have to- They know there can be serious consequences for refusing to follow.
The people (subordinates not team members) are being managed at this level with
the help of organisation rules, policies, processes and regulations. For example,
if you are the supervisor of mail delivery drivers, there are rules,
regulations and processes and resources available to help you effectively
manage the drivers. The drivers have no choice than to listen to comply because
they want to keep their job. Drivers at this level will not want to sacrifice
for the supervisor or organisation. To transit to the next level from this
point, you need to influence your subordinate (or drivers) positively.
Level 2- Permission
At
the permission level, people do more than just comply with orders. People are
not robots and should never be treated like one. When you treat people with
respect, care, trust and appreciation, only then can you begin to develop
team-members not subordinates- followers not robots. The key element at this
level is a good relationship that will lead to positive influence. You should
show interest in the people you are leading. Your goal is to make sure you are
not perceived as a leader who is only interested in getting the job done and careless
about the wellbeing of the workers. Ways you can begin to build relationship
that will lead to positive influence are for examples- ‘Giving birthday cards
to your drivers, showing concern about their health, family and personal plan,
having a day out with the drivers outside of work, celebrating the drivers
publicly, encouraging respectful communication and doing everything within your
power to show that you care about them much more as you care about getting the
job done)’. To transit to the next level, you must prove your capacity through
your results.
Level 3: Production
The
level 3 is all about results….. results….. results. Being able to make things
happen for your team will earn you respect and your results will earn you trust
and confidence from the top management. At this level, your ability to get
things done will be tested. You will find your team members or followers coming
to you with several issues with regards to their work. Providing solution to
those issues will create confidence and trust. At this level, you will have to
know how to get done the tasks you are delegating to others. You should be able
to also fight for your team in getting the necessary support and resources
needed to get job done. Productivity at this level is important and regardless
of whatsoever you do, always have results at the back of your mind. For
example, being able to meet or surpass your daily mail delivery target with
zero casualties will put you forward as being productive. Be careful not to
ignore or sacrifice the well-being of your team members or followers for
results. You simply have to create the balance- keep your team motivated and
get the job done. Do not give excuses, get results. To transit to next level,
you need to show interest (with action) in the development of the people you
are leading.
Level 4: People Development
Good
leaders give room and opportunities for other people to develop and climb the
ladder. At this level, you must be willing to empower your team members through
development. Although level three focus on producing results, level 4 then
bring in the need to develop your people. People can become more confident
about their jobs and take up more responsibility when they feel empowered. As a
leader, you need to show to your team members that you have their best interest
at heart and want them to grow. For example, organizing training for the
drivers on communication, safety, stress management and personal finance
management will be of a great advantage to them. Also, putting a program in
place that can allow the drivers who are interested in attending a part-time
school in order to get a better position with the organisation can be a
powerful shift. Motivation and dedication can increase when workers know they
are actually being included in the future plan of the organisation. It is such
a good feeling.
Level 5: The Pinnacle
Leadership
at this level is transformational and hardly do you find people at this level.
This is because leadership at this level goes beyond competencies or
relationships; this is where natural ability comes to play. Raising leaders can
be highly demanding and must be done rightly. At this level, people follow and
become committed because of who you are as a person and what you represent.
People at this level are thought leaders with foresight that encompass all
aspects of the organisation. For example, leadership at this level could be
leading the organisation through a turbulence period of cultural and process
change to success. Leaders at this level are known for their track records,
values and natural ability. Journey to this level can take years’ of experience
and sacrifice.
I hope you find this useful?
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