Sounds kind of weird when you talk about a leader's personality, doesn't it? As if that were something private. It is so important to talk about it and carefully select or develop your managers.
But what is personality anyway?
In the writings of Cicero (106 - 43 BC) there are four meanings of the word persona:
1. How one appears (but is not) to others;
2. The role someone (e.g. a philosopher) plays in life;
3. An accumulation of personal characteristics that qualify someone for a job;
4. Particularity and dignity (such as style).
The latter two meanings already leave the realm of mask-like and inauthentic. At that time, freeborn citizens were called personae - in contrast to slaves.
After the church had called the members of the divine trinity personae in the third century AD, persona was equated with the true essence of a person in the sixth century. Even later, when the power of the church dominated public life less strongly, the word personality stood for what was unique about people.
In the specialist literature there are, for example, the following definitions of personality:
Definition 1: “Personality is the more or less fixed and lasting organization of character, temperament, intellect and physique of a person. This organization determines its unique adaptation to the environment. "
Definition 2: "The majority of today's personality definitions perceive personality as a behavioral correlate that is unique in every person, relatively stable and lasting over time." (A correlate is a measurable quantity or property that is statistically related to another.)
But what do we conclude from this:
First of all, there is no single definition but everyone agrees that personality is what remains typical of a person over a long period of time.
These include features such as:
Temperament
Traits
Interests
Talents
Moral concepts
The following characteristics are closely related to leadership success:
Qualifications: ability, vigilance, verbal dexterity, originality and judgment
Performance: school performance, knowledge and athletic performance
Responsibility: Reliability, initiative, perseverance, aggressiveness, self-confidence, the desire to excel
Participation: activity, sociability, willingness to cooperate, adaptability, humor
Status: socio-economic position, popularity
There are non-cooperative forms of leadership that are primarily characterized by the fact that you only delegate as much as necessary and keep information under lock and key as far as possible. In addition, the manager often intervenes and thus unsettles the employees. Decisions are made individually by the manager and not jointly and the manager not only controls the result, but also the path to the result. A modern manager, on the other hand, delegates as much as possible. There are clear rules governing competencies and responsibility is transferred. In addition, decisions are made together.
-- A manager must be able to confidently master the following methods and skills:
Moderate Effective design of open spaces
Advising information as a basis for action
Support and Development If you rest, you rust!
Motivate Winning Through Trust! Trust grows through openness!
Communicate from person to person / intact through contact! Get to the point! Delegate with clarity!
Assess control for self-control
Why is motivation so important?
From the employees' point of view, motivation has the following goals:
they recognize the meaning and purpose of their work
they help determine their immediate work
they become more involved in goal setting and planning
they are more independent at work and have more responsibility
they obtain greater opportunities to use their skills and develop them further
they receive a promotion corresponding to the value of their work
The modern manager no longer sees his employees just as employees, he sees them as customers. This is also called the customer-oriented management approach.
Why is that so important?
Very simple! In times of digitization, remote work and a shortage of managers, employees simply go to the next company. There he will definitely get the attention he wants. If not there, then he'll switch again.
What is customer-centric leadership?
The boss is there for the employees and not the other way around as in the past!
Leading no longer means just pretending, leading means providing a supportive service for the employee. Employees are customers of the manager!
Employees benefit from leading their boss
The boss also agrees on goals with his employees that he has to fulfill
Bosses actively seek feedback on their management function
We can therefore record the following characteristics of cooperative leadership:
Joint exercise of influence
Functional role differentiation and factual authority
Multilateral information and communication relationships
Conflict settlement through negotiation
Group orientation
Trust as the basis for cooperation
Satisfying the needs of employees and superiors
Goal and performance orientation
Need-oriented personnel and organizational development
Please note the following principles:
Result orientation
Contribution to the whole
Concentration on a little
Use strengths
Trust
Think positive
And a few more suggestions for good guiding principles:
Give more frequent recognition (builds up and motivates)
Criticism only in private (is more likely to be accepted)
If there are problems, seek a conversation (this often keeps problems small)
Admit your own mistakes (everything else only takes time)
Listen
Be transparent (nobody likes a rumor mill)
Accept delegation areas (then it works best)
Help when there is a need
Accept each other's personality (everyone has their quirks)
A team stands or falls with the manager. We no longer need traditional leadership. Leadership must be cooperative and modern. We are happy to advise you and not only train your managers, but also show you methods how you can shape sustainable modern leadership.
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