ResearchBib Share Your Research, Maximize Your Social Impacts
Sign for Notice Everyday Sign up >> Login

2022 - Becoming the Leader Others Want to Work For



VenueOnline event, USA - United States USA - United States

KeywordsLeader Others Want to Work For; Human resources; HR Compliance


Topics/Call fo Papers

The individual contributor’s script is to:
Keep your head down
Work harder than everyone else
Push to get things done
Utilize your technical skills
Be a subject matter expert
Rely on yourself to be successful
Many people are promoted to a leadership position because they:
Were highly competent as an individual contributor
Had a track record of exceeding expectations
Displayed a special set of technical skills
This is an excellent start - but leaders can’t rely solely on their individual contributor skills.
When you become a leader, your team wants to know that:
Their best interests are your priority
You are more invested in your team than in your personal success
Because when your team is successful, you are successful
A leader’s success is no longer determined by just the work they do. Not empowering others is saying: “I think my way is better and/or I don’t think the work will get done.” The job of a leader is to enable his/her direct reports to perform to their potential
So, ‘Becoming the Leader Others Want to Work For’ requires:
Having the perspective of a leader by switching your:
Do-it-all attitude
And meeting your team’s engagement needs
The ‘Leader Others Want to Work For’ has switched their script from:
It’s about ‘me’ - to it’s about ‘them’
A ‘me’ mentality - to a ‘we’ & ‘us’ mentality
Being the center of attention - shining the spotlight on others
Individual success - to make their team successful
Personal advancement - to help each team member reach their potential
Employee-centric leaders are constantly:
Communicating - through their words, behaviors & priorities
Influencing - through logic, explanation & connection
Building relationships with their team through:
Direction – clarity around the vision
Alignment – clarity on the ‘line of sight’
Commitment – everyone wants what’s best for the team
Successful leaders recognize that they:
Need their team more than their team needs them
Get paid more for what their team does than what they do
Should do everything in their power to help their team be as successful as possible
Succeed when their team succeeds!
The ‘Leader Others Want to Work For’ meets their employees’ engagement needs causing them to:
Expend discretionary effort & do more than they are asked to do
Be motivated toward the organization’s success
Take pride in their work & suggest improvements
Appreciate the ‘line of sight between their jobs & the organization’s performance
Believe their leader wants them to be successful
Leaders can impact employee engagement by 20%. Engagement is based more on employees’ relationship with their leader – than their perception of the organization. Leaders are the key to enhanced employee engagement.
Leaders can view their employee touchpoints as interruptions or opportunities to:
Listen & learn
Build the relationship & coach
Satisfy engagement needs & improve performance
The employee performance needs most correlated with business results are:
Receiving clear job expectations
Having adequate materials & equipment
Being able to utilize their talents
Receiving recognition & praise
Feeling scared about, personally
Having their development encouraged
To develop the perspective of a leader by switching your individual contributor:
Do-it-all attitude
To meet your team’s engagement needs by understanding:
The business case for increasing employee engagement
Why do most organizations have a significant opportunity to increase employee engagement
The significant impact a leader has on employee engagement
How effective leaders utilize their employees’ talents
Any Leader
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc
For more detail, please click on this below link:
Tel: +1-661-336-9555

Last modified: 2022-06-08 14:20:06