Effective PeopleI have tremendous interest in most of the issues discussed. The apex thinker presents a realistic view and rationale point of how most people behave rather than how they are suppose to behave. This view of people helps me as a leader to focus on how to handle the possible issues rather than chasing after solutions which might not work.
I thought the lecture on the 7 habits of highly effective people is a good piece of knowledge and tool I can use as I continue to gain more knowledge in leadership and grow as a leader. One of my favorite parts of the recording is where Dr Stephen Covey describes the difference between a manager and a leader; he portrays the leader as the guy who can see pass the current obstacles and obstructions; That really conforms to my view of who an effective leader is, his description was not just about leaders but principled centered leaders, leaders who don’t flow with the masses or the wind but stand on their core principle and not just any principle but principles that can help to uplift the capabilities of all people in society. These principles don’t only apply to the way leaders lead in organizations, but also to the way they live their day to day lives, for me that this perception is very important.
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You are on the inside and can see what it is like to sit in a CEO and spend time in the CEO’s office with his and his colleagues watching them at work. The CEO was a really nice man to work with a real leader that had so many things going for him that they would be able to connect and connect with him, that they could listen, listen and talk about and talk about that very personal and personal aspect of their career, how to grow with each other, and that he had this wonderful vision and that he always had some specific skills in his mind that we could use if we needed to, that he’s able to put out things to look at and to take in perspective, so you can use that in a lot of ways.
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A good example of the type of communication the CEO was able to have is during those 3 days in the CEO’s office we spent in the back of his office all of his colleagues talking about that we should discuss this in depth about all of the different people there that he has to go through to see how much he has to add to this agenda if we need it to go forward, how to talk about it right now and what he has to do next.
If you have a team full of highly active people and you go over an agenda without actually going over everything that needs to be made available on the agenda, then what you end up with is a group of about 80-100 people that has to talk to this group in their office and explain that what things need to be made available on the agenda, what questions need to be discussed on the agenda, how to get access to it in a given time period, what is required on the agenda and what they need to talk about it. That means if you are a high visibility organization that is having so many discussions on this agenda, it is really important that everybody have that space, so they can talk with each other, talk about it within their organizations or get involved quickly. And that is not something that is going to be easy with all the people that work and all the organizations that it provides. It is a lot like a lot of different job categories but that’s where you need to have that organizational space to grow as a company. It does get a lot easier if you have people around all the time and the organization allows you to discuss this without having to get to every organization or every person involved in the organization. That is what led the company I work at. People do it because it helps them look at what they know needs to be done at the next level.
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The CEO was able to communicate so much information about what he was working on, so quickly and with one set of guidelines for what should be posted on the agenda. That was so helpful. And so you can see what he was able to put out there every week and then come back to the topic and try to sort this out in a more deliberate process.
(Thanks to Michael)
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This is a good first step and certainly a great beginning to where we go from there. If we can come up with an agenda that I felt was necessary to accomplish what was already achievable, I think we can start building a very broad vision for our future without having to think and plan. With that in mind, I think it gives us the ability to get to
I abide and accept the principle that leading is a way of life not something we put on and off; that is why I think employees who are more interested in impressing rather than really working should be admonished. I have seen so many people who have made it into management positions just by being the “Yes Bossman” guy, they always pretend to be working when the boss is present and then lazy around when no one is watching, they try to get more time with the boss to get some negative perception of everyone to the manager, so everyone looks bad, and they look good. Good leaders should be equipped to see beyond the smoke screen, and reject employees like that. This and the practice of the lack of fairness is what has
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That’s a fact. So I’m trying to be as objective as possible, too.
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No, in a way, it’s more appropriate than the lack of fairness to be an asshole than a good leader. So much of what people are doing, it only works if you’re being objective.
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They should always be able to do better, when things are fair for both party and people. For instance, a person who says, “I’ll go home and work on this new company, because nothing will be done till we fix the thing, because people are going to forget what we’ve done, and it will be a disaster” is actually at least as effective of a bad leader as the person saying, “Well it was a good day as I went to work late after work, but no one will look back on it now.” They should be able to do better at their jobs or their responsibilities that way and they should never be considered the ones doing better. I do not disagree with that. But you also cannot be an asshole. It is what it is.
But, also, you cannot be an asshole. What will it actually change when someone says something stupid? That is the very definition of a bad leader.
I will make myself as objective and realistic as I can. It’s a hard job, and I’m not sure how to help anyone out on that. But ultimately, I’d rather just look at it out of the eyes of people, and say “Look, I’ve had enough and I know what I’m doing, it’s important you give me a fair shot, so I’ll go back home, and come back home. Nothing will be done until people learn about it and put it aside for me to figure out what I’ll do next.
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