INTRODUCTION TO BUSINESS
First of all they exercise Bad Control. They come across as "Control Freaks" when actually they are not controllinganything at all. Control itself is not a bad thing in fact it is necessary if you are going to be an effective leader. If youcannot control a car, you are an accident waiting to happen. If you cannot control people, you cannot control anorganization. There are a lot of factors in running an organization and if you are not in control of them, yourself andthe people under you, then you are courting disaster. However an ineffective leader will try to control using threatsand punishment and these just do not work. "Bad control" is actually no control at all as one has to get theagreement of his associates in order to control them. People rarely enjoy being controlled by force or manipulation.Criticism by attacking the person himself is not the least bit constructive and only garners resentment. Gettingangry and "losing it" only begets anger from his subordinates. Ever tried to reason with someone who is angry?Therefore trying to manage in an atmosphere of fear is not exercising control of one's area or the people under himand is glaring sign of an ineffective leader.Sometimes there is good reason to be angry, but an ineffective leader has long since been out of communicationwith his associates and may feel he has no other recourse. Perhaps he has been trying to run a "one man show".In other words, he does not know how to delegate. This may come from not trusting his associates to do the jobcorrectly, or maybe just from not wanting to let go. Perhaps he feels he is the only person on earth who can do itright. This will make our hapless leader overworked and very cranky if he is trying to do everyone's job for them. Ia leader has people to lead, he must trust in his own ability to choose his people, communicate what must be doneand let them do it.Sometimes the goal of the group, organization or department is not well enough defined to the people beingmanaged. Do you think everyone there who is digging a ditch really believes they are there to dig a ditch? Askthem. You may get some very interesting views on what the workers really think they are doing there and it mayhave nothing to do with digging a ditch. (Or selling cars, or whatever) An ineffective leader probably does not havethe goal of the group adequately defined and he definitely does not have agreement on it. He may not even agreewith the goals himself. The ineffective leader may assume his people are lazy or stupid but has rarelycommunicated what is expected and made sure it is understood and agreed upon.
The production level of thegroup determines its morale and an ineffective leader has no idea of how to get production going with his people. If he is managing by anything but production statistics he is going to get into trouble. There is only one way to rewardpeople and that is by who is doing the work. An ineffective leader will "play favorites" and reward who he likesrather than who is actually producing. Sometimes a system of seniority is built into the organization wherepromotions and raises depend on tenure rather than statistics. However, the ineffective leader will blame thesystem for poor performance rather than look to his own leadership skills. Ultimately, rewarding non-production willresult in non-production, whatever the system is.By and large, an ineffective leader can be recognized as being stressed, overworked, and angry. His health isprobably suffering too, as some 70% of all illnesses are stress related. This is the guy who needs some serioushelp.Stephen Covey wrote a book describing the seven habits of highly effective people. Well, if there are habits thatpeople can acquire to make them effective, then there are also habits that leaders will want to shed that causethem to be ineffective. Here are some I have been thinking about and working on:Leaders who want to be effective will be careful that they are not:1. Spending too much time managing and not enough time leading.There are major differences between managing and leading. Here are a few: *Generally speaking:*Managers think short term, leaders long term *Managers control and minimize change,leaders initiate change *Managers are reactive (responding to ideas) leaders are proactive (creating ideas)*Managers solve problems, leaders create excitement generating more problems *Managers are process-oriented(how it is done), leaders are result-oriented (why and if it is done)*Managers motivate by rules and regulations, leaders by empowerment and vision
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