Food for thought: Being a manager does not make you a leader, and being a leader does not require you to have a managerial role within an organization.
Let’s break it down. Managers are hired or promoted into elevated roles within an organization to fulfill specific duties, including overseeing the tasks assigned to others. Often times the decision to place managers in these elevated positions does not take into consideration whether or not they have the skills and tools necessary to effectively communicate with, direct and guide their subordinates. A leader, on the other hand, is a person who inspires and directs people. One who may or may not have any authority within the organization, but one whom people want to follow. A successful manager will be one who can effectively manage tasks and ultimately get the job done, while motivating and inspiring employees to do their best work along the way.
It’s interesting to know that very few people are actually natural-born leaders. The good news, however, is that people can learn to be good leaders if they are open and committed to doing so. Our Spring 2019 webinar offerings included a six-part series that broke down the most critical aspects of successful leadership. That series included the following webinars:
Fundamentals of leadership concepts
In our upcoming Fall 2019 series, we will be taking the educational components discussed in each of those webinars and providing practical guidance to help you apply those concepts and ultimately improve leadership within your organization. The focus of the first application of leadership concepts series will be on the power of situational leadership — a leadership model created by Ken Blanchard and Paul Hershey. Situational leadership requires managers to understand their natural leadership tendencies and learn how to adapt them to meet the needs of each subordinate.
Because you must understand the concepts before you can apply them, you will receive a link to the Leadership skills 1: Fundamentals of leadership concepts webinar upon registering for Applying leadership skills 1: Fundamentals of leadership concepts. Alternatively, Hotline clients can access all recorded webinars through Client Access.
Hannah advises employers on leave policies, discrimination, harassment, accommodations, wage and hour obligations and any other issues that may arise in the workplace.
Hannah advises employers on leave policies, discrimination, harassment, accommodations, wage and hour obligations and any other issues that may arise in the workplace. In addition to providing practical solutions to employment law matters, Hannah has extensive private practice experience. Her focus included early intervention advice and solutions to employers, as well as representing them in the defense of administrative claims. She now works on a team dedicated to providing solutions for employment law and compliance matters for employers of all sizes. Hannah graduated from William Mitchell College of Law, after receiving a Bachelor of Arts degree from Winona State University.
At a recent employment conference, I asked 300 executives and human resources professionals to identify:
Rather than cite a work team, the majority of attendees identified sports teams or public service organizations from their youth as being the most effective team.
Managers and supervisors are often promoted because they are good at their fundamental job duties. Take a good accountant who has strong financial acumen and is promoted to manager or supervisor in the finance department for example. The abilities that made this accountant successful are no longer as relevant. New abilities are required, but organizations often don’t provide leadership training necessary to build the skill sets needed for them to be successful as team leader or coach.
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