Permission to Succeed
Permission to Succeed
So what happened! It really is very different these days. Managers struggle with constant repetition and the endless pursuit to get people to do the right thing.
But this is where the simple art of coaching [great leaders are great coaches!] comes in. Generation Y's have a greater need for balance and their priorities are quite different to other generations. The important facets that sustain maximum performance now are the creation of a community, engaging and coaching staff rather than directing, and ensuring that our people are actively involved in the vision and direction of our organisation.
And our people need to know what good performance looks like! Ken Blanchard, author of the still best selling One Minute Manager said many years ago that most people don't know what good performance looks like! What is it that indicates we are making headway in a clear and unambiguous way?
The team needs a scoreboard! They need to be able to celebrate wins based upon success through good performance. An environment that celebrates wins and emphasises good performance through a self managed scoreboard is one in which teams will take ownership and be self accountable!
Having said that what precedes this is an environment created by the leader that sets the scene for growth through high performance. This is when the leader creates trust and gains credibility with his team - whereby the stage is set. Credibility comes through character and competence:
Integrity - Being congruent inside and out. It is having the courage to act in accordance with our values and beliefs. Violations of trust are violations of integrity.
Intent - Our behaviour is a result of our motives and agendas. Trust grows as our motives are clear, straightforward and based upon mutual benefit. Hidden agendas break trust!
Capabilities - The abilities we have that inspire confidence - talent, attitude, skills and knowledge. More importantly it relates to our ability to establish, grow, extend and restore trust.
Results - Simply our track record of performance and getting things done. If we do not achieve what we are expected to do it destroys our credibility.
John Maxwell puts it succinctly when he says that leaders have to be genuine and that followers want to believe in and trust their leaders. When leaders break promises and fail to honour commitments they reveal themselves as inauthentic, and lose credibility.
Trust rests upon a foundation of authenticity. To gain trust a leader must consistently align words and deeds, while showing a very high degree of transparency.
So consistent high performance needs a solid foundation. With strong leadership and an environment whereby performance is clearly measurable, and emphasises recognition and reward for performance, the environment becomes conducive to greatness, success and massive growth - in good times and bad!
Permission to Succeed - To learn more about this author, visit Geoff Flemming's Website.
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It seems so simple that people should just know what to do! That was the way it used to be. Some years ago there was an expectation that our people could be told what to do and it was just happen.
So what happened! It really is very different these days. Managers struggle with constant repetition and the endless pursuit to get people to do the right thing.
But this is where the simple art of coaching [great leaders are great coaches!] comes in. Generation Y's have a greater need for balance and their priorities are quite different to other generations. The important facets that sustain maximum performance now are the creation of a community, engaging and coaching staff rather than directing, and ensuring that our people are actively involved in the vision and direction of our organisation.
And our people need to know what good performance looks like! Ken Blanchard, author of the still best selling One Minute Manager said many years ago that most people don't know what good performance looks like! What is it that indicates we are making headway in a clear and unambiguous way?
The team needs a scoreboard! They need to be able to celebrate wins based upon success through good performance. An environment that celebrates wins and emphasises good performance through a self managed scoreboard is one in which teams will take ownership and be self accountable!
Having said that what precedes this is an environment created by the leader that sets the scene for growth through high performance. This is when the leader creates trust and gains credibility with his team - whereby the stage is set. Credibility comes through character and competence:
Integrity - Being congruent inside and out. It is having the courage to act in accordance with our values and beliefs. Violations of trust are violations of integrity.
Intent - Our behaviour is a result of our motives and agendas. Trust grows as our motives are clear, straightforward and based upon mutual benefit. Hidden agendas break trust!
Capabilities - The abilities we have that inspire confidence - talent, attitude, skills and knowledge. More importantly it relates to our ability to establish, grow, extend and restore trust.
Results - Simply our track record of performance and getting things done. If we do not achieve what we are expected to do it destroys our credibility.
John Maxwell puts it succinctly when he says that leaders have to be genuine and that followers want to believe in and trust their leaders. When leaders break promises and fail to honour commitments they reveal themselves as inauthentic, and lose credibility.
Trust rests upon a foundation of authenticity. To gain trust a leader must consistently align words and deeds, while showing a very high degree of transparency.
So consistent high performance needs a solid foundation. With strong leadership and an environment whereby performance is clearly measurable, and emphasises recognition and reward for performance, the environment becomes conducive to greatness, success and massive growth - in good times and bad!
Permission to Succeed - To learn more about this author, visit Geoff Flemming's Website.
Like this article? Share it with your friends
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