Compilation: Management & Personal Development

Personal Development
Personal Development

I was asked by some of my friends to compile related articles together in an accessible way. Thus, I’m posting this as a simple compilation of relevant articles under the theme of “Management & Personal Development”.

Check the links below of the aforementioned articles:

 

I hope you enjoy the articles and feel free to subscribe to my Blog for regular updates.

 

My Two Cents on Leadership

I’m going to share with you some of the things I’ve realized about leadership in the several places I’ve volunteered/worked…and I believe they do apply, more or less, at all levels and in all kinds of organizations whether for profit, non profit or governmental.

I believe a clear set of qualities can be found across most those who we look up to as leaders or enjoy working with. Some of which are the following:

Vision: A leader without a vision is like a captain sailing a ship into oblivion. Without a clear direction, a goal or even a dream…that person is not leading but merely managing the work being done without giving much value to why is it being done, how and what for.

Trust: This has proved to be so essential for anyone to be a leader, he/she needs to be trusted and to be able to know how trust others. Without that sense of trust, the leader will quickly loose ground and wont have a team to work with.

Transparency: If the leader is not clear with those he’s working with then they will lose interest, have distorted ideas of what needs to be done, and they most probably will not have a shared common goal.

Stability: A leader needs to be to stable and strong to be able to support his/her team. Without that stability, both he/she and his/her team will crumble sooner or later. Stability comes from several factors…from within, from the society, from family, from work, finances…etc. Thus it is tricky to strike a balance between it all and manage to be as strong and stable as a mountain.

Competence: Any leader who is not found to be competent and able to implement work properly, he/she will not be able to lead a team. Being able to lead others by example proved to be one of the most effective ways. Thus sharing the successes and achievements he/she has done and can do in the future will raise the moral of his/her team and provide guidance.

Humbleness: A leader’s ego can lead to his/her downfall if it is not checked and trimmed often. The leader needs to keep his/her feet on the ground, always treat others as equals and make sure that how he/she acts/talks does not reflect any bossy-attitude, arrogance or a sense of superiority. Everyone on the team is equally important, respectful and worth giving the attention of the leader to develop and grow.

I know those aren’t much, but after my personal reflections those seemed to be the most obvious and note-worthy qualities that a person needs to have to be able to lead.

Let me know if you have others in mind 😉

Secrets of a Great Workplace

Sometimes I wonder what makes a company, organization, institution ..etc a great workplace. What are those factors that usually matter to employees to really love where they are working.

Now I’m not going to discuss whether the person is in the right type of job or not, that’s a completely different story. I am just trying to understand if people are doing the job they supposedly want, what makes the place they work at be a great one.

I was reading “The Great Workplace”, authors Michael Burchell and Jennifer Robin, and in it they write, “you need to do your job realizing that how you do what you do makes a world of difference to employees. The secret of great workplaces is relationships.”

In another chapter, the book highlights that the employees said “they believe their leaders to be credible, respectful, and fair—they trust them. They also take pride in what they do, and they share a sense of camaraderie with their coworkers.”

So it really revolves more about the relation of employees amongst each other and with their leaders or senior or managers or whatever you wish to call them.

Some people argue that what holds leaders back from doing something about this is the not having the faith that there are bottom line results from doing the right thing. Another excuse is no time. Lack of situational awareness and the belief that they should just be focusing on the business also keep leaders from focusing on the relationships that really underlie everything they do.

After further research I found that there is a institute called “The Great Place to Work Institute” and  the researchers there found that great workplaces exist regardless of size, industry, or location because the Model is based on universal “needs and values—trust of the people you work for, pride in what you do, and enjoyment of the people you work with.”

So I felt like sharing the Model with you and to get your feedback on it. Check the diagram bellow and let me know your input. 😀