Leading from Within E-Book

Barry Nembhard

• Herausgeber: Spines
• Kategorie: Fachliteratur
• Sprache: Englisch
• Veröffentlichungsjahr: 2024

Beschreibung

Barry Nembhard is a distinguished Executive Coach with an exceptional backgroundthat spans over 20 years of impactful contributions in local government and EEO (Equal Employment Opportunity) executive investigation. 

His expertise in Federal Characteristics and DISC certification make him a leader in promoting fairness, respect, and equity in the workplace. 

With a holistic approach, Barry empowers his clients to unlock their leadership potential and cultivate thriving workplace cultures. His legacy is marked by his dedication to fostering inclusivity and shaping professional journeys.

Leseprobe

Barry Nembhard

Leading from Within

All rights reserved

Copyright © 2024 by Barry Nembhard

No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law.

Published by Spines

ISBN: 979-8-89383-108-5

LEADING FROM WITHIN

BARRY NEMBHARD

DEDICATION

This book is dedicated to my Mother, a true entrepreneurial inspiration I have ever known, and the heartwarming cornerstone known affectionately as Gwen, Mother, Mom by her cherished friends and family. Her unwavering spirit continues to illuminate our journey and ignite our entrepreneurial dreams.

CONTENTS

1. Leadership

2. Leadership Theories & Leadership Styles

3. Different Perspectives Of Leadership

4. The Roles of a Leader

5. Self-Leadership

6. The Significance of Self-Leadership in Today’s World

7. The Crucial Role of Self-Awareness

8. Mastering Self-Regulation to Aid Self-Leadership

9. The Power Of Self-Motivation

10. The Self-Leader's Guide To Unshakeable Self-Confidence

11. Self-Belief- The Catalyst Of Self-Leadership

12. Self-Efficacy

13. Self-Management

14. Self-Development

15. Self-Care

16. Self-Leadership - The Catalyst for Success

The M Series Consultants and Contributors

About the Author

CHAPTER1

LEADERSHIP

Every team, every organization and every company need leadership. With leadership, building structures and meeting commitments to customers or partners is easier.

The leadership culture is also crucial for the success or failure of individual teams or the entire company. It influences individual teams' motivation, willingness to work, and mood. However, for many people, leadership is still a very abstract concept.

What is the leadership definition?

The term leadership is more challenging to define than one might initially think. According to the business dictionary, leadership means "the orientation of the actions of individuals and groups towards the realization of predetermined goals, mediated through interaction" – a very abstract and not very concrete definition. Nevertheless, it offers a good starting point for determining good leadership. If we look at this definition, one might think that leadership is only designed to achieve company or sales goals. We should all be aware that this idea has been outdated for years.

There are numerous other points that good leadership should influence. Of course, the overarching goal of leadership – as the business dictionary definition correctly says – is to increase entrepreneurial success. At the same time, however, there are numerous smaller goals that leadership should achieve on the way to greater entrepreneurial success. This includes, for example, employee satisfaction, motivation and the development of structures that can lead to entrepreneurial success.

WHY IS LEADERSHIP SO IMPORTANT IN AN ORGANIZATION

There are two big and important reasons why leadership is such an important factor in every organization and company: the employer's attractiveness and the employees' motivation. You've probably heard the statement, "Employees don't leave the company; they leave leaders." This statement is one of the most important findings of our time. After all, it is not the company that influences employees daily and gives them tasks and structures, but rather the immediate leader. The leader is responsible for how well work processes work in the team, how the individual members interact, and whether they all pursue the same goals and pull together. Of course, some factors also depend on the team members, their motivation and attitude - but it is still the leader's responsibility to create a team that pursues common goals.

The better leadership works in a team or company, the happier and more motivated the teams are. This motivation ensures, on the one hand, that the employer's attractiveness to future applicants can be increased and, on the other hand, that better work results are achieved. A direct relationship has been proven between motivation and productivity or success of individual employees and entire teams: the more motivated the employee, the better the work results. In addition, motivated employees remain loyal to their employer in the long term.

