There is a huge difference between a boss and a leader

There is a huge difference between a boss and a leader. I’d much instead be working for a leader any day. I’ve been lucky enough to have labored with both, and it’s excellent what working with any individual that you appreciate and greater yet, respects you. Smart leaders understand that it’s the people beneath them that make an enterprise successful, not them. As one person, it’s not possible to develop anyone if you have to micromanage each little factor and no longer let your them grow and develop. Micromanaging is the worst component you can do as a boss, for a few reasons: It slows your team down It doesn’t let personnel grow and learn new skills It destroys motivation It eliminates you from doing other work you could be doing What a clever leader does, is to delegate, and is usually there for support and to have answers to any questions. Comments are appreciated. # hashtag#leader hashtag#leadershipdevelopment hashtag#transformational hashtag#leadershipdevelopmentcoaching hashtag#businessleaders hashtag#emotionalintelligence

LEADERSHIP

LEADERSHIP

Bossing people around is what jerks do; leading people by setting goals, inspiring, supervising, coaching, training, and using power smartly and with empathy is what leaders do. Your considering abilities can be considered directional aptitudes since they set the heading for your organization. Your abilities give vision, reason, and objective definition. These are your eyes and ears to the long run permitting you to recognize the requirements for changing, when to form it, how to execute it, and how to oversee it. You discover a vision by coming toa moment to reason to alter, develop, and improve. When you perform preventive upkeep on your car, you must perform preventive upkeep on your organization. Don't accept within the ancient maxim, “If it ain't broke, do not settle it,” for the individuals who do, go broke! Treat each venture as an alter exertion. Treat each job as a modern learning encounter. hashtag#leadershipdevelopment hashtag#business leaders hashtag#businessleadership hashtag#emotionalintelligence hashtag#empathy EMPATHY A Leaders Best Quality

AUTHENTIC LEADER

• Published on February 11, 202

Status is online

Luciano Santini PH.D.

Public Speaker Expertise in Leadership/Corporate Training, Motivational & CEO @ Santini Common Sense Consulting

100 articles

To grow to be a genuine leader you need to make a deep commitment to developing your self through rich and significant experiences, reflection, and casual and formal learning. The intention is to learn and increase your proper self, instead of emerging as an imitation of someone else. While you can examine from others, you can't be them.

Thus, a leader authentically emphasizes building his or her legitimacy through trustworthy relationships and moral actions, that in turn, maximizes the efforts of others to reaching the goal.

In addition, Bill George noted that there had been 5 dimensions of Authentic Leaders (2003, 2007) :

Pursuing purpose with passion: Display reason and course so humans choose to comply with you (your passion will show you the proper way to the reason for leadership).

Practice stable values: We are defined by using our values and characteristics. If you do no longer have integrity, no one will have faith you or choose to comply with you.

Lead with the heart: Engage the hearts of those you serve and align their pursuits with the pursuits of those you lead. You need empathy and compassion for the humans you work with and wisdom to make difficult decisions

Establish enduring relationships: Enduring relationships are built on connectedness and a shared purpose of working together toward a great goal. People need private relationships to completely commit to working.

Demonstrate self-discipline: Converts price into constant action so that you produce results. Always take full duty for results and maintain others for their performance.

--Dr.Luciano Santini

Boss or Leader?

Boss or Leader? Although your role as a manager, supervisor, lead, etc. offers you the authority to accomplish certain tasks and objectives in the corporation (called Assigned Leadership), this strength does not make you a leader, it absolutely makes you a boss. Leadership differs in that it makes the followers desire to gain high goals (called Emergent Leadership), as an alternative than simply ordering humans around (Rowe, 2007). Thus, you get Assigned Leadership by your position and you show Emergent Leadership with the aid of influencing people to do amazing things. Emergent Leadership vs. Assigned Leadership Total Leadership What makes an individual want to comply with a leader? People prefer to be guided by leaders they respect and who have a clear sense of direction. To achieve respect, they should be ethical. A sense of direction is achieved by way of conveying a strong vision of the future. When human beings are determining if they respect you as a leader, they do no longer assume about your attributes, rather, they take a look at what you do so that they can decide who you absolutely are. They use this observation to tell if you are an honorable and trusted leader or a self-serving individual who misuses authority to seem true and get promoted. Self-serving leaders are not as effective because their employees only obey them, not follow them. They succeed in many areas due to the fact they present a proper image to their seniors... however at the expense of their workers. Good leadership is an honorable personality and selfless provider to your organization. In your employees' eyes, your leadership is everything you do that effects the organization's goals and their well-being.

"Great Man"

"Great Man" 

Theories Have you ever heard any person described as "born to lead?" According to this point of view, super leaders are truly born with the fundamental internal traits such as charisma, confidence, intelligence, and social competencies that make them natural-born leaders. Great man theories anticipate that the capacity for management is inherent – that incredible leader is born, no longer made. 

These theories often portray high-quality leaders as heroic, mythic and destined to greatness The term "Great Man" was once used because, at the time, management was once thought of chiefly as a male quality, especially in phrases of military leadership. 

Such theories advocate that humans can't clearly examine how to become sturdy leaders. It's either something you are born with or born without. #leadership #leadershipdevelopment #leader #emotionalintelligence #empathy #employeeengagement #humanbeings#greatmantheory

Effective leadership

 Luciano Santini PH.D.        

         Public Speaker Expertise in Leadership/Corporate Training, Motivational    & CEO            @ Santini Common Sense Consulting

Effective leadership might be a matter of assessing the event level of a person’s character. The correlating between leadership and people is to elicit the foremost effective response from followers. In the time since it was introduced, situational leadership has become an everyday model to be utilized in coaching job managers and leaders. 

The situational approach is effective and provides a prescription for leadership success rather than merely describing why positive leaders add positive things. throughout this way, situational leadership theory any eroded the notion of, “one best way” of leadership. Despite a broad base of support from trainers and consultants, situational leadership theory lacks a giant body of research-based support. whereas situational leadership considers the followers to decide leadership style. 

What happens when you place people in power or a leadership position over alternative people generally, 3 things happen pretty reliably: one, they focus additional on their own desires and concerns; 2, they focus less on the requirements and considerations of others; and 3, they act just like the rules do not apply to them.

I have been told by higher up people in so-called leadership positions to be a good boy and follow orders and do not raise queries or question the status quo! I recognized the individuals in leadership roles were nothing quite ethical men and women and never ever challenge the establishment “What is the chance that the leadership in the current position would fail once they begin to hire the new generations of individuals would fail?”

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What is Servant Leadership

Luciano Santini PH.D.

Public Speaker Expertise in Leadership/Corporate Training, Motivational & CEO @ Santini Common Sense Consulting

Servant leaders are a modern bunch—they take the normal power management model and turn it totally upside down. This new hierarchy places the people—or employees, in a business context—at the very pinnacle and the leader at the bottom, charged with serving the person above them. And that is simply the way servant leaders model to others.

That's due to  the fact these leaders possess a serve-first mindset, and they are targeted on empowering and uplifting those who work for them. They are serving instead of commanding, showing humility as an alternative of brandishing authority, and usually searching to beautify the improvement of their staff and bring about potential, creativity, and experience of purpose.

The end result? "Performance goes thru the roof," says Art Barter, founder, and CEO of the Servant Leadership Institute and CEO of Datron World Communications, Inc.
"Magic happens," has the same opinion Pat Falotico, a former government leader at IBM who is now CEO of the Robert K. Greenleaf Center for Servant Leadership.

Experts regularly describe the majority of usual business leaders as managers who commonly function as overseers of transactions: employees keep desired overall performance levels, and in trade, they get hold of salary and benefits. Generally, these managers are positional leaders—they derive authority truly from the fact that they are the boss because everyone knows and understands who is in charge without the need of making an issue.

The servant leader moves beyond the traditional elements of management, and as an alternative actively seeks to develop and align an employee's feel of reason with the company's mission.