Most of your clients do not have any particular love for you; you are only valuable to the extent to which you can help them solve their problems. The new dynamics across the world entrepreneurs are built on fantastic thought leadership platforms. All your client’s problems and challenges can be skillfully solved while underpinning your sales on their visit and interaction with them. These platforms are meant to stand you out from other experts in your field of work.
THOUGHT LEADERSHIP PLATFORMS is about delivering new ideas and content to your target publics based on deep insights into the business issues and challenges they face. In the process, the value you provide must transcend just distributing products. Your opinions on events and issues should differentiate you from your competitors, establish you as the ‘go-to’ expert in that field, and position you as a trusted advisor – all with the intent of getting sales. Creating a website or social media page for such a purpose is termed a thought leadership platform.
CHOOSING THE BEST THOUGHT LEADERSHIP PLATFORM
Arriving at the proper thought leadership platform naturally is a challenging task. A good starting point is to apply some rigor to your search process. Try the following tips for THOUGHT LEADERSHIP PLATFORMS.
Scan the media and social media sites for issues affecting your brand or sector.
Search for quality content bordering around the products and services that you offer. You need to be at the forefront of all the current events in your field and be proactive in addressing them appropriately on your thought leadership platform. This will make you top of the go-to experts in your field. This will invariably increase your market acceptability.
Make sure you Track your competitors’ progress and methods to ensure the kind of thought leadership platform you want to run are not already in use by a competitor. If you fail to carry out this crucial step, you may play second fiddle to your competitors. The critical turning point in running a successful thought leadership platform is that they inspire their visitors to think outside the box. The platform encourages all visitors to apply conventional means to inspire new interest in their products and services.
Determine The True Worth of your Organization
Analyze and understand your company’s actual worth, i.e., its total values, to define the best thought leadership platform that best suits your business. It’s possible you have been wining in some areas of your company, and it will only be natural that you stick to your tactics. Where you need to apply the skills and techniques of your thought leadership platform are the failing areas. You should know the issues and seek to find a lasting solution to them.
Study Your clients’ Challenges and What Excites them
Most critically, Research your clients’/customers’ needs regarding their issues, challenges they face over the next two to three years to ensure that your thought leadership platform aligns with these. When your clients are aware that they can get solutions to all their challenges, they will naturally want to be associated with you and follow all your instructions to the letter, including your product recommendations.
Note the trend of events in your field and be ahead all the time
Trend spot to identify the forces that could shape your audience’s lives now and in the future, which will offer a greater focus for all the materials you post on your leadership platform. The crucial factors that will decide your clients’ satisfaction must be identified and taken as your key strategic communication point with them. The most effective thought leadership platforms are never lacking the right key focus points. They strive to help their clients to get a solution to virtually all their challenges in their field of choice.
Identify a champion to lead your campaign – you need a spokesperson.
You should hire very competent and hardworking thought leaders who will constantly hold your clients spellbound with quality contents and materials. This will add value to your existing clients as well as your potential clients. Your thought leadership platform should work like a magnet and get people hooked. This might require you to spend some cash to get this done if you can’t handle it yourself. Nothing excellent comes cheap, especially the driver of your sales.
Ensure you examine your properties, i.e., do you have any existing intellectual property that could be turned into your campaign materials with a little more work. This will help you to cut costs a bit. If not, your team should manage tour thought leadership platforms professionally.
All these above mentioned tips will help you in THOUGHT LEADERSHIP PLATFORMS.
Companies with strong cultures tend to do well. Leadership is treated the same way- for it to truly succeed, it should become part of an organization’s culture. For many years some of the leading management consultancies have had an intense focus on thought leadership.
They’re delicious in their thought leadership platforms, and it has been the critical point of their client engagement strategy. In many cases, they push their sales from there, and it has become part of their culture, including every member of the organization. These companies have illustrated that companies must maintain a very viable thought leadership platform for thought leadership to thrive.
In today’s cluttered information environment, it’s not enough to produce content and provide average products and services. To stand out and differentiate yourself requires that you be a thought leader in your field and maintain an excellent leadership platform.
This means vision, innovation, credibility, a depth of knowledge, at times going against popular opinion, is the outlet that people – particularly those within your industry – look to for answers and direction. This implies knowing and forecasting patterns and knowing how to capitalize on them. It means recognizing patterns and connecting dots that others don’t see. Differentiation is usually viewed horizontally as simply doing things differently from your competitors.
But thought leadership is vertical, meaning you rise above peers and competitors. Normal differentiation keeps you trapped in the commodity world, meaning you’ll constantly compete on price. Thought leadership lets you overcome the pit of commodities; Buyers like more than what you are selling; they want your experience and expertise to be in-depth. And because they believe in your advice, you’re going to sell more of your products.
