Ask notable innovation leaders what they think about traditional management practices (those taught in a typical MBA program) and you’ll likely get some pretty strong reactions. Intuit co-founder Scott Cook “When MBAs come to us, we have to retrain them fundamentally -nothing they've learned will help them succeed at innovation” wrote Nathan Furr and Jeffrey H. Dyer in their HBR December 2014 issue article “LEADING YOUR TEAM INTO THE UnKNOWN.”
In my previous blogs I've already proved several times over that leadership is not an easy task. It takes all of your personality and more. Team members need to have a sense of who you are. As a leader you are building relationships with your team members. That means you should behave “appropriately” and show your values, the way you think, how you make decisions, what your definition of success is, how you measure performance, how you expect them to work, and you have to gain their trust in your leading. Yes, you need to gain authority, but it is also important to trust the team with control over their work. A leader who gives his power to others can be more influential and motivating than the one that doesn't. When you empower someone, you're actually demonstrating that you trust.
Rules, regulations and a heavy-handed approach, mostly done by managers and those ‘leaders’ by name that are not stable or secure, can cause antipathy and non- conformity in a team. Great leaders always use discretion and adapt to the changing environment the team is facing. They take the responsibility for the success of the team and of each individual team member. They do not dictate their vision but rather set challenges. They know that an ‘early win’ will build a momentum within the team and motivate them to perform even better the next time.Such leaders establish a relaxed environment where everyone is encouraged to make, share and comment opinions and ideas. Team members understand that they are supposed to ask for input from everyone, and encouraged to speak up. In this leaders should use well their listening skills. They intervene with paraphrasing and asking questions for clarification. Leaders can use participative decision making tools and try to ensure active involvement and commitment from all members of a team. Principally, the leader’s role in such situations shifts from providing answers to posing questions – it is not about fast making decisions but rather designing experimental solutions. It takes time to research important problem solutions, therefore leaders are not to just give team members a time needed but provide them also with necessary resources to act properly and in time manner.
Most people are terrified of what uncertainty might do to their jobs, careers or personally. Hence great leaders communicate that some uncertainty is a good thing. It brings new solutions and removes obstacles.
I am looking for some new group activities for my employees. Actually, I am thinking to change work atmosphere for my employees by adding some fun activities. So, if you know any fun activities then please send detail to me.
ReplyDeleteMackyton, I do. The issue is I use them on my workshops and not showing them to you (they are taken from martial arts) in real environment could cause problems (or even injuries). We should figure out other way than words.
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