improve the performance of your team by effective leadership

If you want to improve the performance of your employees, you should take a closer look at yourself. To what extent are you a leader? Don’t worry – you don’t have to be born as a leader. Effective leadership is like a craft that consists of some important methods you can learn. We will deal with this in a few minutes. But first let us turn to the question:

why even leadership? Do we really need leaders?

Why leadership at all? Well, once more than two people work together in an organization to achieve something, leadership is not-agile. Leadership is always necessary, if there is a goal to be achieved, and this is too complex for a single Person. Consequently, the aim of leadership is to gain an influence on the behaviour of individuals and groups, so that the given goal can be achieved.

For this reason, we need to be able to distribute managers, tasks and projects to members of a group or organization so that each individual can contribute his or her strengths in order to achieve the best results. This requires coordination: the manager must ensure that each group can fulfil the tasks on the basis of the specified objectives.

One of the key points here is the Motivation of the workforce. Before you distribute tasks, it is extremely important to remind the Team constantly of the common goal – and how important it is to pursue this goal. For example, if our organization is to produce the most elegant car on the market, each group member must use the greatest possible energy for it.

That brings us to our goal. Maybe you know of a company: The Back and Forth, frantic Running, but the objectives are not clearly formulated. Mark Twain once said: when she lost the goal from the Au-gen, her efforts doubled. This is not far-fetched-it comes straight from reality.

Nun we finish this point and come to effective leadership. Here we are talking about some of the most important methods that make it learn gilded.

trust-or: if delegate can destroy anything

Trust is the basis of any effective leadership. If the employees don’t trust you, they won’t tell you anything about your mistakes, they won’t open up for support to improve something and they won’t do their best at your work. Let us start with a common mistake that can lead to mistrust and prevent any effective leadership. Many executives occasionally behave cynically or sarcastically. Remember that employees in this Situation can be like children: you can’t understand irony or sarcasm, if you know that dying is a property of them, or they don’t understand how you send it. The other error occurs when you first dele-Yate tasks and then always intervene later by constantly asking ‘how’s it going?”. On the other hand, this creates the attitude of dying: why does he give me the task if he does not trust me to complete it? Set yourself Control dates to assess the reports and take time to introduce changes. If you criticize someone, you only judge his behavior and not the Person. There is a lot to say about trust, I just want to give a brief introduction. If you want to learn more, please read the other articles of this series and join our leadership team.

remain authentic-or: when Democratic leadership is not the best

Being authentic is directly connected with the creation of trust. If you are authentic, you do not need to change your settings every few Minutes. Everyone can realize that they have a common thread of follow-up, principles according to which they act, their own values, their faith, the way they deal with topics and people. Authentication also means that others can assess you so you can trust them when you tell them something. To avoid misunderstandings: of Course you can change his mind, of course you can change the direction, if you have the feeling that you’re not to fend off as it war planned. Being authentic means that a line can be seen in your leadership, that your leadership is superior to your personality. The often quoted democratic style of leadership only makes sense if it matches your character. If you have dealt with employees over the years, authoritarian, don’t bring your people, if you treat them suddenly with a cuddly course. If you will develop in this direction, you will have to take a step one by one, so that people can gradually get used to it.

show the direction-or: why ever more efficient-it makes no sense to work

Many leaders simply distribute the work to their people, tell them to do the war until when and give them the necessary Material. This is certainly not bad. However, they must dictate to their employees the direction. Think about Motivation, change perspectives and put yourself in the position of your employees: why should your task be a first place? What are the results to be achieved? And why? How can someone create a lot more when they work together with others? Where’s the “We”? For their people, work is without a goal like the hamster’s existence in his treadmill. An absolute de-Motivation is when you are unable to explain the meaning of a work. It doesn’t just count efficiency – or in other words, doing things right. First of all, it is the effectiveness – the effectiveness – which achieves good results. In doing so, it is important to prioritise, select and carry out the corresponding tasks. Advantages alone is a dead end.

rely on your people’s strengths – or why it is ineffective to eliminate weaknesses

Get to know your Team – is here the core message. Much too many people trying to eliminate the weaknesses, was not very effective. Rather, they should know and use the strengths, the own and and that of the employees. And at the same time find a way to deal with the weaknesses. For example, the head of a sales department is very strong in motivating its sellers, but quite weak when it comes to operating with numbers. Because he knows this, he is looking for someone in the Team who is particularly good in dealing with numbers and Excel tables. Also he delegates the task for reporting – based on the core tasks he still determines-to the selected Person. To say it with Peter Drucker: establish your plans according to your Strengths and forget about weaknesses. These belong to managed-then they become ir-relevant.

effective communication – or: why e-mails are dangerous

The communication skills are elements for each manager. This does not mean that you need to be an extrovert personality if you want to lead effectively. You can use your Strengths, as described above. If you’re an introverted personality, why not create goals your people follow instead of swinging big speeches? In this way you can avoid, she was so much hate, because it does not suit you. There are some basic rules that I will describe in later Blogs. But here are a few ideas for starters: Before you start the communication, consider whether you want to talk or write, if only to One, few or many people. When it comes to talking, one of the benefits is that you can also use your body language, and that people can read in your face, and that you can also make things clear with your voice. You can communicate personally or in the absence of body language over the phone. When writing applies: be careful with the e-mail, it may occur the most dangerous way of communication by creating misunderstandings. “”Don’t get me wrong: We need e-mails. However, remember, an e-mail is im-mer still a letter, just an electronic level. But many make the mistake and give their impulses free space just to document them, and give others the opportunity to pass them on as they wish – possibly with serious consequences. Sometimes one should prefer to talk to the Ver-traumatic four-eyes. In other cases, it makes more sense to hold a team meeting, or even make a speech to everyone. We will be dealing with it even more later. Here’s just one thought: think about it before, was you want to share. Remember the principle of many journalists: Create a Heading, a summary, and only then go into Detail.

I will go into this in more detail in the following Blogs. If you are interested, please register with our guided tours series.

Want more information? Do you have any questions or suggestions? I look forward to your call, e-Mail or a letter. You can reach me so :

Jens Moeller Consulting Ltd.

Phone: +49 69 / 5050 27422

Comments are closed.