THE IMPORTANCE OF THOUGHT LEADERSHIP PLATFORMS
Thought leader platforms must offer some benefit to their readers or visitors. They are either willing to support their audience with decision-making or problem identification or facilitate their ability to invent the next big thing. All of us have a specific amount of expertise and industry experience. Still, it is the industry’s powerbrokers that eventually close more deals and get investors and consumers more effectively than everyone else to reach for their wallets.
As a result, thought leadership platforms can build or break a brand, and they help drive customer engagement and help create the next generation of consumers. Thought leadership platforms also help drive innovation and progress by publishing carefully crafted and managed columns and other social media posts. Such interaction points are where thought leaders talk about new products, features, services, technological advancements, or business ways.
This allows them to harness a whole new spectrum of customer feedback, comments, and experiences. This way, they can formulate new or improve production processes or impact the general way business is conducted in other meaningful ways. It also leads to improvements and advancements in the industry as a whole.
DO NOT ABANDON YOUR COMMODITY.
We encounter this problem constantly – people don’t want to enter the commodity trap, so their business model shifts to information. This is a mistake; your commodity is your primary economic engine. On your thought leadership platform, invest more in speaking and consulting gigs, but use them to drive business to your commodity.
Take your fees as icing on the cake, but never confuse them with your primary economic engine. For example, mortgage broker Kenton Brown offers training every Saturday on his leadership platform, but he understands that mortgages are his economic engine. Very few people can have thought of leadership as their primary economic engine and flaunt a platform for such. It’s a gamble, and it takes massive amounts of time and effort. It’s largely dependent on personality and charisma.
As an acknowledged thought leader, you can charge more, and you’re all but guaranteed to have a steady stream of clients. Escaping the commodity trap doesn’t mean stopping selling commodities; it means building an effective thought leadership platform to sell your commodity.
Every organization and the business person must take a course or seminars/workshops on how you launch and run a successful thought leadership platform in the modern age. Your clients will constantly look up to you for professional assistance. The more you try to help them overcome their challenges, the more they become attached to you.
It will be natural they recommend you to their family and friends when they face a similar situation in the future. With the digital marketing boom and numerous online resources, consumers can now obtain information on anything almost instantaneously. Your thought leadership platform must be such that it will be catered to all your clients’ fundamental needs.
What is the Difference Between Influence and Persuasion? In the social media world, we often hear of influencers who subtly promote products or brands to their followers. This phenom has taken the world by storm in the last ten years. As a member of the Black Sheep Community, we are often seen as either influencers or persuaders. This means we, through our communication, sway the non-member public to our point of view.
But what is an Influencer, and how does it differ from a Persuader? How closely are these two concepts related? Regardless of the leadership position you are in, understanding the distinction will mean the difference between failure and success.
Firstly, the two concepts or terms are most certainly related to each other. Being able to influence people is often misconstrued as persuasion and vice versa. Secondly, they both have pros and cons.
The Difference between Influence and Persuasion can be understood by knowing its terminology.
The terminology of the Difference between Influence and Persuasion is given below.
Here I’m going to explain The terminology of the Difference between Influence and Persuasion is given below.
the ability to present a case or statement so that the other party has the information to change their point of view themselves. This means that you use no force or cohesion to sway them; through listening to your statement or argument, they reach their conclusion and change their opinion—a long-term change.
using your communication skills to temporarily change the opinion of others to achieve a short-term goal. Persuasion is getting people to take action, such as in sales and politics. The buy-in is most certainly short-lived, and often there is a feeling of change again, such as buyer’s remorse.
How Does the Difference Between Influence and Persuasion Apply to Being a Thought Leader?
When you want to get your point across to an audience, you need both these skills. You must be able to influence and persuade at the same time. The required measures of each are dependent on the situation, and it is your primary job to understand when to use each. Creating lasting change in any environment requires you to use the two communicative styles in unison.
Firstly, your influencing skill will be tested as you will have to present your cause with facts and context. This strategy often gets you in the firing line. In other words, you must be able to stand firm as your opinion gets scrutinized by peers and detractors. For you to increase your influence on a specific topic, you would first have to establish trust. This trust will begin to build your credibility with your audience.
Credibility comes from four core aspects, Integrity, Intent, Capabilities, and Results. These core characteristics will show your ability to back up your opinion.
Can only be displayed by being honest. Honest about shortcomings and achievements. In the world today, your life is on show permanently using social media, and any disparity from your cause will hurt your ability to influence.
Your intent must be clearly understood. You must show your desires (intent) by meticulously spelling out your motives and what you want to achieve.
You will not influence if you cannot show that you can do what you want yourself. By leading from the front, you will have more influence over your audience.
Your track record will speak volumes. If your historical results show that you are not capable of results, you will have very little influence over your audience. To expand your influence, you will also need to engage and connect with your audience. This engagement will get your audience involved with your cause. Your audience will have various opinions about the project or cause, and these should be understood and possibly integrated into your process. This sincere interaction with the people around you will increase the level of influence that you can exact.
Your clear vision and defined results will also give you more influence over your audience. Let’sLet’s be clear if you are standing on the soapbox and trying to motivate your audience to action. Yet, the desired results are not clear and defined, and you will not get the dynamic response you desire. In any social environment, people will only take action once they understand what they will achieve by their actions.
Creating profound and lasting influence, you also need to share your passion for your cause. Your passion is what will get people to listen first of all. A straightforward analogy is if you cannot display your passion through your words and actions, no audience will follow you. Passion is not fake; it is an authentic manifestation of your belief and drives for your cause.
To be an authentic influencer in leadership or any capacity, you need to display and enact these simple principles in every action you take. This will create a profound and lasting influence on your audience over time. Actual influence does not happen overnight. It talks about time for people to process your actions and words in their world and circumstance.
When it comes to persuasion, it is often described as the ability to sell ice to Eskimos. The sales and marketing industry most often uses the art of persuasion. As the definition above states, you will temporarily change your audience’s understanding to achieve a temporary goal. No, whether this is to sell them a product or whether this is to make them join your cause, the process is all the same.
When you first start your journey as a thought leader or an activist, you will most likely use your persuasive skills more at first. Without the benefit of trust or connection, you will have to present your case differently to your audience to get buy-in. This is where your persuasion skills, your sales skills will become vital to your success.
We have all met actual salespeople in our lives. These are the people that can present an unknown subject or topic in such a way that you start paying attention. You might even want to buy the product or start having serious thoughts about it. They can instill trust and confidence in a short time by being sincere and polite.
Persuasiveness is how you will get noticed and how you will make the initial impact on your audience. If you have not noticed it yet, actual salespeople have an excellent vocabulary and speak with authority. When you take your stand, you must be prepared to be questioned and criticized. One of the best ways to prepare is to have all your facts and arguments well planned out and ready. This will give you the confidence to speak your truth. Know When to Use These Skills in Unison.
As activists and thought leaders, we will constantly be using our effective and persuasive skills to navigate the world. People often misinterpret these skills we want to communicate with. Therefore, you need to be authentic in all your actions and words.
Human beings have the innate ability to detect when someone is incongruent and dishonest. Or at least most people have the ability. If you want to start a cause and get buy-in from your social structures, you need always to bring the actual message. Your leadership journey will forever be understood in those first few times that you stand up and make yourself heard. So, practice your influencing skills by being authentic and credible. When you take up your cause, don’t give up when you get resistance; don’t stop just because it seems complicated.
Build your image and keep the focus on your project so that you can build your credibility and trust. This might take longer than you want it to take, but you will see the results in the end.
Black Sheep Community and The Difference between Influence and Persuasion
For activists and thought leaders, there is a place where you can share with peers that have experienced much the same as you have. If you have a message that you want to share with the world and are not sure how to approach it or begin, Black Sheep Community has the answer. Here you can connect with like-minded people committed to making a difference, and you can share in their success stories. You can get directions as to how to find yours.
Make the Black Sheep Community your new base of operations and share the many skills and abilities that our members share. You will understand the power of influence and persuasion and how to use these critical skillsets to further your cause. Join us today and start your journey as a thought leader.
HOW TO TELL YOUR STORY? An essential aspect of becoming an entrepreneur is excellent writing. We have a unique tale to write, as your narrative links you to your audience and potential customers as an entrepreneur. For any entrepreneur, the power of sharing your thoughts is an important instrument. Your own extraordinary stories differentiate you from anyone else.
This difference is the stuff we share with others to know who you are, what you stand for, and what your would-be clients stand to gain from you. Every successful entrepreneur and speaker shares his or her story with the world. Telling your story helps us to bridge the gap between our thoughts and our emotions. A powerful story will touch other people at their core. A good story will pull the listener in and create some reactions. Your story is what people will remember and repeat to others repeatedly while facts and figures are soon forgotten.
This piece is out to inspire more storytellers out of the world community of entrepreneurs. It is meant to teach the rudiment about storytelling and how to go about it while attracting millions of followers and fans to yourself. How to tell your story that it becomes effective?
EVERYONE LOVES A GOOD STORY.
Against most people’s belief that your audience may not be interested in your story, everyone always falls in love with great stories, especially when the story is a true-life story. Whether to move people or it’s for a cause you are deeply passionate about, a product very dear to you, or a service you hold in very high esteem, your story shares your passion and your message more powerfully than anything else. Most successful speakers, entrepreneurs, and authors do well in telling their stories.
A powerful story will command the audience and keep the audience hanging on every word, wanting to hear more. Telling your story is the most powerful tool you can apply as an entrepreneur to catch all your would-be clients with strong and powerful messages, stimulating emotions and creating actions. The skill of telling stories is an essential must-have tool every entrepreneur must-have if you hope to achieve success and a considerable following, precisely what you need to drive your brand. Whether you are blogging for fun or a severe Internet marketer, you have a unique story. How to “tell your story” will separate you from everyone else.
WHY YOU MUST TELL YOUR STORY
Amongst several reasons you can give for telling your story, these are the few most influential of the reasons: You Stand the chance of Gaining New Perspectives.
