Lets one thing be made clear before I start. Leadership is hard, really hard. This page is all that I have learnt regarding leadership. Anyone who has read Simon Sinek or Daniel Goleman will see thier influnce here. <\/p>\n\n\n\n
As a child of the 80’s I loved the Saturday TV. The A Team was highlight of Saturday TV. My Father would watch and complain how unrealistic it was. “How can they fire that many bullets and no one gets hit” forgetting it was for children and scenes similar to the carnage in ‘Saving Private Ryan’ would not be suitable. But there was another problem, every episode the heroes would be captured. They were almost always held in a warehouse with power tools, all the materials they would ever need and they were never tied up. Guards for the baddy of the week were ignorant to the sound of cutting, welding and banging as the A Team created their means of escape.<\/p>\n\n\n\n
Because of this I grew up thinking things happen fast. If you want to build something, do anything, it can be done quickly. The reality is that change, to create anything of meaning is slow. Sometimes it is fast but mostly is really slow. This should be kept in mind when implementing any of change in an organisation. Which means patience, lots of patience.<\/p>\n\n\n\n
\n“To forget one’s purpose is the commonest form of stupidity.”
Friedrich Nietzsche<\/strong><\/p>\n<\/blockquote>\n\n\n\nI cannot tell you what the purpose of leadership is, if you don’t know then perhaps you should not lead. I can tell you what it is not. It is not to be the big boss or have the luxury of telling people what to do. It is not to further your own ends. It is something individual and to know it, is to know yourself.<\/p>\n\n\n\n
\n“The void is that which stands right in the middle between this and that. The void is all-inclusive, having no opposite. There is nothing which it excludes or opposes. It is a living void, because all forms come out of it and whoever realises the void is filled with life and power and the love of all things.”<\/strong><\/p>\n\n\n\n
Bruce Lee<\/strong><\/p>\n\n\n\n
Three Levels of Focus<\/h2>\n\n\n\n
A leader should have 3 levels of focus and employ one or more styles of leadership. First we should examine the three levels of focus, Inner, Organisation and External\/ Environment. <\/p>\n\n\n\n
Inner Focus<\/h3>\n\n\n\n
An inner focus is a focus on self, is a leaders ability to listen, to concentrate and control themselves. <\/p>\n\n\n\n
Organisational Focus<\/h3>\n\n\n\n
A leader is aware of what is happening in an organisation. They do not get lost in their own work, no matter how many deadlines or other priorities may be pressing. An organisational focus allows a leader to get ahead of problems before they become too large or seemingly coming out of the blue. <\/p>\n\n\n\n
External\/ Environmental Focus<\/h3>\n\n\n\n
A leader is aware of what is happening in the wider context of, society, other departments or other organisations. They will use this to adjust strategy or, has the courage to make large changes to ensure the future success of the organisation. <\/p>\n<\/blockquote>\n\n\n\n
Before we go any further we need to talk about listening.<\/h2>\n\n\n\n
The ability to listen is the single most important quality a leader should have. A whole book could be written regarding this subject (and no doubt has). Do not be fooled into thinking listening is just letting the other person speak or just regurgitating it back to them afterwards. It is about letting someone say everything on their mind without apparent judgement or condescending questions. Questions can be used but they must be carefully placed and worded.<\/p>\n\n\n\n
The purpose of questioning is to understand where a person is coming from, not to find the holes in their arguments.<\/p>\n\n\n\n
6 Styles of Leadership<\/h2>\n\n\n\n
Differing situations require different leadership styles. The styles are Coercive, Authoritive, Democratic, Affliate, Pace Setting and Coaching. It should be kept in mind the purpose in which they are employed. An experienced leader will move between them seamlessly.<\/p>\n\n\n\n
Affiliative<\/h3>\n\n\n\n
“It is not about being in charge, it is about looking after those in your charge” Simon Sinek<\/h4>\n\n\n\n
This is a critical first step, it re-orientates a leaders view. Employing the affiliate style is centred on creating trusted teams, it is encouraging them to look out for one another. Leaders show that they put the teams interests before their own. When this is effective, the team think of their colleagues more like family than just people you work with. Some of us, myself included may feel uncomfortable with this concept. However this is an extreme and it would be fairer to say the team look out and help one another. To achieve this leaders must spend time and effort in practically helping their teams. If problems arise then it is the leadership who come to the fore and step in, to help and support. Leadership must also listen to their teams. Leaders should be asking those under them about what matters to them and, most importantly, care about the answer<\/strong>.<\/p>\n\n\n\n
Authoritive<\/h3>\n\n\n\n
This should not be confused with authoritarian, the authoritive style is where a leader has a vision, a just cause. This goes beyond some corporate jargon. It is something that is substantive. It is so substantive that all those who work for and interact with an organisation and its leader know it without being told. This requires consistency, every action the leader takes is in keeping with the goals and the ideals associated with that vision. <\/p>\n\n\n\n
When this is effectively employed all the members of an organisation will act in concordance with the ideals and goals laid out by the leadership. This will have tangible results for employees and patients. <\/p>\n\n\n\n
Democratic<\/h3>\n\n\n\n
Democratic leadership is where the leader\/ manager coxes the team into finding solutions to problems. Democratic leaders will often not answer questions. They will say “What do you think we should do” and then “lets try that”. If mistakes are made they will expect people to take ownership and the leader will ask, “how are you going to fix this?”.<\/p>\n\n\n\n
This style has the advantage of fostering responsibility and problem solving within the team. <\/p>\n\n\n\n
Coaching<\/h3>\n\n\n\n
Coaching is where leaders\/ managers mentor there staff to improve performance by providing support, encouragement and guidance. <\/p>\n\n\n\n
The goal is to have employees at their natural best.<\/p>\n\n\n\n