Leadership is influence; it means being able to influence others to achieve a common goal. As one of the strongholds of good leadership skills, encouragement leadership provides people (especially followers) the fuel (mental, physical, and psychological) that enables them to hold longer, go farther, and achieve more than they had previously believed. As a leader, the main goal is to lead others to do right, and one of the essential things you will need in accomplishing this is encouragement leadership.
John Maxwell in one of his articles, says that encouragement is 51% of leadership. Leadership entails setting directions, developing inspiring goals, and creating an avenue for people to work and achieve this set goal.
As a leader, an essential part of your position is to breathe hope into people, lift them and help them “discover, rediscover, and believe” in themselves again. These three steps are essential in encouraging leadership; this is because you don’t get to lead solid and accomplished people all the time. You have several individuals who make up your team, with all of them having one or two issues for you to deal with.
There are ones you have to make them discover themselves, some to rediscover themselves, and come to believe that they can do it in a more excellent way than they have been doing. Encouragement leadership is one of the naturally influenced skills a leader must possess; it is not something you decide to do. It is a lifestyle. A leader is looked up to by the followers. Therefore encouraging leadership is not being soft by the leader.
The importance of encouraging leadership is a system, or an organization is very large. Typically, encouragers (as an individual or a leader) draw people to them. You must know that drawing people or catching people’s attention is not the goal. It is just a reward to encourage leadership.
As said above, leadership is influence, but how do you influence people when you don’t encourage them to be better people? If you are to put together all the things that make up a good leadership skill without encouragement, it won’t work. Believing in people plus some good management skill makes up a good leader. Encouragement leadership is not only about charisma or personality, and it is natural for good leaders to encourage their followers.
Moreover, when talking about drawing people to themselves, some people could draw people to themselves by enticing them with gifts and help. But on the other hand, good leaders draw people who are not doing so well in life and career, people who haven’t seen anything good in themselves or what they do, especially things that pertain to life.
Another characteristic of encouragement leadership is love. To exhibit encouraging leadership, you need to show that you love regardless. Not every situation or everybody will appear pleasant initially; you don’t know what they can become later. Encouragers have a loving spirit; note that they put others’ situations as their priority, but they don’t love others more than themselves.
This is one of the mistakes people made when they talk about encouraging and showing love. They try through thick and thin and even put their lives on the line to make things work for some people; in most cases, this is not advisable. In this kind of situation, you must do everything you have in your capacity to help and not put your life (especially your health, at risk).
Another essential characteristic of encouragement leadership is commitment. Loyalty and commitment are enough to make people yield and follow you. They are committed to their course, purpose, goal, and career. A person who is frivolous and lacks committing spirit cannot encourage people. What will such a person tell the followers? How will he teach what he doesn’t have or know anything about? People will not trust or take a disloyal man seriously.
Notable characteristics also include willingness always to want to help others, calm ability to calm bad situations, and so on. Encouragement leadership can come from anybody regardless of position. For instance, it might be a coworker who has these skills and is always willing to help others. You don’t have to hold a post before you can encourage people. In no time, you will become a mentor to people.
How To Exhibit Encouragement Leadership
Things don’t just happen; some items are done that make them happen. We will be looking at ways by which encouragement leadership can be done. This means that in any of the methods listed explained below, you can exhibit encouraging leadership.
Watchfulness shows awareness; it shows that you are observant of the happenings around you. Your encouragement will carry more weight when it is specific, and this can only be done when you are watchful. In encouragement leadership, you have to watch and study individuals. You don’t only protect them but pay attention to details about them.
When this happens, you will have a deep understanding of them, and the people you are dealing with will be surprised that you know so much about them without telling you anything. When you are watchful, you will be able to make quick interventions when necessary.
Words of advice
Words of advice and encouragement from a more significant percentage of encouragement. Words spoken can go a long way in the life of an individual. It won’t stop ringing in their ears. It could also come as words of guidance and mentorship that will help a man shape his life. Words are golden; a word of encouragement can lighten up someone’s mood and catalyze them to do better things. I have heard from people who practice encouragement leadership that comments help revive people more than any other encouragement means.