When you write about personal experiences, you may gain new perspectives on what happened. Have you ever told a hilarious story to a friend and remembered more of what happened as you talked? Laughing from your stomach, you sit there, and then your laugh gets even more profound, and the more you remember, the more fun it is. Sharing your narrative also lets you gain even more insight into the situation. This is because you take a step back, and the bigger picture is considered. As you share, you can potentially expand your viewpoint. Why not share the laughter with someone who needs to read a funny story to lighten his or her load?
Your healing is hidden in telling your story.
Have you ever noticed that speaking helps you take ownership of your words? There’s something permanent about words traveling from the mind through the heart and speak out. Telling can uncover shame, calm anger, and bring truth to the surface. Sometimes people bury hurtful memories as a form of protection. But buried secrets are burdensome. Writing out your story can help you speak your truth. It can help you embrace what remains.
There’s a word frequently used in crisis counseling that’s appropriate here: normalize. When counselors normalize, they let their clients know that their distress is entirely ordinary considering their situation. When a person reads a memoir about someone who experienced something similar to them, it can help them feel less awkward. They can say to themselves, “It’s not just me” She had been going through the same thing, and she made it out.” You can help others heal and reclaim their own life – just by sharing your personal story.
It arouses and improves your creativity.
An alternative to writing a memoir is to write a fictional memoir. When you tell your story this way, you can make it what you want it to be. You can make sad memories humorous. You can turn average situations into intense scenarios. And you can weave historical events into creative dialogue. Creatively telling your story can still help you and others heal. You can highlight moving takeaways and place emphasis on areas you wish had been different. In this approach, you have a creative license. You are in control whether your memory made you feel in control or not.
HOW TO TELL YOUR STORY
Many people want to tell their stories and wow the world, but they feel overwhelmed even before they start. They are confused about where to start from, getting the right words to use in paining their experience, and even the sequence to take in arranging the events. The key to telling fantastic stories lies in just starting from wherever you feel most comfortable and go in any direction as you start remembering the events. With time, it becomes a part of you, and it will come effortlessly. Here are few methods to tell your stories as culled from the best storytellers around the world.
Decide what it Means to Tell A Story.
First, you have to decide what it means to tell your story. This response will be varying from person o person because we have gone through different phases in life. For some, telling their story might involve disclosing to a loved one. It could mean publishing a book, and of course, sharing their story could be more personal for others. It may involve keeping journal entries tucked safely away. Try to avoid sharing your story in a way that makes you uncomfortable. Don’t rush yourself to communicate more than you’re ready to say at a time. It would help if you chose who you want your audience to know the limit you have to go in telling your story.
Tell with Self-Compassion
Whether you choose to lock your stories away or distribute them to the world, do so with self-compassion. The Latin root for passion is suffering. When a person is compassionate, they suffer from another person. When you are self-compassionate, you suffer with yourself. You show yourself empathy. Try to put yourself in your shoes. How were you feeling then, and how can you kindly respond to yourself now? If yours is a success story, bask in the euphoria once again like you are freshly experiencing the whole event again. Laugh if it’s a humorous event.
Telling harrowing stories involves reliving past hurts. Take breaks. Please don’t force yourself to write or speak when it’s taking a toll on you. This is not how you tell your story. Forcing yourself to push through the process can spoil your state of mind, health, and even your relationships. Pace yourself. For example, if you notice that your shoulders tense up as you write, you can limit yourself to writing a certain number of words per day and then complete a stretching routine afterward. Or you can create some other system for yourself. The idea is to make necessary accommodations so that the process doesn’t frustrate you entirely and force you to quit.
Regardless of what happened, you are alive to tell. Try not to wallow in despair or regret – even if you may have been the cause of your challenging story. It is unlikely that you will make the same choices as before, so empathize with the person you were then and love the person you are now. You will have more stories to tell as you grow older and wiser. Those past mistakes don’t have to define who you are. You should relieve the knowledge that you will be teaching millions out there not to make the same mistakes you make. You are merely gifting a whole lot of people out there with a lamp to navigate the dark spots of life.
How to tell your story?
When deciding whether to tell your story or not, consider the number of people your story can benefit yourself and others. Think about it. You have the chance to learn new kinds of stuff. You may come to see yourself as healthy instead of weak or determined instead of arrogant. Are you at a place in your life where you can go through the process of finding closure? Others involved may never change.
Are you ready to compromises your healing while you wait for them to be different? Can you tell your story to inspire others? Are there teens going through what you went through? Can you mentor them based on sharing your story? Would you be better served to put a creative spin on your personal story? There are billions of people on this earth. Telling your story can help improve the world, even if it only helps one person and even if that one person is you.
The bases of power cannot be discussed if we do not know what power itself means. Many people have different definitions of power depending on the context of the usage or the aspect of life it is being talked about. For instance, power in physics is the ability to do work, or power to a gym instructor is the strength gained as a product of exercises. However, we are not talking about that. We are interested in how power relates to our life experiences and what are the bases of power?
