On
leadership programmes:
Leadership Versus Management - Is Change Just About Management Or Does It Involve Leadership?
By Stephen Warrilow
To see whether you are a Leader or a Manager, answer True or False to the following statements:
1. I think more about immediate results than I do about mentoring others
2. It's nice to know about people's long-term goals, but not necessary to do the job
3. The greatest pleasure in my job comes from making the work process more effective
4. I spend more of my time and attention on the weaker performers than I do on my top performers, who basically take care of themselves
5. It's my job to know everything that goes on in my area
If you answered mainly "True" to the questions above, then you've given a Manager's response. If you've answered mainly "False", then you've given a Leader's response.
"Those who have changed the universe have never done it by changing officials, but always by inspiring the people." [Napoleon Boneparte]
I define as someone whom others will follow. In my experience:
- Leaders
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Interesting
article on leadership programmes:
Anthony Robbins: The Best Leadership Motivational Speaker
By Lucile Taylor
Leadership motivational speakers are quite hard to find nowadays, as the demands for such individuals are quite taxing, if not, with high qualifications. When talking about leadership motivational Read more...
More
on leadership programmes:
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drive change where as managers deliver it
- Leaders define culture whereas managers are defined by it
- Leaders innovate whereas managers administrate
Whilst the very definitions change management and programme management emphasise the management aspect [and of course this is important] much of the cause of the 70% failure rate in change initiatives is directly attributable to a lack of leadership...
A that sees the bigger picture - that ensures that people will follow - and the discipline of a programme management approach provides the tools and processes to facilitate that.
Any change initiative that is more than incremental change [i.e. it's a step change] needs to led - and it needs to be seen to be led.
Identifying and enlisting the support of leaders [as well as the managers] within your organisation is key to successful culture change and change management.
Here is an interesting and balanced perspective on the differing but complementary roles and skills of leaders and managers: characteristics of and management:
"Leadership and Management are two distinct but complementary systems... While managers promote stability, leaders press for change. Only organisations that can embrace both sides of that contradiction can thrive in turbulent times." [John Kotter]
My own personal view and experience of is that:
- Leaders are born not made
- You know if you are a leader
- Others know if you are a leader
And my own personal credo is that "it is better to be decisively wrong that indecisively right"!
I invite you to take advantage of my 7 FREE "How to Do It" downloads that will take you through all of the key stages of How to manage change - and show you how to manage successfully.
Find out the 3 main reasons for the 70% failure rate of all step change initiatives and how to avoid it, and most importantly: How to benefit from change
Stephen Warrilow, based in Bristol, works with companies across the UK providing specialist support to directors delivery significant change initiatives. Stephen has 25 years cross sector experience with 100+ companies in mid range corporate, larger SME and corporate environments..
Another
decent article on leadership programmes:
Leadership: Be An Example
By Dennis Harting
The greatest leaders in history were the ones who had the ability to command the respect of the people who followed them. This is something that they earned. It was not blindly given to them. One can Read more...
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