Even after they had forgotten that they said some words at some particular time, people still come back to them to share testimonies of how their terms had changed their lives some years back. When you speak to them, you choose your words carefully because you are trying to bring them back to life, encouraging them to want to do more, opening their eyes to see positives, bringing up their potential in them, and many more.
As a leader, your lifestyle speaks more about who you are. In some cases where you don’t have the opportunity to talk to some people, your lifestyle can do the talking. As we have said earlier, encouragement leadership is not something you pick on a to-do list. It is a lifestyle that is aimed at being a better person. If your words and lifestyle do not correlate, encouragement becomes very hard because people won’t take you seriously.
There are times when other people will want to encourage some weaklings that they will refer to you and your lifestyle to promote such a person. You must know that an encouraging leadership lifestyle cannot be faked or acted upon. It is something that must be done without stress.
Another necessary means of encouragement leadership is giving. Investing and showing belief in someone’s dream is what somebody needs as encouragement. We have seen examples of people who have zeal and ambition but they lack financial support. Giving money and necessary financial support to capable and ambitious hands is also an essential means of encouraging leadership. There is an adage that says, “You can’t be stingy and expect respect.” It is not by chance or a matter of doing that most of the world’s wealthiest people engage in philanthropic acts; they do so to earn respect.
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A team bonded together is key to turning a company’s vision into reality. Unity at work doesn’t just happen; it requires a lot of hard work, communication skills, and interpersonal relationships among the team members, aligning them to the company’s vision and goal. What is the meaning of Unity? We must understand this before we delve into how we can create Unity. According to the dictionary meaning, Unity can be defined as being in complete agreement, a condition of harmony.
In any activity involving two or more people, there is a need for peace and harmony, which can only happen if there is Unity. When dealing with people, whether in an office setting, business activities, or regular social interaction, one of the pressing concerns is Unity and harmony because we see things differently. That is natural for humans to have a different belief.
One of the things to iron out is Unity; when this is sorted, you can tender your perspectives, and then both parties can think about it together. For any team or organization to achieve any success and establish a legacy, they must prioritize Unity. It is not possible not to have issues among employees or workmates because a more significant percentage of the people who make up the company are grown-up. Still, it is how the issues are addressed that matters.
For any gathering, company, organization, the country where at least two or more are involved, Unity is needed. Let us not forget that each group, organization or company, country, etc., will have ahead; the ability of such a leader to maintain orderliness and Unity is a game-changer. Unity and LoyaltyLoyalty work together; where there is Unity among the workers or colleagues at work, there will be LoyaltyLoyalty. Unity is the key to achieving a purpose.
Let’s take a family, for example, the family is the smallest part of a community, and without Unity between the father, the mother, and their children, there will not be peace in such a home. If any family goes out of the house to the community, the toxicity naturally affects their relationship outside. A family where the father and mother fight every time will go one way, or the other affect the children, the son might feel it is right to beat the wife when he grows up, he does the same thing, and also the daughter might feel it’s right to engage the husband in combat to show her grievances.
Unity’s importance to any company or organization cannot be overemphasized; it is the key to maximum productivity and effectiveness. And when this is done, it is straightforward for the workers to achieve their potentials. It also increases the love the employees have for the work. The workers see themselves as one, and by this, they don’t find the work they are doing as a burden rather a thing of joy.
HINDRANCES TO UNITY
Referring to the first paragraph of this article, it was said there that Unity requires a lot of hard work, excellent communicating skills, and good relationships among people. What now are the hindrances to Unity? Where two or more people are involved, you don’t expect to see agreement because it is natural for us human beings to see things differently.
One of the hindrances to Unity among people (offices, companies, organizations, etc.) is jealousy and envy. Jealousy and envy don’t promote Unity; it breeds unhealthy inner fight and competition. For any organization or company where jealousy and envy are found, the argument is farfetched. It is also essential that a company create a good working environment that is void of competition, jealousy, and envy.
Also, a lack of open communication may lead to a lack of Unity. When the team is not available to themselves, will not exist among them. Communication is key to Unity; individuals will be able to talk among themselves to sort out any issue. When there is good communication among workers, it increases the team’s cohesion and understanding.