What is Power?
Power is the influence that leaders have over their followers. It can also mean the authority a leader has over his followers. An individual may have and use power, but a leader cannot be without power. The ability to influence their followers to achieve the team’s goal and improve their performances is what makes them leaders, and this cannot be done without power. Without power, the leaders look like one of the majorities. Their power is measured by the extent of the influence and motivation they have on their followers to achieve a peculiar goal even when they don’t want to do it.
While power and leadership might play different roles in some aspects, they are interwoven. I have seen people describe power as the ability to control people or their activities, but leaders use it to inspire and motivate their followers to achieve the best out of themselves. Leadership studies are in various styles with diverse nature and definitions.
What is a leader without power? Although not everyone knows what to do with power when they have it, an individual might be one of the most diplomatic and great personalities when still being a follower but might lose their heads when they get power. Nicole Lipkin, the author of the book “What keeps leaders up at night,” says in the book that “Power tends to get to people’s heads; We are not trained to handle power well.”
SIX (6) BASES OF POWER
Bases of power can be defined as the approach that leaders utilize to impact or influence their followers. There were first the five (5) bases which were identified and analyzed by social psychologists John R. P. French and Bertram Raven in 1959, and six (6) years later, Bertram Raven added the sixth (6th) base. Bases of power can be categorized into two power sources which are: Positional Power Sources and Personal Power Sources.
POSITIONAL POWER SOURCES OF BASES OF POWER
1. Legitimate Power:
This is a given power or trust in the followers or employees that the leader or the manager can make the right call or decisions. It comes from an elected, selected, or appointed position of power. This comes from the belief that a person has the formal right to make demands and expect others to be compliant and obedient.
It is a product of election (often in government or a big organization) or selection (also in a big organization having considered being eligible for the position). Nicole Lipkin added that “If you have this power, it’s essential that you understand that this power was given to you (and can be taken away)’ so don’t misuse it.”
These things often happen in government or any organization. When a person wins an election to be in a post or has been selected to be in a leadership position if the majority believes the person deserves it, there will be a smooth working relationship between them, but if otherwise, the movie is a bad one of the working relationships, teamwork and the growth of the company. Legitimate power only works when their authority is acknowledged, and their positions are accepted by the followers (majorities).
Another basis of power we are considering is Coercive power. It uses the threat of force to gain compliance and obedience from the followers. The main idea behind this is getting people to do things irrespective of their opinions. The main goal is compliance. This idea is power-based. In some terms, it is regarded as Punishment power because it involves force, threat, or punishment to attain its goal.
In the long run, coercive power will make a leader lose respect and loyalty from his followers. Such a leader will be leading with fear no matter how good his intentions are. The working environment becomes very hostile and hot for workers and followers. Coercive power is needed at some point during hard times for the organization, but the bad thing is you can’t build credibility with coercive power. People will see such a leader as a bully and power drunk.
It reduces the working ability in people and also their self-esteem. As a leader, you can punish a worker or a follower for misconduct or indiscipline, but when you employ the major tools of coercive power, which are threats and punishment, people will lose interest.
3. Reward Power:
This power is based on the leader’s ability to provide rewards to motivate their followers. It is a reward for someone’s ability to comply with the organization’s rules and regulations and achieve something meaningful through that. In this type of power, the leader can give out rewards (Tangible or psychological). Tangible rewards could include promotion, office space, time off from work, a hike in salaries, and incentives. Psychological rewards could include help to such individuals, praise, recommendations, and recognition.
This kind of power helps to improve team spirit and productivity. Unlike the aforementioned bases of power, reward power increases the chances of likeness for the leader among the followers, thereby gaining respect, compliance, and obedience when he gives orders. This is a practicable example we are all familiar with. If people know that you will reward them for doing something, there is a high probability that they will do it effectively.
The issue with this basis of power is that when the rewards don’t have much value in the followers’ sight, unlike before, the power weakens. And also, you don’t get to promote people every time or increase their salaries to balance the company’s financial state or organization.
4. Informational Power:
This is a short-term power that doesn’t necessarily build influence or credibility. It involves having control over vital information that others need or want. In this modern age, we are at right now where information is vital can place the one who has it in a position of power.
Information can be used as a weapon to manipulate, extort, share or attain some more important positions. You can also help others with it by providing them with the necessary information that they need.
PERSONAL POWER SOURCES OF BASES OF POWER
Here are some PERSONAL POWER SOURCES OF BASES OF POWER:
1. Referent Power:
Referent power has been over the years the best basis of power that a leader should adopt because it’s all about the quality of the relationship developed with others and how the relationship is built. This type of power results from a person’s perceived attractiveness, worthiness, and right to others’ respect.
It comes from people liking and respecting a particular person due to some traits. This is very common with celebrities. They have referent power. That is why they can influence people to buy some things or become influencers for some products or organizations. In an organization where the leader has referent power, his presence makes everyone feel good, obedient, and reliant.
