Cultural Dimensions of Leadership
February 12, 2025
Etiquette refers to good manners which help an individual find his place in the society. It is essential for an individual to behave in a certain way for others to respect and appreciate him. Etiquette refers to a set of rules individuals need to follow to be accepted in the society. One must understand the […]
It is often observed that female professionals do not bother much about the clothes they wear to work. Never overlook your professional attire. Remember clothes help you create the desired “first impression”. Let us go through some corporate dressing tips for women. Be careful about the fit of your dress. It is not necessary that […]
Organizational structure is the driving force behind the performance and growth of the organization. For an organization to achieve success and competitive advantage, it is highly important that there should be complete alignment between the organizational structure and the strategic goals of the organization. A properly coordinated organizational structure improves the flow of information and […]
These days, the importance of Human Resource Management can not be neglected especially when companies are operating in such a volatile and unstable environment. The department plays a vital role in risk management. Needless to say, handling people is one of the most difficult tasks in the world and human resource department of any company […]
In the previous article, we discussed about the top-down and bottom-up approach which has been created to identify risks. In this article, we will provide an alternate approach. This approach is similar to the bottom-up approach in that it uses process maps to identify risks. However, the way that they look at the process maps […]
It is rightly said that if you get a good boss, you are the luckiest employee and if your boss does not support you, God can only save you! Leaders are appointed to provide a direction to the team members and also motivate them to deliver their level best.
Is there any employee who admits that he does not work hard in office? Infact no one. Then why do you think very few people really make it big and get the opportunity of managing individuals? Remember, being a leader is not everyone’s cup of tea.
Management plays an essential role in not only recruiting the right person as a team leader but also overcoming the challenges faced in leadership. Management needs to understand the importance of a leader.
Do we need a boss just for the sake of it? Do not ask the wrong person to manage a team. This would not only demotivate the other individuals but also spoil the office environment. It is the responsibility of the human resource department and of course the top management to ensure that the right person gets the opportunity to lead a team.
If you are hiring an individual from outside, make sure you do check his credibility, past achievements, experience, educational qualification and most importantly his/her background before rolling out the appointment letter.
Disaster is bound to happen if a person with no experience or for that matter a criminal background is hired as a team leader. Neither your employees would respect such a person nor bother to listen him/her. No matter of strictness, team meetings, stringent policies would help if the responsibility of managing people is on the shoulders of a wrong person.
Management needs to be extra careful in situations where existing employees are being promoted to lead a time. The challenge is in fact more in such cases. It is not that difficult for employees to accept someone who is completely new to them rather than reporting to someone who was their colleague at some point of time and now their reporting authority. Promotions should be linked to individual concerned’s track record, past performances, behavioural skills, attitude and so on.
Employees would never accept someone as their leader who has never performed but is management’s favourite. Trust me, in due course of time , you would face severe problems which would not only lead to good employees quitting and moving ahead but also unsatisfied employees who are there with the organization just to kill time and money.
Management also needs to give space to all the team leaders. Every individual has his/her own style of working. Do not interfere much. You need to give some time to an individual to perform and prove himself/herself. How can you expect a person to perform extraordinarily in just one month? Even the best of employee would not be able to deliver in a very short period. A boss needs one to two months to understand his employees and another one month to make them work and also extract the best out of them.
Give them some freedom and authority. There are organizations where leaders are appointed just to prepare reports, excels and handle the grievances of their team members. For every small approval, they need to discuss with the top management. Trust me, this way managers feel handicapped. Let them take decisions on their own.
Management needs to trust and have faith in leaders, vertical heads, team managers and so on. If you do not trust them, then you should not appoint them at the first place.
In case of issues, discuss with the leaders first rather than directly interacting with the team members. No one would like and accept it. Give them budgets, deadlines, well defined roles and responsibilities and a good team and let them work in their own way. You would definitely see the difference in a short span of time.
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