If you don’t talk about what you like, things you hate, and so on, offense from colleagues and co-workers is inevitable. Another hindrance to Unity is selfishness and self-centeredness. A selfish person only cares about himself and not others who don’t support Unity. Before you know how to create Unity, you must take note of all the hindrances listed above.
one of the best ways to unify employees or create Unity in the environment that you find yourself is to define what your visions are strict. When you strictly state what your company’s goals are, you will be able to notice the reaction among the employees. Every member of the team must have background knowledge and understanding of the team or company’s goal. The company will have direction when the goals are clearly stated, and it is easy to draw out plans that will enhance these goals.
Define individual roles
After stating the team’s goals, it is equally crucial that you say and explain respective roles so that everyone will know their place within the group. Every member has a role to play or handle in the organization; Unity becomes impossible when team members ignore their positions to take another one. The company has a shape and structure; once a team member is ignoring his role, Unity cannot be established. Such employees can be warned if it’s the first time and can be punished if repeated. This is done to maintain orderliness, peace.
It is not kids that make up the team; adults and grown-up people make up the team. Give listening ears to hear their views and show respect; this gives them some sense of belonging. Listen to their opinions, think about them, and throw them to the people to discuss. Make sure that nobody says some demeaning things about the idea, however foolish it might look.
Respectfully explain your stand on the pictures and give them encouraging words to give their opinion again next time. Never insult or make jest of any idea; Unity in a team can only be achieved not when all agree to a statement of opinion but when they feel that they have been heard and their ideas were also respected.
Unity can be achieved when the leader creates an excellent working environment void of competition. As a leader, the Unity of the company and co-workers should be your priority. There are some things you can do as a leader that will breed unhealthy competition among workers, Unity cannot be established in such an area.
Build trust and Loyalty among the team
Trust and Loyalty are essential components when unifying a team. Where you see confidence, you will see Unity and get Loyalty as a result. Create an avenue for the team members to know each other, and this could involve a yearly social gathering, team celebration events, and other monthly or quarterly activities. When team members do not trust themselves, Unity cannot be established.
Choose strong departmental leaders
Poor leadership can affect the team’s cohesion. It will prevent them from uniting. Therefore it is advisable to choose solid leaders for each department if there is a need for it.
Reward team and individual success
Rewarding the team’s win and individuals who perform excellently will increase the team’s morale. Let them know that you appreciate their efforts and commitment. Rewards can come as incentives, bonuses, and promotions.
Collaborative Relationships in a Workplace: A collaborative relationship is created when two or more individuals cooperate to achieve a common objective. Working with people who hold diverse opinions has given way to collaboration as the preferred approach. As a result, cooperation is a challenging process that occasionally compels participants to acquire new methods of listening to and communicating with one another.
Here are some ways you can build Collaborative Relationships in a Workplace!
Here are 6 ways to build Collaborative Relationships in a Workplace:
1. Be Precise and Have a Perceptive
It’s essential to consider the demands of your teammates when working together. The more you are open to hearing what others say, the better your ability to comprehend their viewpoints and present believable insights, ideas, and solutions will be. To build a collaborative relationship, you must understand that clarity is crucial in a workplace. It would help if you made sure everyone on the team knew your message by encouraging them to ask questions and strike up dialogues.
Moreover, you can stress the idea of clarity and motivate your teammates to be clear and precise regarding communication. To build a collaborative relationship in a workplace, all you need to do is stress over the idea of being transparent and precise.
2. Ensure a Two Way Communication
The fact that cooperation is always two-way distinguishes it from communication. In a sense, collaboration necessitates the development of specific communication strategies to foster discourse instead of arguments. While contributing, be sure to urge your teammates to do the same. To build collaborative relationships, ensure that you have two-way communication with your teammates. It would help if you made sure that everyone on your team is comfortable with each other and shares their opinion and ideas openly. Two-way communication does promote not only collaborative relationships but also encourages creativity.
In other words, ongoing communication with all parties enables everyone to be on the same page, promoting a collaborative relationship. This may be accomplished by either using a collaborative platform that automatically notifies the entire team of project progress or by quickly sending out an email informing everyone on the project.
Create a focus that is more customer-focused than company-focused. This will ensure that all the teammates are on the same page. To promote a collaborative relationship, you need to ensure that your team’s goals are aligned. You will see that when all the teammates are on the same page, you will have a collaborative relationship in the workplace. As a result, you may also establish a collaborative relationship with your clients because when the team has a strong bond, the clients will feel they are in a secure place.
4. Defined Rules
Defining the ground rules can help build collaborative relationships, especially in the time and financial obligations. This must be done upfront to avoid hostility when disagreements arise about how earnings should be divided. When everyone is clear about the ground rules, there will be less competition and toxicity among them to have better collaborative relationships.
5. Communication should be clear.
Clarity in communication is essential in every collaborative relationship, and working partnerships are no exception. Being able to share your thoughts, uncertainties, and worries is beneficial. Each teammate must feel comfortable expressing their opinions. Always pay close attention to what your collaborating partner doesn’t say since this is where you could discover the conversation. It would help if you ensured that unclear sentences and thoughts bound your communication. The more you’re open about your ideas, the better communication you will have and an excellent collaborative relationship in the long run.
6. Collaborate With People You Enjoy Working With
This might not seem like a big deal to you but collaborating with the people you enjoy working with is a great option. When you understand the people you work with, you tend to have an excellent collaborative relationship with them, making your work easy and exciting. There are numerous options for collaboration, so be sure to pick a partner you will enjoy working with. If the energy dynamic isn’t upbeat and compelling, it won’t be as easy to succeed in luring customers. After all, we usually work together to leverage resources and make jobs more accessible rather than harder.
It is essential to have a culture that promotes collaborative relationships in the workplace. The article provides six ways to encourage collaborative relationships at your workplace and have a healthy work environment.
However, you need to make sure that you need to take the front wheel for your team and practice all these steps before you start preaching! You need to become the master of the collaborative relationship and make sure they learn from you!
Future of Leadership: Anyone can be a leader today, at least to some degree, provided they’ve followers and the potential to inspire them in one way or another. Leaders today are born online in the age of social media app influence. This doesn’t mean that traditional forms of leadership are disappearing, but rather that new forms of leadership will play a role in the years and decades to come, helping individuals and organizations succeed in their way.
In recent years, it’s become clearer than ever that leadership is no longer the preserve of traditional forms of authority. The recent pandemic has challenged leaders to predict the future of work. Although we’ve semi-recovered from the pandemic, the new practices leaders have learned for managing work from home will remain permanent in organizations.
Leaders aren’t made easy, but the challenges posed by the pandemic forced organizations to create leaders of a new era with new strategies that blend traditional and new leadership styles.
Millennials are the new leaders.
The world is changing, and so are leadership styles. In the past, leaders were supervisors focused on getting tasks done quickly and effectively at any cost. That’s changed, especially as Millennial have taken on more roles in the business world.
Compared to their predecessors, Millennials are much less interested in just getting things done for the sake of getting them done. Instead, they want to do meaningful work that reflects their values and makes them feel good. As a result of this shift in attitude toward work and success, new leadership trends are emerging that will forever change how we look at business.
While Millennial continues to take over the workforce, older generations and those of us who’ve been in leadership positions longer need to keep an eye on how they’re changing the workplace and what we can do to evolve with them.
5 Emerging Leadership Trends
Some important changes are already underway, and more are expected in the coming years as Millennial gain power and influence in organizations. Here are five emerging trends to keep in mind as you consider how best to lead your team in this new landscape.
1. Blurring the boundaries between work and personal life
The first trend gaining momentum is the merging of work and professional life. The blurring of work and personal life is a result of technology. Today, people expect to be available 24/7, whether it’s for their family or their customers. As a leader, you need to adapt to this new reality. Be open-minded, flexible, and able to work with people from diverse backgrounds.
2. Focus on purpose, not just profit
The second trend is to focus on purpose, not just profit. Although the profit motive has served humanity well as a driver of innovation and change, it’s time to look beyond financial success. Some companies have been doing this for years. Just think about how one company allowed its employees to take parental leave before it was required by law or how another company ensured its warehouse workers had air conditioning in their rooms during the hot summer months.
These companies have created a culture where people feel comfortable at work because they feel connected to something bigger than themselves or are empowered to make decisions about their own lives. This can also be applied to your own company: think about what kind of mission statement you want to live in your company, and make sure that every single employee, from the CEO down, knows that mission statement inside and out.
Getting results is the only way to show you are making a difference, but it’s important to do so sustainably for your company and the world around you. When it comes to doing good, you have to do it well. In addition, you should take care of natural resources by using sustainable practices and build trust with people by providing them with valuable services.
The first step to achieving this goal is to understand how people perceive your company’s role in society and then align your values with them. Next, share both on social media and in the workplace (if possible) how much money was used and what percentage of profits were donated. Also, share what you are doing to protect the environment. This builds trust with employees who may not be familiar with your company or industry.
4. Commitment to compassion is key.
Compassion is an important leadership skill. It’s not only about the well-being of others but also about your own, and it’s one of the most important components of emotional intelligence and resilience. This can be particularly challenging when you’re leading a team that’s facing internal or external challenges.
The ability to “cushion” others in difficult situations means recognizing when someone needs support or understanding for what they’re going through, even if it could harm your company (or even yourself).
Society has conditioned us for so long that we often forget how important it’s for leaders to stand by their employees during difficult times, which goes both ways. Leaders should also make sure their teams feel supported by them when things aren’t going well on either side of an issue they’re facing professionally.
5. Use technology to drive social change.
Technology is a great way to connect with people and drive social change. It can also help people, animals, and the environment. Example:
Technology can help you connect with other leaders in your field by engaging with them online through their blogs or social media accounts. This will help you stay current on new ideas and trends relevant to your work as a leader.
The future of Leadership is changing, and you need to keep up with it.
Here I’m going to explain Leadership is changing, and you need to keep up with it:
1. New leadership styles for the new workforce
The world is changing, and so is leadership. The days of command and control are gone, and leaders are forced to adapt. Today’s leaders must be more than assertive; they must be empathetic, compassionate, goal-oriented, and profit-driven. These new traits will help you lead your team in an environment where change is the only constant.
2. Be adaptable
Leaders today must be adaptable. You can not just jump into a new situation and think that everything will already work out because it has worked in the past. When you take control of what’s going to happen in the future, you need to be flexible enough to embrace what’s coming. If you become too attached to the rules of the job or the way business processes work, you will find that your leadership will no longer work.
To keep your company competitive, you need to be open to the different perspectives of the different people in your workplace. If you limit yourself to only one preferred group of people, you will not be able to make the progress you can with people from different backgrounds.
3. Be empathetic toward your employees.
Leaders today need empathy. You need to take care of yourself before you take care of others, so you do not burn out or get overwhelmed by all the extra work your team is now demanding. Know when it’s time for a break or lunch away from your desk. Most importantly, have compassion for those who are struggling around you because everyone struggles with some sort of difficulty at some point in their professional life, whether it’s financial worries or personal issues – everyone has problems!
What does a future leader look like?
In the past, leadership was about power, influence, and control. Today’s leaders are expected to be collaborative, transparent, and inclusive. They are expected to lead with integrity and by example.
In 20 years, we have gone from a world where most people were born in their home country and stayed there to one where people are moving around the world with increasing frequency. According to a survey, nearly half of all international migrants now live in high-income countries. As you can imagine, this means that managers need to be able to work with people from all over the world – people with different backgrounds and experiences.
So if you are looking for a leader who can help your company grow and succeed in this new global environment, look for someone who is not only willing but excited about working with people from different cultures and backgrounds.
The future also requires leaders who value talent and intellectual property – and who recognize that the success of their companies depends on how strategically they use these two things. Leaders today know that their companies’ greatest asset is their people – and they know that the best way to protect that asset is to invest in them through training and mentoring programs so that everyone can grow together as a team, not as individuals.
Future leaders must be like the pioneers of old and embrace the unknown. They must be open to new ideas and change course as the world around them changes.
They inspire and engage their team.
Future leaders must inspire and engage their team in organizational tasks by giving them personal attention. They treat their employees like their own families.
They must be tech-savvy.
The world is changing fast, and so is innovation. The leaders of 2030 must have technical skills and the latest technical knowledge. They should know how to use their technical knowledge to increase company profits. They should be open to diversity.
