Organizational Leadership

Being a successful leader, achieving set goals, and having colleagues who are satisfied and motivated is the desire of most people that lead. In addition to leading others, it is also important for the leader to be able to lead and organize himself. Meaning that he knows himself well, is aware of who he is as a person and what his role is. The role of the leader of the entire organization is different from the role of the leader of an individual team, since the leader of the organization must also lead the team leaders. The leader of the entire organization must know how to manage employees and must know how to manage business.

He needs to know enough to be able to speak confidently and decisively in front of employees. He must be the first and best link in the chain, inviting everyone else to grow and prosper through their actions. This does not mean that he must be the best in all areas or that he should never make any mistake, but that he must be the best in relation to employees, in motivation, planning, communication, teamwork and organization.

The leader must see the opportunities sooner, he must look further than the other associates, and he must see what the others cannot see. This maintains the trust of employees and his credibility in their eyes. When employees have confidence in the leader, they feel safe and follow him, as he also sets an example. It could be said that, in addition to trust, a leader with these abilities also builds himself charisma.

What kind of work environment and working conditions does a good manager of an organization provide?

An organization can be said to have a good working environment when it has well-established processes in place to ensure the organization and its employees grow and develop and it enables smooth and secure work. These processes are: communication process, motivation process, team work process, workplace health process, sustainable development process, social responsibility development process, etc.

All these processes in the organization provide a good climate. So, if a leader wants the organization to be successful, he or she must make sure that the organization has a good climate. The climate is an atmosphere that is present among the employees and on the basis of which the employees are doing well. In bad climates, they do poorly or even leave the organization. An organization with such well-organized processes can be identified with the certificate Learning Organization. It is a mistake to think that a Learning Organization is the one that organizes only seminars, workshops, conferences, etc. for its employees.

A good manager must be able to guide employees to establish all of these processes. At the same time, he must also have the knowledge and skills that he uses and needs in these processes.

 

Among the skills that leaders need to develop are:

  • communication skills,
  • ability to detect the personality and character traits of employees,
  • planning,
  • organization,
  • setting goals and tasks,
  • accountability to employees,
  • motivation skills and
  • employee leadership skills.

Leaders have different personality, that are also expressed differently. Some characteristics are less and some more distinct. The personality traits of a successful leader are: self-esteem, dedication, perseverance, determination, courage, enthusiasm, camaraderie, ability to think for the future, ability to overcome disruptions, energy, ability to act fast in emergency situations, responsibility and concern for employees and loyalty.

1) Communication skills

What role does the leader have in communication?

a) The manager must provide accurate information at the right time

All too often, it happens that employees receive too much information that they cannot help themselves with or are not usable for them. Therefore, it takes a long time to collect and sort them, add the necessary comments, and so on. It is important, therefore, that the information provided by the manager is accurate and provided at the right time, since even a good information, that does not arrive in time is no longer useful. It does not benefit employees and the organization to perform the job successfully.

b) The leader should use a language that is understandable to anyone in the organization

Some managers often use terms that not all employees understand. Thus, we know, e.g. “Legal language”, “accounting language”, “medical language”, etc. Communication is thus hindered or even disabled for all employees. The leader must therefore use a language that is understandable to anyone in the organization.

c) The leader must support words with actions

We no longer believe only words; we judge people for their actions. In the absence of these actions, leaders will not be taken seriously.

 

2) Ability to perceive personality and character traits of employees

  1. a) The manager must know that each employee has a “unique” personality, with his unique abilities and personality traits, values, desires and interests.
  2. b) The leader must accept diversity and be aware that, regardless of personality and character traits, each individual feels accepted and helpful.

* Employees must be equally accepted by the leader regardless of religious confession, political affiliation, gender or race.

3) Planning skills

A good leader must also be a good planner, as planning is a bridge that connects the current situation with the desired future state. A good plan answers the questions: How to achieve the goal? When to reach it? What resources (financial, material and human) do you have to reach it? What level of quality must be assured? Planning also involves working with employees to design ways of working, since in addition to the final goal, the plan must include intermediate goals (preparation of a timetable for intermediate goals and preparation for deliberate setting of work tasks, preparation of a financial plan, staffing plan, development plan, when to start the planned task, etc.).