Although, referent power can be easily abused because, in most cases, you don’t do anything to earn it. Someone likable by everyone may lack integrity and loyalty. Someone who does nothing to earn the likeness from people can do anything when he gets the power. He might use the position for personal advantages. Using referent power singularly by a leader is not a good strategy for respect and longevity. When combined with expert power, it makes the leader very admirable and becomes a role model.
2. Expert Power:
This type of power uses knowledge and skills to understand every situation at hand, suggest viable solutions, and make solid judgments to gain people’s respect and trust. One of the best ways to build and maintain expert power and improve your leadership skills is by showing convenience, good decision-making, rational thinking, and solution-providing contents.
Someone’s professional knowledge and competence give him or her expert power. A leader’s credibility increases when others can notice and trust his judgments and decisions. Building expert power is an effective foundation for a good leader.
The power comes directly from attained knowledge, skills, and years of experience. He or she won’t look like a novice or a half-baked leader who is directing the followers. The people will feel their expertise and will regard the authority when they make decisions. The great thing about this kind of power is that nobody can take it away from you because it is the knowledge that you have. To remain an expert, continuous learning and improvement will help you to keep your status and influence.
In conclusion, understanding these bases of power will help you understand the dynamics of power as a leader. You can choose to function as a partner when working with followers, a coach, or a boss.
Psychological contract might not be a familiar term, but it is what a layman understands. What is psychological contract? Psychological contract, in simple terms, refers to the relationship between an employer and its employees with an unwritten set of expectations, mutual beliefs, perceptions between them. A legal contract signed by both the employer and the employees offers a limited understanding of their relationship with the workers reading and agreeing to terms with little or no contribution. In this case, a psychological contract is more essential.
This contract’s basic goal is to describe and analyze the relationship between employers and workers, and it also influences how they behave every day. We can also say psychological contract sets the dynamics for the relationship and defines the work’s detailed practicality.
Psychological contract and normal virtual employment define the employer-employee relationship, but psychological contract expresses the relationship best, but it is not tangible as the normal employment contract. Scholar, Denise Rousseau in his article in 1989, explained the concept of the psychological contract includes informal arrangements, mutual beliefs, common grounds, and perceptive relationships between the two involved parties. It might also refer to individual expectations, beliefs, ambitions, and obligations, as perceived by the employer and the employee.
The normal contract of employment signed by the employee offers a limited reality of the working relationship. Unlike a psychological contract, an employment contract is a legal contract usually written and signed to form an employment agreement. A psychological contract is a practicable way of establishing a strong working relationship because it describes how both parties understand the relationship they share, their individual views on their commitments, and what they should expect in return.
A psychological contract is rather defined as a philosophy, not a formula or plan characterized by showing good qualities like respect, compassion, objectivity, and trust. They are formed by beliefs and may show up in other relationship areas aside from the employer-employee relationship. A scholar once described the psychological contract as the process whereby the employer and the employee or a prospective employee develop and refine their mental maps about one another.
This process starts before the employment and also develops during the employment process. When one writes for a job opportunity, the process starts from there till the prospective employee is called for an interview and continues when the job is offered throughout the Job.
What Psychological contract covers
Unlike a normal contract of employment where terms and conditions are listed and you see what to expect, Dos and Don’ts, etc., a psychological contract does not have a definite list of expectations. Instead, scholars have focused on certain aspects that explore the duration, stability, and quality of the relationship. The following aspects may be covered by psychological contracts to show how they interact and the employment relationship.
– Career Prospects
– Manager’s Support
– Preferential Treatment and benefits
– Job security
On the contrary, it is not easy in a very large organization to form a psychological contract because not a single person is identified as their employer. Still, they are also affected by decisions that the senior board members make. The employees might not be aware of the reason behind some decisions or who is making such decisions. Still, since it’s a general thing, it affects everybody irrespective of your relationship with your head of department. Similarly, such organizations still carry out surveys to see how the employees have been fairing, so it is safe to say that psychological contract still exists there.
In psychological contracts, the importance of leadership transparency cannot be overemphasized because it is a big factor in this system. Achieving a successful and healthy psychological contract will not be possible if the leader is not open enough. A psychological contract is an open relationship, but when a leader chooses to operate secretly because of his work ethics or to have something to hide, he cannot achieve a healthy working psychological contract. Lack of transparency exists due to leadership negligence, bad leadership skill when the leader is a dictator, fear, or insecurity. The lack of leadership transparency results from one or a combination of the following reasons:
– An assumption on the part of the leader that the employees already know things. This often happens when the economic stability of an organization is questioned, probably due to low sale or revenue generated for the month, a leader might withhold the salaries or slash the worker’s salaries, believing that they should know that the company has not been what it uses to be over some months.