Frequently asked questions
Here are some important Frequently asked questions:
Why should a leader adapt to changing times?
Leaders need to understand that the way people work is changing: What used to be done in the office is now done remotely or even digitally. Leaders need to embrace this change and find ways of working that make sense in today’s environment, such as using collaboration software or working from home.
How can leaders engage their employees in the workplace?
Because of the automation and globalization of work, managers face a new challenge to keep their employees engaged in the workplace. They can keep them engaged through regular feedback or rewards while maintaining an open dialogue about problems before they become too big to handle. This gives them mental satisfaction and spurs them to work effectively.
Who are the Millennials?
Millennials are the young people who want a change in traditional leadership styles. They want their traditional leaders to change their core values and create something purposeful new that supports relationship building and empowers them.
Millennials are the ones behind the recent shift in leadership patterns. They are willing to speak louder with their actions than words and want a leadership model based on empathy, compassion, and other human values. They do not just want to make profits. They want to feel better fulfilled through moral behavior.
What is the difference between traditional leadership and modern leadership?
A leader in traditionalist times would maintain control, set rules and regulations, and set boundaries, but the modern leadership approach is different. Modern leaders are less concerned with controlling every aspect and want people to be free to develop, which they believe leads to success.
The sudden change in the world of work (telecommuting) has led to the need for tomorrow’s leaders to be more agile. In this innovative age, employees are constantly connected through technology, but the need of the hour is to make this connection stronger and more meaningful. The integration of people and technology presents many opportunities and challenges for the leaders of the future.
Global citizens will be needed in the future, and they must also be able to work in a multicultural environment. Future leaders should value human resources and ensure that they are constantly adapting digitally; therefore, we should start practicing early so that we can keep up with the pace of change.
Personal agendas are subjective rankings of their importance to an individual and their perceived extent to others. These are personal to-do lists or tasks one has in his mind aside from the general or public duty. It is not common for everybody to have secret agendas when they meet new persons or at their place of work.
Some people see it as a means of not trusting others to run personal agendas alongside the public or general duties, especially in group work. This article will find out if it is good to keep an individual plan at work or not. We will be looking at the advantages and the disadvantages of having personal agenda.
Before we move on, we must know that there will be some people with personal agendas where there is a general task or plan where people are involved. It now differs from each person if it will help the task at hand or not. There are positives in having a personal plan, and there are negatives as well.
Even in friendships and relationships, some people keep and sustain the relationship or friendship they are in to because of their schedule or what they stand to gain in the relationship. You must understand that personal agendas are not what is written in big alphabets for everybody to see. They are left hidden for people to find out. Sometimes, individual plans are hidden agendas because they are told but left in the head of the personality involved.
The personal schedule can be found in anything that involves two parties (this could include human to human, human to an organization, and so on). Having a personal plan doesn’t mean that the person is against the general plan. It can also mean that depending on the aim of the persons involved. Personal agendas could include using the available task to build or develop one’s self which is positive. Also, it could be damaging if one has an ulterior motive as a personal agenda.
Some people do not like to work with people who have individual plans is understandable to an extent. For instance, you are working with somebody. The person prioritizes his or her schedule over the general or group task at hand, leaving the other person to do most of the work involved. Mismanagement of personal programs sometimes makes it very hard to want to entertain in workplaces or relationships.
Here I’m going to explain Advantages Of Having Personal Agenda At Work:
The personal plan helps to give proper organization for work to be done. Someone with personal agenda plans well and arranges his things properly. Adequate management of personal agenda entails appropriate organizational skills, and such a person doesn’t allow his public and company’s plan to be hampered by his schedule. Your work schedule includes a timetable of work to be done, due dates of some assignments, work programs, social and personal activities. It is straightforward to split office work from other works (family and other social activities).
Having personal agenda at work keeps us focused on our goals. When you have a proper and documented personal plan, it keeps you on the path to achieving the goal. You will be able to differentiate the company’s work from your personal goals. With this, you can be sure to develop yourself while still accomplishing the team’s goal. Someone might be so addicted to his work, and at the end of his working years, he hasn’t learned so much.
