Good morning everyone and once again like always I would like to thank you all those who continue to support my skill sets and my knowledge which I share with the world which allows me to continue to learn why people do that things they do and why people do not do the things they should do.
Someone asked me the other day which characteristics of a leader are the most important to me and the same question was asked of other people in the room and I was set back by some of the answers not because of the people in the room but because of the people who made the statements because none specified transparency or mentioned the word.
I believe and always have that if a leader is transparent which means to show that you as a leader are a human being and that you also make mistakes and that you actually care about your employees by showing them where your company stands and why you are making the changes that you need to make and give them the option to leave or stay makes a big difference instead of only giving them half the truth and expect them to follow you!!!!! Are you F#$%^#@& crazy because it may work for a little while only and until they figure you out and then they will no longer trust you or respect you as a person. They may continue working but only doing just enough to get them their paycheck!!.
I have done so much research and spoken to so many so called leaders and to some great leaders which I learn from both and the create my own theory and put it to work and this is somethings that I found on why the so called leaders are not transparent; According to Glen Llopis who writes for Forbes magazine which I agree with the article where he states the following:
“The reason most leaders are not transparent is because they believe they will be viewed as less authoritative; that the credentials they worked so hard to attain will lose their power, leverage and gravitas,” Llopis opined. “This is the problem with most leaders – they are not aware of the reality that exists around them. People want to relate to … leaders. People want to know that their leaders have experienced the same problems and/or how they have overcome personal hardships.”
Of course, this state of affairs was not always the case, but all that has changed in an era when it’s de rigueur for people to publish their innermost thoughts and feelings online for the whole world to see via tweets, Facebook statuses, blog posts and the like. In the context of the digital age, it’s far less acceptable for firms to adhere to the traditional model of C-suite privacy. Executives should avoid being cloistered in the boardroom, routinely discussing matters to which the rest of the organization may never be privy and making decisions without soliciting any input from the workforce.
“Keeping things secretive makes employees less trusting, and less trusting employees are less likely to stick around,” explained Forbes contributor Ilya Pozin in a separate article for the news source.
Communicate everything workers need to know “clearly, succinctly and often.” Unless there’s a structured system in place to pass this along, important information will likely fall through the cracks. Make sure managers know what to say when put on the spot by those working underneath them.
“Anticipating tough questions, formulating the right keywords and sharing them with leaders at all levels allows everyone to answer them consistently,” Studer noted.
A lack of preparation can result in mid-level managers blaming those above them or offering inaccurate explanations, both of which can cause discord within an organization.
I wish I could take credit for this great article written by these two individuals because it is a great article to read. I believe that what is written here is some of the most important issues that hold back organizations from having a great team.
Did you know that in most big organizations 54% of good employees will leave when they work with bad leadership that is a lot of people leaving. This will also occur when you have toxic employees who are the that one in a group of 20. When you have a toxic employee on a team this will cause people to quit and the cost for replacement of that employee becomes about $13k
OK so now understanding the above mentioned what if you have a toxic boss who uses power of position to manage people with issues like bullying then it becomes much more difficult to manage and to work under someone like that.
Many of you know how I have studied Napoleon Hill for many many years and a few more people from that era. I leave you with this thought:
Unless you are an army officer, you can get better results by requests than you can by orders.
Armies spend endless hours training people to follow orders
without question. It’s an essential quality in a soldier. In everyday
life, however, things don’t work that way. Business, political, and
civic leaders have learned that ordinary people will perform exceptional
tasks when they are asked-not ordered-to do so.
Even when you are
managing other people, you will achieve far more if you convert every
order to a request. Introductory phrases such as, “Would you mind …” or,
“Could I ask your assistance in …” or the always effective, “Please …”
will ensure success far more often than intimidating those who work for
you. And when you need help from those whose paychecks you do not
control, you will find them far more responsive to requests than to
orders.
In a 2012 piece for Forbes, Glenn Llopis
outlined several ways transparency can benefit a firm, including :
– more efficient problem-solving as a result of laying all cards on the table from the outset
– easier team-building through the open acknowledgement of groups’ strengths and weaknesses
– authentic interpersonal relationship growth between members of the organization
– greater trust and respect for company leaders as a result of executives presenting themselves in a more human light
- See more at: http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf
Transparency
in the workplace has been linked to a number of positive trends,
including higher rates of employee retention, increased worker
productivity and an uptick in corporate loyalty among staff members. -
See more at:
http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf
Transparency
in the workplace has been linked to a number of positive trends,
including higher rates of employee retention, increased worker
productivity and an uptick in corporate loyalty among staff members. -
See more at:
http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf
Transparency in the workplace has been linked to a number of
positive trends, including higher rates of employee retention, increased
worker productivity and an uptick in corporate loyalty among staff
members.
- See more at: http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf
Transparency in the workplace has been linked to a number of
positive trends, including higher rates of employee retention, increased
worker productivity and an uptick in corporate loyalty among staff
members.
- See more at: http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf
