Developing People’s Managing Director Dave Marchant has a straight forward and pragmatic approach to leadership development. Dave explains: “It is all very well for someone to read the latest leadership theory and think that is how they need to think and act when they don’t fully understand their current behaviour and approach, and how they might be currently de-motivating their staff big time! In reality it is much more straight forward to do something about your current behaviour, rather than learning a totally new, radical or even “proven” approach. Indeed in our experience, many managers de-motivate their employees because they fail to understand even the fundamentals of human motivation”.
Dave’s approach is to help managers understand the behaviours that can quash people’s motivation and to help them change them. His ‘Top Ten’ management failings are:
1) Taking away person responsibility by over controlling peoples work.
2) Being too pushy, aggressive and task-orientated.
3) Disregarding employees’ right to a sensible work-life balance.
4) Making unfair decisions about work routines, pay and reward.
5) Failing to engage people creatively by asking them to do meaningless work.
6) Being incomplete or inconsistent in communications.
7) Applying work rules and policies in a rigid manner without the concern for individual needs.
8) Failing to get the involvement of staff over decisions that affect them.
9) Rewarding and/or promoting behaviours that are contrary to the direction/culture of the organisation.
10) Acting without integrity.
"If an organisation truly wishes to improve the performance of their leaders, they need to provide constructive feedback to them, and make room for a mix of formal leadership development supported by external coaching and possibly mentoring to help leaders change their behaviour," recommends Dave.
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