Strength-Based Management Style For A New Breed Of Future Leaders
Are you the traditional type of leader or manager who still uses the wrong approach of handling your workforce? Don't be. If you don't change your style, your company productivity and creativity can be adversely affected. So, what is this wrong approach you've been practicing all the way? Most managers or leaders for that matter are quick to fix whatever is wrong or negative. In your position, you may have been making the habit of finding problems in order to solve them; finding the gaps in order to fill them, and so on.
This is probably what you do when evaluating an employee's performance. After all, it's but the natural thing to do and you know it's legal and proper. But, this is where most managers commit a mistake. Experts note that doing such wrong approach only tends to build half-baked leaders. Companies are not developing strong and diverse workforce, only mediocre managers due to such mistake. A new generation of emerging leaders are now being trained by their respective companies to become effective future leaders, excelling in their respective fields. Such companies have adopted the so-called strength-based management.
It may sound novel but such method has been utilized by some giant companies and popular entities. Today, they are reaping the benefits. Here are the basic elements of such type of leadership:
1. Fit, don't fix. Review your employees' skills inventory. Talk to the person you think is the best fit for a task that needs to be completed. Don't be so hard on the staff in the team assigned to do the work. If he has passion for another task, certainly, there should be someone willing to trade places.
Remember that forcing an employee for a certain task he is not passionate about will do you no good. It would not be easy. Instead, consider to reshuffle your team so you can fill in the gaps. Finally, when all the pieces seem to fit, you will find yourself turning into a better leader and fostering a creative environment.
2. Create diverse teams. Make sure that your team is composed of workers with varying ages, genders, cultures, passions and perspectives. Each of them have their respective strengths that will take your success to greater heights. You'll be proud of having the most innovative and productive teams around.
3. Practice transparency. In a team where there's trust, members are most likely transparent, being open about their dreams, passions, interests and so on. Be a listening ear (genuinely) and you'll discover they will give more than 100 percent.
4. Empower people, don't control. Again, this won't be easy since you need to take some risk and sometimes bend traditional thinking. Expect a healthy conflict to arise in this case. You have team members with strong perspectives and opinions. As a manager, guide your team and their passions in the right direction instead. But do such without curtailing their ingenuity and dynamism.
Strength-based style of leadership is oftentimes ignored by conventional managers because their way is always the typical tried and tested. As a leader, if you want to produce a new breed of young professionals at workshop, there's a need to transform your mindset.
This is probably what you do when evaluating an employee's performance. After all, it's but the natural thing to do and you know it's legal and proper. But, this is where most managers commit a mistake. Experts note that doing such wrong approach only tends to build half-baked leaders. Companies are not developing strong and diverse workforce, only mediocre managers due to such mistake. A new generation of emerging leaders are now being trained by their respective companies to become effective future leaders, excelling in their respective fields. Such companies have adopted the so-called strength-based management.
It may sound novel but such method has been utilized by some giant companies and popular entities. Today, they are reaping the benefits. Here are the basic elements of such type of leadership:
1. Fit, don't fix. Review your employees' skills inventory. Talk to the person you think is the best fit for a task that needs to be completed. Don't be so hard on the staff in the team assigned to do the work. If he has passion for another task, certainly, there should be someone willing to trade places.
Remember that forcing an employee for a certain task he is not passionate about will do you no good. It would not be easy. Instead, consider to reshuffle your team so you can fill in the gaps. Finally, when all the pieces seem to fit, you will find yourself turning into a better leader and fostering a creative environment.
2. Create diverse teams. Make sure that your team is composed of workers with varying ages, genders, cultures, passions and perspectives. Each of them have their respective strengths that will take your success to greater heights. You'll be proud of having the most innovative and productive teams around.
3. Practice transparency. In a team where there's trust, members are most likely transparent, being open about their dreams, passions, interests and so on. Be a listening ear (genuinely) and you'll discover they will give more than 100 percent.
4. Empower people, don't control. Again, this won't be easy since you need to take some risk and sometimes bend traditional thinking. Expect a healthy conflict to arise in this case. You have team members with strong perspectives and opinions. As a manager, guide your team and their passions in the right direction instead. But do such without curtailing their ingenuity and dynamism.
Strength-based style of leadership is oftentimes ignored by conventional managers because their way is always the typical tried and tested. As a leader, if you want to produce a new breed of young professionals at workshop, there's a need to transform your mindset.
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