Balanced leadership involves productive

leader who build and foster

relationships with employees, and
encourage employees to build solid
relationships with one another

Balanced leadership looks at the long term

healthy relationships in the workplace, build
an environment where employees want to
complete their tasks and are not forced to do
so, where they would otherwise grow to
resent you as a manager
 Finding a balance between management and leadership...

...can come down to healthy relationships...

...is a way of inspiring/exalting staff...

...means ennobling productive environment that fosters

growth and achievement
How to find balance between leadership and management

Employee awareness Accountability

 (Keep in regular contact with your employees, hear about what
 (Hold your employees accountable for their tasks and to-do lists.
your employees are doing and what they have on their plate. They
This goes hand-in-hand with understanding your employees’ task
will appreciate that you take the time to understand their daily
lists and timelines)
tasks and the effort you put into talking to them)

Empowerment Inspire, don’t control

 (Offer guidance to your employees but let them make decisions  (Micro-managers and/or controlling leaders often deter
when possible. This makes them feel valuable and encourages employees from reaching out, taking educated risks and takes
them to learn more, which they will grow to appreciate. away from a self governed that hosts a desired driven work ethic)
 As a manager or as a leader, the ultimate goals are the
same – the path to get there is where they differ.

But ultimately, we need to find the balance between the

two, no matter how difficult it seems.

Building lasting relationships, creating a productive and

inviting atmosphere, and ensuring that the necessary tasks
are being completed beyond expectations – that is what
we seek in the workplace.
 Engage Workers. Alienated workers do
not care about performing their jobs

Reward Effort. No one likes their work to

go unrecognized

Stay open

Eight (8) Stay Committed

Best
Practices Seek Clarity

Create Cultural Cohesiveness

BEST PRACTICES Focus Team Effort

(professional procedures that are accepted or
prescribed as being correct or most effective)

Hold Regular Meetings

 Best practice must be proven across a
range of circumstances
(How do you know what will work?  You don’t have to rely on your own
existing knowledge.  Do your research; find out what others have done in
similar circumstances; make notes of proven ideas that could be relevant
for you)

Best practice must be simple

Developing (If a concept or idea is hard for people to understand or implement, it

Best won’t succeed. Even if you can persuade people to try the new approach,
and you give them full training in what’s needed, things will almost
inevitably go wrong. The more steps there are in a process, and the more

Practices people who are involved, the more chance there is of failure)

Best practice must be shareable – and

BEST PRACTICES
(professional procedures that are accepted or
prescribed as being correct or most effective)
shared
(Once you have identified a best practice approach, record it in a
straightforward format that others can use, and tell other people in your
organization. Each new best practice idea needs to be embedded into the
culture, which may take some time and effort in itself)
- end of presentation -