 

4) Organizational skills

Organizing within an organization may include the systematization of the work environment (sales system, purchasing, financial system, personnel system, development system, …).

Every employee needs to know exactly what tasks they have to perform, and when they have to be completed, otherwise there may be situations when no one knows who is supposed to do a particular job while everyone relies on someone else. But this situation can also lead to the questions “What’s going on in this company?”. It may also be the case that individuals do not know what others are doing and also have the belief that others certainly don’t care about what they themselves are doing.

 

5) Goal and task setting

The goals should not be too high, so the employees don’t lose their will and courage. When performing tasks that lead to a goal, it is important that the time to execute and pressure on employees is not too great and does not cause constant tension, as it can cause employee burnout. Employees do not feel any satisfaction with the set goals and therefore invest less effort. The goals must be set realistically. This means that the manager must be able to estimate how many employees and at what time the task / goal will be met. On the way to the main goal, employees also achieve intermediate goals that are just as important as the information on why they are not being reached (is the fault on the side of the employees or on the side of the organization (e.g. lack of resources, poor equipment, etc.).

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6) Accountability to employees

The manager a lot of responsibility for the employees. The most important are:

– responsibility for the safe conduct of work,

– responsibility for providing adequate resources (financial, staffing, material),

– responsibility for directing the organization towards sustainable development (environmental, social, economic).

Each responsible leader strives to give individuals in the organization the opportunity for personal and professional development. The leader should provide employees with the opportunity to constantly acquire knowledge and skills, as learning enhances employees’ capabilities. They also perform their tasks better and faster. Companies, therefore, employ people because of their intellectual abilities.

Establishing a system of knowledge acquisition is one of the most important in the organization, because without the appropriate knowledge, the company – in the long run loses competitive ability, flexibility and the ability to survive. Successful organizations are constantly investing in the development of their employees. Employees who are constantly improving their knowledge, enriching their experience and developing competencies are the foundation for maintaining the organization’s competitiveness. Employees also prefer to enter or organize such an organization. They are looking for a job in it, knowing that they have the opportunity for continuous personal and professional growth. Leaders need to be role models for other employees in the organization. The findings, however, show that the work environment in which employees work is also important. Beautiful and useful equipment, well-chosen colors, light, etc. add a lot to the work atmosphere.

 

7) Motivational skills

Being able to encourage employees to compete with themselves and to upgrade themselves. To understand the importance of adequate employee motivation for successful work and factors that can influence an individual’s motivation. The motivation of employees is largely influenced by real-world tasks and work challenges, and the evaluation of a work process that contributes to a focusing on progress. Remuneration and recognition for work are also an important part of creating a stimulating work atmosphere. Only an experienced leader can be good, knowing that he has achieved personal growth through many ups and downs, and with that awareness leads the members of his team. He understands them when they fail and is able to motivate them at such a moment, since only then can he complete the project safely and successfully.

8) Leadership skills

The leader of the organization (CEO, CFO, CMO) must be able to establish a system within the organization so that he has the ability to guide all employees and provide insight into their development. The human resources department must have a well-established system in which employees’ progress can be seen and the progress (or stagnation) is kept up to date. In any case, the head of the organization must also be able to lead and direct other departmental or sectoral directors, and these are further employed by employees within the department. Head of organization leads department directors – department directors lead employees within department.

We can tell that the work of the leader is successful and effective by the feedback that the leader receives from departmental directors at work meetings and, of course, the final business results of the company.

Organizational leadership is therefore a web of activities, which is backed up by the experience and knowledge of the past and the knowledge it constantly acquires and refreshes. The leadership process is demanding and a great responsibility for the leader, since the success of the company depends largely on his decisions, orientations, motivation, information, communication, …

It is irresponsible, unethical and unacceptable for any individual who does not have all the necessary knowledge and skills for a particular leadership position to occupy such a position, thereby jeopardizing the jobs and success of the company.

A manager’s job usually also requires full engagement (sometimes outside of working hours), adaptation, perseverance and self-initiative, so even a leader is motivated by receiving a reward or recognition from his or her employees for good work.

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