Are you and your managers strong leaders, or just managers? This is a fundamental question for all organizations and it’s common to confuse management and leadership:
Based on those definitions it’s obvious that a business needs both! Managers focus on daily tasks and compliance. The necessary tasks that keep your business humming on a daily basis. But your leadership team should be focused on the big picture and how to motivate your employees to achieve goals. A common mistake business owners make is to promote a great manager into a leadership role.
The skills that make an individual a great manager (attention to detail, taskmaster) don’t transfer into great leadership! A leader allows their team to see what is possible and creates a desire within the team for personal development. A strong leader is firm, but also the head cheerleader for the team. The leader sets the tone for the organization and their team members want to follow them. Managers place focus on tasks, where leaders focus on the growth of the team and the business.
To become a strong leader, you have to inspire people to do better and to help them do more. A leader is passionate about the team’s success. On a scale of 1-5 (5 being Exceptional and 1 being Poor), how would you rate yourself and your manager’s leadership skills?
Posted By Compass
October 13, 2021
Category: Best For Business
As a business owner, your time should be spent on work that brings maximum revenue and profits to your company. To leverage your value, you have to identify your time wasters and take them off your plate. Make a list of 10 tasks you perform every day
Posted By Compass
October 06, 2021
Category: Employee Retention
Every manager has superstar talent. What are your strategies for career development so you can retain superstar talent? Exceptional talent leaves a job for a better opportunity or because they feel stagnant in their current position. But you can change that dynamic with a few simple
Posted By Compass
September 29, 2021
Category: Best For Business
When an employee is underperforming what is your response? Do you make excuses? Do you hope more training will fix the problem? It’s important to understand the root cause of the underperformance—it’s either attitude or