Balance in leadership, the key to success in increasing productivity. Business leadership in order to increase productivity requires the use of specific strategies, one of the most important of which is to maintain the balance of meaning.
Each person has some weak points in his or her personal life and work, which will be more successful in identifying and understanding them. Managers and leaders are no exception to this rule, and maintaining the balance between weaknesses and strengths is the key to their success. In the business world, they are successful leaders to bring the group together. Some of them will affect the team as a whole, which, after leaving the organization, most of the staff are redirected to them.
The most successful leaders also have points or weaknesses. For example, leadership with a lot of work and loyalty to the organization distinguishes itself from others. Suppose the inspiration of this person creates a sense of fear among his colleagues. Especially those who are lower at lower levels and less aware of him, they feel more fearful. Nevertheless, our manager has high expectations and will not be able to handle poor performance. Perhaps his approach to success is inspirational, but certainly creates unacceptable fears among employees. Maybe in a team under his management, we find many people who dare not present their ideas.
Balance in leadership, the key to success in increasing productivity
Fears will not be a good result in people’s performance. Their effectiveness decreases because of fears because they accept less risk and have conservative choices. Frightened people also have irregularities and fall in confidence. They do not have the ability to speak Shiva and there is uncertainty about their behaviors. As a result of this uncertainty, the executives doubt the employee’s performance and, with more aggressive requests, make the situation worse for him. Such a wheel creates the path to the fall of the employee.
The culprit is high, both employee and manager. An employee must increase his confidence to defend against aggressive demands. In addition, the manager must create a healthy environment for optimal utilization of his employees so that they can work in the best possible conditions.
If leaders do not pay attention to their fault in fear and loss of confidence in employees, they will not have a solution to the problem. In fact, most people think that fear and performance are less than expected, a matter that is completely related to the employee, and nothing can be done to improve it. It may be somewhat right to the director, but he can not be blamed for all the fault. Leaders are always trying to extract the best performance from the team members, so the problem for each employee will be their problem.
Some business educators want to change their tone to solve the fear of leaders. Such an approach would not be appropriate as it would place the leader in an uncertain position and may even be a sign of his lack of power and hope. Additionally, most of the convinced leaders have their own ideas and ideas, and their shortcomings may not be in the options of any leadership.
Balance in leadership
Even if the tune-up strategy and the manager’s demands are reduced, team performance will be reduced. In fact, there is no manager who encourages (or forces) individuals to reach the maximum. As a result, their efforts continue to decline. Ultimately, high performance will give way to moderate performance. Hard-working leaders who have a spirit of perfectionism will certainly not be happy in such a situation.
Moderation in the tone and approach of managers is a solution to the challenge of fear. For a better understanding of moderation, you can imagine adding seasoning to a meal that aims to improve the taste. In fact, two or more contradictory flavors are added to the food to reach the desired balance. Moderation does not mean the removal of a particular approach. Rather, by adding other attitudes and morals, the intensity of the initial state is reduced slightly.
For example, a food additive can provide a solution for the example manager. He does not need to change his approach or reduce his tone to improve the situation. By simply adding other stuff (for example, friendship with employees), the bitterness of the first behavior can be reduced.
In order to achieve moderation in employee behavior, it can be combined with difficult requests aimed at increasing productivity, appreciation, and understanding of their personality. For example, the administrator will find the employee’s spirit before asking for self-knowledge to select the appropriate tone for his personality. Additionally, appreciation or acceptance of questions and criticisms can also be useful in achieving moderation.
At The End Of This Article
All of us have features that simultaneously play a role in our favor and against us. An applied strategy for such features is not summarized in their removal. In different circumstances, with the addition of other morals, the severity of the early morphs can be reduced to a balance. Complementary skills are the same as those that are useful in achieving balance.
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