– Bossy leaders: Some leaders do not even consider transparency as an important virtue. They are called thoughtless leaders because to move your company forward. It is in the hands of both the employer and the employees. Some leaders even believe that the employees have no right to know whatever is up with the company since they are just employees.
– A policy of secrecy: Some companies have the habit of hiding things for one reason or the other.
When the leadership is not transparent enough, the employees have no reason to trust the employer. We are all humans, and we tend to trust people based on relationships, and as discussed earlier, trust is the foundation of a psychological contract. Secrecy on the part of the leader opens doors for employees to create their ideas which may tend against inaccurate information. Transparency facilitates openness and loyalty between employers and employees. It also gives employees a reliable fact about the situation on the ground.
IMPORTANCE OF PSYCHOLOGICAL CONTRACT IN AN ORGANISATION
The significance of psychological contracts in an organization setting helps and facilitates a good working relationship between employers and employees. When the employees see that the effort they put into the company’s advancement is matched by the backings they receive from the employer, this will foster work efficiency and improve productivity.
– It improves work commitment: A good and healthy psychological contract helps to improve commitment among employees. For instance, when a worker performs excellently well among colleagues and demonstrates a flair for more extra roles and leadership roles in the future, and the leadership does not overlook this, it will boost the workers’ commitment.
– It improves productivity: We as humans tend to perform well in a good working environment, unlike working in a hostile environment where the leader is a dictator. People tend to work just for working sake without putting it to heart. A higher level of commitment is reached with a healthy psychological contract.
– It increases trust levels: Psychological contract is based on trust, and trust can be built and marred. A sense of fairness and trust on the part of the employees towards employers helps build trust levels.
Management and goal assessment:
– When the employers and employees maintain a good and healthy psychological contract, it helps in the company’s management and goal assessment.
– It facilitates development and expansion: When the employers can trust the employees to an extent and vice versa, development and expansion will not be an issue. Trust issues come when issues related to money and promises come into play, but if this is not an issue between parties, development and expansion will not be a forced thing. It will come naturally.
– New business and organizational structure: As the company begins to expand and grow, new ideas and structures are needed, trusted, and excellent employees can be called upon to share their views and new company strategy
– For the company’s advancement: With all the signs listed above, the result is moving the company or organization to a greater height. Any leader who has the company’s interest in his heart and chooses the company’s growth as a priority will maintain a good and healthy psychological contract.
Employers need to understand that:
Maintaining 100% trust within the working environment is in the company’s best interest as a whole. Preventing breaches of contract is better than trying to salvage it when it is almost gone. Trust is key to a long and lasting working relationship.
Employers should employ negotiation where breaches are inevitable. It may be better to spend time on negotiation rather than defending what is not. Generally, humans honor transparency. Even in the worst cases, transparency and negotiation can help solve some issues.
A psychological contract is the foundation of a good working environment, and leadership needs a successful people management skill. A leader must understand that people are different and must not relate to employees in the same way. We have introverts and extroverts. Being outspoken doesn’t make a person better and doesn’t make the person less of a professional. There should be checks and balances on how to relate with everybody in a working environment. These important areas include communication skills, learning and career development, management style, prospective management traits, management expectations, working attitude, and so on.
Are leaders born or made? Whether leaders are born or made has been a word for debate and argument over the years. As long as this question has lasted, no definite answer has been provided. There have been examples of historical figures that came naturally to leadership and also, there have been examples of leaders who built their leadership skills with experience and tenacity. Many schools of thought believe that just like people are naturally talented in arts, music, and other talent-related gifts, people can be born with this leadership skill. So, to answer the question is simple – leaders can be born and made.
Are leaders born or made? To understand the concept of leadership, both the in-birth aspect (born leaders – genetic components) and the building aspect (made leaders – experience and environmental influences) must be considered. This question can go on for many years to come, with people still debating over it. We must examine the leadership concept from both sides of the argument (are leaders born or made?).
Many people believe that if you gather about 20 young children of the same age to play together in a place, it is a high possibility that a leader will emerge among them in no time. It might not necessarily be for leading them, but the leader naturally emerges in making decisions, choosing allies, and so on other leadership decisions.
When thinking about excellent leaders, whether present or historical, it is possible to ask how they became notable leaders. That is where the question comes in again if they were born with the leadership qualities that they possess or if they were made. Thomas Carlyle, in his book, “The Great Man Theory,” said those leadership traits are intrinsic, which means that great leaders are born and show up when faced with challenges.
However, leadership has been taught as well. Many organizations invest time and money to help workers develop good leadership skills. We see these things every day. Some people possess certain leadership characteristics that are just natural to them. Examples include charisma, bringing the best out of others, flowing with people irrespective of attachments, motivating people, inspiring people, and lots more. In cases like this, one can easily recognize that such people are naturally inclined and gifted with leadership skills.
