Leader – People Builder
The people component of a business is its Human Resource.
The name implies that as a resource, it is there to be exploited. So, when some managers and Leaders feel that the development of this resource is not dependent on the company but on the resource itself, it does seem a bit strange. This is an archaic idea. Great Managers and Leaders of today know that it is their TEAM that achieves the results and drives the bottom line. These leaders know that when they improve the effectiveness of their team members, they correspondingly improve team functioning, and this correspondingly improves – the bottom line. The resource has to be constantly upgraded to get the best out of it. While technical skills are improved on the job, People Skills (Soft Skills) have to be continuously upgraded at each level of engagement.
Does improving people’s Soft Skills really help to improve Team Work and Competence?
Yes! It would make a huge difference. Unfortunately, since this is not formally addressed through the education system, there is a huge gap in people in the corporate and business worlds.The gap occurs because of the four missing ingredients – The 4 C’s – CONFIDENCE, COMMUNICATION Skills, CONSISTENCY and COLLABORATION. A good Soft Skills programme therefore, should address as many of these attributes as possible.
BENEFITS of improving the 4 C’s
When people are more CONFIDENT, they:
- Communicate better and Present their views clearly
- Take more risk and Innovate more
- Take ownership and Perform better
- Handle stress easily and are Calmer at work
- Reach out and Connect with other stakeholders
When they COMMUNICATE EFFECTIVELY, they:
- Address Issues and Concerns easily
- Resolve matters Amicably
When people COLLABORATE, they:
- Treat problems as challenges and sort out differences easily
- Achieve a lot more than their collective individual talents
When they are CONSISTENT they achieve more and have nothing to fear, and so they:
- Achieve their targets easily, and can be depended on.
- Grow their downline,
- Work better with their managers
- Are more productive.
What should a manager/leader NOT DO… while trying to improve the team?
- Do not compare team members. Each is special and works in their own unique way. Trying to pit one against the other is normally counter-productive.
- Fun Off-sites to improve people are an interesting idea. But, while games and fun, the camaraderie only lasts for the duration of the event. It will not change their behaviour when they are back at office. If anything – break up the event into one/two days of motivation/transformation and keep one day entirely for fun.
- Do not make promises you cannot keep. Do not say things you do not mean. People plan their careers on some of these ‘assured incentives’ and then lose faith in the company or the leader when the promise is not delivered.
- Do not play one against the other. This dangerous gambit will, sooner or later, lose credibility for you as a leader.
- Do not take credit for something that one of your team has done. This is a deplorable thing for any leader to do. A leader should boost people up and make them feel good about themselves and the work they do.
- Do not tell people to figure things out for themselves. This makes a leader look incompetent. If you do not know something – Admit it. Humility is a good skill for a leader. If you can point your people in the right direction they will appreciate you for it.
- Do not Stop them from growing and improving themselves. People are motivated when they are learning and growing. No growth is a strong incentive to leave and search for growth elsewhere.
All in all, a Leader is a Visionary… an Enabler and a Motivator. Leadership is a skill that will grow on you. So … while you put time and effort into becoming a Role Model who continually evolves, remember… it is Imperative that the team grows along with you. That is what is expected of a Manager or a Good Leader. Developing the individuals in a team is essential for a Great Leader.