Driving is ongoing and teaches leadership. There are tips on leadership, leadership, books, retreats and training courses – all of which focus on leadership. While the whole material is useful and certainly increases leadership knowledge, it largely avoids answering and answering the two questions:

1. Why Different Leadership Differences? , and

2. What better management is to achieve the differences?

We all know that we can "assume" that we are working as a better leader, but why does it matter, how does it affect and how does this process work?

I ask why "Why", responses to most people's minds are like "better leadership with higher productivity, higher profits, lower turnover, greater job satisfaction, greater loyalty … have the picture." Replies add the true a question that states: "How does better leadership work these things? How can a better leadership lead to productivity, higher profits, lower turnover, greater job satisfaction, and loyalty? "These are answers to two questions that raise us to knowing and understanding better leadership principles that will change us and our leadership skills that really makes a difference.

I often suggest that customers use the best example of their own experience. you yourself felt that you were the most satisfied, the most productive, the most proud, the most focused and the most committed to your career, and when we reconsidered those times, most people admit that we did not feel ourselves because our "leader" made a good decision or "leadership in training" (this term is quoted, because managers need to be developed, no training required), or that leaders have been effective, fulfilled their goals, or have succeeded in the past (satisfied, productive, proud, focused and committed) for what we did – what we achieved Everything comes back to us and how we felt. In general, it is not something external – it affects our emotions. The key to exceptional leadership lies in our ability to effectively connect people and emotions.

Imagine if everyone was satisfied, productive, proud, focused and committed! What are the consequences? As a result, everybody would create greater productivity, greater profit, lower turnover, greater job satisfaction and greater loyalty. The key, therefore, for better performance, helps people to be more satisfied, more productive, proud, focused and committed. Do we observe the lack of technical or intelligence matters? Do we notice that we have not created the "motivation of people"? It did not affect the motivation of people for one simple reason … people can not be motivated! He tries to motivate someone by physically trying to do something they do not want. Will not succeed. What really works when you are motivated – when we do something because we want it. When we get inspiration, we enjoy our work. We are productive and we are proud of our efforts. We will continue to focus on and commit ourselves to the task. In short, we made the best efforts.

Exceptional leadership is therefore a leadership that inspires people to make the greatest effort possible. Even though a leader who has a productive and good time management skills is important and necessary, it is not enough. Good judgment becomes more and more important, the higher the body is, the higher it is, but this is not enough for effective leadership. Exceptional leadership is to encourage people to make the greatest effort for themselves, their organizations, their community, their families, and / or their world.

How is this accomplished? Exceptional leadership – inspired by others – includes areas: effective leadership philosophies (for yourself and your organization), effective goals, missions and values, and powerful people skills.


– Whether we admit it or not, we always lead to an example. In our words (what we say or not say), in our actions (what we do or do), and in our terms (what we show or not show). The things that we did in the "seemingly insignificant" moments, and say, give an impression to those around us.

Slave Leader Philosophies – In our leadership workshops I ask participants to be the most important person for a company. Of course, the answer is the customer. The next question is, "Who is the most important person in the company with the customer?" Most people get the most important person they are in contact with – the "frontline". The next question is the fact that leads to a better understanding of slave leadership. The question is, "What is the work of this front-line man?" The task of frontmen is to make their work as simple and as effective as possible for the customer to have the best experience! If this leadership philosophy is accepted through an organization it ends with an organizational chart that looks like an inverted pyramid. It is an organization that recognizes the importance of the frontline and reflects the service philosophy.


An organization that inspires people's best efforts attracts the type and needs of staff and retains them. It has a goal, mission and value system that it is living, communicating effectively and arranging its actions and decisions against them.

– The goal is "WHY" is the equation. Determines why we do what we are doing. Every decision and policy must make the company closer to "WHY". When a company has a clearly defined goal, it starts to attract the kind of people who serve it as a magnet; people who think the same way. Not only will the target achieve the right people, but also to keep them.

– The mission is the equation "MI". Determines what the company will do to achieve its goal. The mission may be quite narrow or slightly wide. However, it may be too narrow and unreasonable to restrict the organization from taking the options that would otherwise be excellent and too broad offers would not provide guidance.

– Values ​​are the "HOW" equation. The values ​​determine how the mission is accomplished to attain the goal. They define the "rules of the game". Some people simply can think of things like honesty, benevolence, kindness and ethics. But other important values ​​will only arise when the idea is collected – when you hear different views and sounds.


I often ask clients or workshop participants about the features of the best boss and the features of the worst boss. Obviously I get answers like: (Best) respected my ideas, worked to develop, questioned, listened, authorized me, and left to make my own mistakes … and the (worst) micro-handled, overly demanding, poor communicator, mistrust … Interestingly, neither the master's technical abilities nor the intelligence of the boss either praised or condemned. Both good and bad qualities are related to people's abilities. Effective people's skills are designed for good relationship management. Relationship Management includes the ability to develop others, inspire others, influence others, resolve conflicts and build teamwork and collaboration.

The essence of exceptional leadership is the ability to encourage the best efforts in others. When people decide to do everything, satisfaction increases, pride develops, innovation is born, productivity improves, stability prevails and profitability is increasing. The key to a powerful organization is creating an inspirational environment and becoming personally effective leader. We can create an encouraging environment by adopting effective leadership philosophies and clarify the goal, mission and set of values. We can become a personally more effective leader by exploiting and grasping the capabilities of effective people. Be a leader who inspires the best effort in others

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