LEADERS ARE BORN, NOT MADE
At some point in our lives, we have acknowledged and appreciated some born leaders instead of defending one perspective to suit our needs. They are not far from being found. They possess great charisma and noticeable presence (not by appearance but words of wisdom) combined with great decision-making skills, which make them stand out. We have all had excellent class captains, group leaders, and team leaders who display excellent leadership skills at a very young age. These are born leaders. Leaders are born and not made; we need to examine genetics’s role in attaining leadership skills.
Over the past few years, studies and research have been carried out to show if leadership traits are genetic or hereditary. One of these famous studies is the twin studies. This study involves twins of the same genetical composition and is examined. The twin study assessment helps to show that leadership traits can be right from birth. Identical twins or monozygotic twins are the best for this kind of study because they share 100% of their genetic material, unlike fraternal twins or dizygotic twins, who only share 50%of their genetic material. This test or study is carried out under two conditions: genetic or behavioral differences and environmental influences on their leadership skills.
Results from this study show that led to a certain level or degree is genetic. This study has further expatiated with each of the twins put in a very distinct and different environment. The study still shows that the differences were not much. Historically, we can see examples of twins who have demonstrated good leadership skills. Notable examples include NASA astronauts Mark and Scott Kelly; Julian and Joaquin Castro, who display their leadership qualities at different services.
Undisputable pieces of evidence have further shown that leaders are born and not made. This leads us to the trait theory. The trait theory is built on the opinion that leaders are born and not made, making leadership qualities in-born and not something that can be learned or taught. Under this, scholars have outlined some major characteristics that determine a good leader. These characteristics include physiological attributes, demographical factors, and intelligence level.
Physiological attributes comprise seeable factors such as appearance, height, dress sense, and lots more.
Demographical factors comprise the educational level and background, age, family records, and background.
Intelligence level – this comprises the person’s ability in question, which includes decision making, charisma, content loaded, knowledge, etc.
EXAMPLES OF BORN LEADERS
There are many definitions of leadership, but there is generally acceptable and cut across all the initial definitions. We all know leadership to be a process through which a person influences and motivates others to accomplish a team goal. We will be looking at some born leaders, both present and historical. In our quest to find out if leaders are born or made, we have some examples of born leaders below:
1. Mahatma Gandhi
Mohandas Karamchand Gandhi, popularly known as Mahatma Gandhi, was born on the 2nd of October 1869. He was a renowned Indian lawyer, anti-colonial nationalist, and political ethicist. He became an important part of India’s independence story by employing nonviolent resistance and protest by leading them to freedom in 1947. He was notably known for his quotes, motivational speeches, resilience, and leading by example.
2. Abraham Lincoln
Abraham Lincoln was the 16th American president was formally worked as a statesman and a lawyer. Lincoln led the country through the most challenging moment in the nation’s history and prevented them from breaking into smaller parts. He used his leadership skill to keep the people together and ended slavery by signing the emancipation proclamation.
3. George Washington
George Washington, also known as the United States of America’s founding father, was an American political leader, military general, statesman, and the first president of the United States. He led the American revolution that won the war of independence and presided at a constitutional convention in 1787 which brought about a federal government and the U.S. constitution.
4. Nelson Mandela
Nelson Rolihlahla Mandela was a South African political leader who led the anti-apartheid revolutionary. He served as president from 1994 to 1999. He served a long prison sentence due to his fight against racism and apathy. This encouraged Mandela the more with his goal of uniting the country. He was the first black head of states in the country.
These are to mention a few. Many other born leaders (active and historical) have made waves in their area of influence.
Notable Mentions: Adolf Hitler, Mao Zedong, Fidel Castro, Winston Churchill, ZurielOduwale (Born in July 2002, and has been receiving international recognition since the age of 8. She has been interviewed about 30 different presidents and heads of state).
With the few examples above, we can prove to an extent if true leaders are born or made.
DEVELOPING GOOD LEADERSHIP TRAITS
Are leaders born or made? Having said all above, born leadership skill is not enough, it has to be worked upon. Not born with any of the likable or most common leadership skills doesn’t mean that you cannot make a good leader. For instance, introverts who find it hard to mix with people are contrary to the aforementioned leadership skill of charisma and presence, they can make a good leader if they can learn and put into action things they have learned.
Assess yourself: Self-evaluation, self-reflection and self-assessment are the most important step in the initial stage of finding yourself. This is you telling yourself the truth and finding out more hidden things about yourself. An effective leader must be able to find out what are his or her strengths and weaknesses. This will help the person to understand what are the things he or she is good with and things that are difficult for him.
As we have said, leaders can be born, it doesn’t automatically make them a perfect person, they only have more visible strength, but they have a weakness. When assessing yourself gives you an insight into what you need to improve upon and how to go about it.
Show empathy: To be an effective leader, you must be able to feel what the followers are feeling. You must put yourself in their shoes and experience the act of followership. What makes an effective leader is an awareness and understanding of what is going on at every point.
Build yourself: As it has been rightly said above, in-built leadership skill is not enough. A leader that depends only on his natural ability will not go far. We now have leadership courses in the universities today, they are there to help improve.
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