B17
CHARLIE ADAMS - THOUGHTS ON LEADERSHIP
LEADERSHIP CAN BE SHOWN with a simple piece of string. Put a piece of string
on a table,
Pull it – it will follow wherever you pull
Push it – it will go practically no where
Both of these examples are true when it comes to leading people.
Leadership isn’t something that comes automatically because you have people
working for you. Leadership depends on followers. Staff needs to follow the
leader voluntarily. If they have to be forced – leader isn’t really a leader or
certainly not a good one.
Our jobs as leaders – have the ability to make your staff want to follow you –
Voluntarily!
Goading, prodding, threatening, or reprimanding doesn’t normally make a person
want to follow.
As a successful leader, work to inspire your staff to cooperate.
You will get your best efforts from your staff by working with them.
Assume that most of your staff wants to do a good job, and then appreciate their efforts.
If someone doesn’t seem to be trying, hard enough, try to find out why and then try
to overcome whatever it is that’s preventing them from doing the most they can.
There will always be some of your staff who will have to be watched occasionally reminded to get going.
Think like a leader, you are one – and remember your actions will speak much
louder than your words.
Inform your staff of new developments – don’t let them learn about it from the
outside.
Reduce the destruction of rank between the leader, top management, support, and
entry-level positions.
Put everyone on a first name basis.
Don’t have exclusive perks on top.
Care enough about your staff to be concerned with their health, their weight, and
their physical fitness. Encourage them to be active.
We are fortunate in state association work because small organizations like ours
are better than big companies al places to work. Work diligently to maintain
your small organization traits; break down your operations into small units,
push responsibility down into the ranks and above all don’t mangle your people.
Always delegate higher – level duties to staff members when they became qualified
to handle them.
Be openly receptive to staff grievances when they are expressed.
Make and honest effort to resolve gripes fairly and promptly. This will keep
resentment at a minimum.
Cash in on your employees thinking
Observe your staff at work so you can gauge how they do their assignments.
Do performance appraisals on a regular basis. They are a helpful and useful tool if
Reduced to paper and discussed openly with your staff.