The five most important tasks of leaders

At first glance, functional or indirect leadership sounds like an abstract definition of employee leadership. Now, you will discover what specific tasks lie behind today's leadership.

Communicate goals and visions:

As we already mentioned in our definition of people management, teams need goals and visions to work together. It is up to leaders to develop these goals with employees and continually work towards them.

Promote and maintain motivation:

The more motivated each individual team member is, the more successfully they work and lead the team to greater success. In order to promote this motivation, communication, feedback, and a good dose of people's knowledge are necessary. Every employee is motivated by individual factors - these need to be discovered and addressed specifically. These can be, for example, financial incentives, compensatory time, subsidies for retirement provision or further training measures.

Provide support and structure:

Today's working world quickly seems unstructured for many people. The numerous technical developments and abstract tasks mean that there needs to be more structure in some areas. Leaders should ensure that these structures are created and function. Every team member should know what they are responsible for, what responsibilities there are and what topics can also be passed on to colleagues. Those who know their place in the team and are happy with it work more motivated.

Be an authentic role model:

This leadership task is the most difficult for most leaders. Employee management is not just about creating goals and structures for employees but also about adhering to the defined values. This includes making decisions in the interests of the team and modelling the way of working and communication that the team should also use. Ultimately, the leader is also seen as a role model.

Promote communication:

Communication in teams is a particularly important factor for the success of their collaboration. This not only includes regular feedback rounds with the entire team and each individual employee but also mediation in the event of conflicts. These cannot be avoided in any team. However, it is up to the leader to resolve the conflicts professionally and bring both sides back together.

BECOMING A LEADER – THESE QUALIFICATIONS ARE NEEDED FOR GOOD LEADERSHIP

There are now numerous courses that specifically prepare students for management roles in companies. In addition, many companies have mentoring programs or a program for young leaders to prepare them for their future tasks. However, it often happens that employees with excellent technical qualifications are promoted to leaders. This situation can quickly lead to problems without appropriate training - because only some specialists are good leaders. There is often a need for communicative skills or organizational skills. After all, the job of leaders is completely different from that of the executing team members.

These qualities are important for leaders

AuthenticConsequentStrong in communicationConstructiveFocusedTrustworthyAppreciativeCarefullyThinking systemically

Leaders need these leadership skills

Strategic thinkingDefine and communicate goalsInitiate and accompany changesBuild and expand networksPrioritize and make decisionsKnowledge of human natureManage and resolve conflictsLeadership at a distance

Five tools that make good leadership easier

Even if there are no generally applicable instructions for employee management, leaders can use numerous empirical values as a guide and exchange ideas with other leaders and employees to find out exactly how their team can best be motivated. The principle clearly applies here: Communication is key. In order to find the right leadership style and become successful in leadership, there are some tools that leaders can use to develop and improve.

Tool 1: Employee interviews

One of the most important tools in employee management, if not the most important, is communication. Communication with the team, distribution of tasks, Feedback and development discussions are important cornerstones for the success of a leader. Regular employee discussions are particularly important. This can be a short feedback session after completing a part of the project, but also a detailed discussion regarding the goals and developments of each employee. Leaders should know what goals their employees pursue and what they do to achieve these goals. Leaders should find out about this in regular employee reviews. At the same time, such discussions allow you to give feedback in a calm atmosphere.

Tool 2: Conflict management

Conflict management is one of the most important tasks of leaders. Conflicts arise when different people come together. This is completely normal and often beneficial for productivity and motivation. However, it is important to deal with existing and emerging conflicts professionally. This is where leaders come into play. Employees have different opinions and are therefore restricted in the progress of their projects. However, conflicts can also arise between employees and customers that need to be resolved. The leader can act as a neutral mediator or, in complex cases, work with an external coach.

Tool 3: Employee development & team development