We have said that personal agenda at work gives you a proper organization of your activities, leading to time management. Once you know the tasks ahead and figure out how to go about them, you can set deadlines for each task and work towards it. Under this, you can set aside the major and minor tasks (i.e., setting priorities) and allocate enough time for individual jobs; this will help cut off unnecessary tasks and irrelevant activities.
Accomplishment is easy to track
Personal agenda at work gives us the ability to be able to track success. It is easy to map out areas we have done well and areas that need improvement. When we can do this, it helps us to do a proper assessment of our work. And also, procrastination at work is reduced. It builds our confidence more and when we see our past success.
In a work area, it is the working together of a group of people working together to achieve a common goal. Human operations are different from each other, which affects how people tolerate personal agendas at work among employees. As a leader of a company or an organization, you are expected to know that aside from the general plan you and the company have, employees will have their agendas.
Even as a leader, leaders have personal agendas; Hence, management of the unique project is critical. We will examine why having a personal schedule at work might deteriorate communication and work effectiveness among employees.
Hindered Free-Flow of Ideas
Work effectiveness can only come by sharing ideas and rubbing minds together at work to get better results. When employees hold back their thoughts and stands due to their agendas, this will hinder the free flow of ideas. What is meant to be a discussion of the heart becomes a session of indirect attacks. Some people hold back necessary and important beliefs because of their plan. They always want to act independently to achieve the best results for personal gains and recognition. This affects the team’s effectiveness and productivity because when an idea is brainstormed, it can be effectively perfected when analyzed by multiple brains.
Loss of Trust and Respect
If personal agenda is not appropriately handled at work, it will lead to a loss of trust and respect among workers. This is another reason why private plans might be bad for business. As a leader, if you want to settle a misunderstanding about one of your workers having personal agendas and some of the workers are not cool with it, you need to apply wisdom and not rush into making decisions that cost the office’s harmony. Running into judgments will look like you are siding with some part which will lead to broken trust, which could need a long time to restore and, in some cases, might not be restored.
Reduction in efficiency and productivity
Personal schedule at work is good, but it becomes a drawback tool to the team’s work when prioritized over the general task. Here comes the question, “Is it good to prioritize personal agenda over the general task and agenda at work?”. The answer is no because the company hired you to come and work for them; in this case, the company’s plan and goal are the primary while the personal agenda is the secondary thing at work.
Not all workers have an individual plan at work; some do the job due to passion, some because they have no options, and some because they have learned and studied in that line. The goal of each category differs from one another, and that should be respected.
Another critical question that must be asked is whether having a personal agenda at work is a priority? Many people feel like they are better, and they have ambitions just because they have an individual plan at work. This causes intimidation for those who don’t have any personal agenda. This would eventually lead to a hostile working environment with personal agendas clashing, reducing work efficiency and productivity.
How To Set Proper Personal Agenda At Work
Create a goal
The first thing to do here is to know your objectives because, without them, you cannot set reasonable goals. For an effective personal plan at work, you must know what you want to achieve, visualize them, like them and be specific. Develop a plan: After you might have created your goals, the next thing is to develop a plan for them. Note that your plan at work is not your primary task there, so you must design a plan that accommodates both the general mission and your schedule very well so that nothing will hinder the other.
If you keep agendas and are not self-disciplined, it won’t change or succeed. It is one thing to set proper personal plans at work, and another thing is to be disciplined about them. Part of these disciplines includes sticking to the goals and strategy you have drawn, showing commitment and consistency. Remember, it is a personal plan which nobody will do for you.
Track your progress
Tracking your progress is as important as having personal agenda. You must frequently evaluate your progress. Reviewing and tracking your progress allows you to be more precise and more specific about your plan.
There are a lot of talks these days about conscious leadership. Being a conscious leader is not easy. It takes a lot of time, effort, and energy to succeed. But what does that mean, exactly? And how can you become a more effective leader by embracing those characteristics? This blog post will explore seven characteristics of conscious leadership and how you can put them into practice.
1. Be authentic – Be yourself and let your employees see your true personality.
Don’t try to be someone you’re not. Authenticity is critical in any relationship, and likewise, even in the workplace. As a leader, you need to be able to build trust with your employees. And one of the best ways to do that is by being authentic and letting them see the real you. When you’re genuine, people can see it, and they will respond positively. So don’t try to be someone you’re not – just be yourself!
Authenticity also means being honest about your mistakes. We all make them, and there is no shame in admitting that. What matters is how you handle those mistakes. Do you take responsibility for them? Do you learn from them? When you’re open and honest about your mistakes, it shows that you’re human and willing to learn from your mistakes. And that is an essential quality in a leader.
2. Listen with intent – focus on understanding what the other person is saying, not just formulating a response.
We’ve all been in a conversation where we were so focused on formulating our following response that we didn’t hear what the other person said. It’s easy to do, but it’s not effective communication. When talking to someone, really focus on understanding what they’re saying. Listen with intent and be present in the moment. This will show the other person you respect and value their opinions. It will also help you build stronger relationships and trust with the people you work with.
Listening with intent doesn’t mean that you agree with everything the other person says. It just means that you’re trying to understand their point of view. And once you understand where they’re coming from, you can then have a productive discussion about the issue at hand.
So the next time you’re in a conversation, really focus on listening and understanding what the other person is saying. It will make a world of difference in your relationships and your ability to lead effectively.
3. Lead by example – show your employees what you expect from them by setting the right example yourself
One of the most important tasks you can do as a leader is to lead by example. Show your employees what you expect from them by setting a good example for yourself. If you want your employees to be punctual, you’re always on time for meetings and appointments. If you want them to dress professionally, make sure you’re always dressing in a way that represents the company well. And if you want them to be respectful and courteous, make sure you’re always treating people with respect and courtesy.
Leading by example doesn’t mean that you have to be perfect. We all make mistakes. But it does mean that you need to be conscious of your actions and how they might affect your employees.
4. Empower others – give your employees the freedom to make decisions and take ownership of their work.
One of the best things you can do as a conscious leader is to empower your employees. Please give them the freedom to make decisions and take ownership of their work. This will show them that you trust them and believe in their ability to do great work. It will also help to motivate them and encourage them to take pride in their work.
Empowering others doesn’t mean that you have to give up all control. You still need to set clear expectations and provide guidance when needed. But it does mean giving your employees the autonomy to make decisions and take action on their own.
By empowering your employees, you’re showing faith in their abilities and helping to build a strong team capable of achieving great things.
5. Manage change effectively – accept that change is constant and learn to adapt quickly
Change is a constant in the business world. And as a leader, you must learn to manage change effectively. Accept that change is constant and learn to adapt quickly. This will show your employees that you’re flexible and willing to embrace change. It will also help keep your team motivated and focused on the task at hand.
Managing change effectively doesn’t mean that you have to be perfect. Things will still go wrong from time to time. But it does mean being open to new ideas and being willing to try new things. By managing change effectively, you’re showing your employees that you’re committed to continuous improvement and always looking for ways to make things better.
6. Stay curious – continue learning and growing as a leader so you can better understand your employees and the world around you
One of the essential characteristics of conscious leadership is staying curious. As a leader, it’s essential to continue learning and growing to understand your employees and the world around you. By staying curious, you’re showing that you’re open to new ideas and willing to learn from others. This will help create a positive, productive work environment where employees feel valued and respected.
So how can you stay curious? There are many ways. You can read books, attend workshops, or listen to podcasts. You can also seek out mentors and ask for feedback from your employees. The key is to keep learning and growing as a leader to always be at your best.
Use your experience and knowledge to make decisions that will benefit the company and your employees.
One of the essential characteristics of conscious leadership is wisdom. As a leader, it’s essential to use your experience and knowledge to make decisions that will benefit the company and your employees. By using your wisdom, you can make better decisions that will help create a positive, productive work environment.
So how can you be wiser as a leader? First, it’s essential always to be learning. By continuing to learn, you can gain more knowledge and understanding. This will help you to make better decisions in the future. Second, it’s essential to listen to your employees. They often have valuable insights and perspectives that you may not have considered. By listening to them, you can gain a better understanding of the situation and make more informed decisions.
So here are a few of the characteristics of conscious leadership. By consciously practicing these characteristics, you can become a more effective leader and help to create a positive, productive work environment. So what are you waiting for? Apply today and see the difference it makes in your team’s performance!