Leaders to Leader

Lessons from the Great American Leaders & How They Apply Now

Posts Tagged ‘outcomes

Producing Better Decision-Making That Results in More Positive Outcomes

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One of the primary reasons organizations and companies go through the effort of developing a qualified team environment is to produce better decision-making that results in more positive outcomes. This creates a more effective, efficient and productive work environment that helps ensure the success of the organization.

Good decision-making is facilitated by open and effective team communication that allows teams to consider all perspectives and points of view. The synergy of the team allows it to make decisions and outcomes that individuals alone would be unable to reach. Properly done and implemented, effective team decision-making makes the job immensely easier for everyone involved.

When leaders build an effective team structure and facilitate its activities, they will find that teams are more effective and productive at making decisions than leaders alone would be. This not only makes the leader’s job easier, but also enables their organizational unit to be more effective in implementing new decisions.

The structure and synergy created in the team environment greatly enhances decision-making in all organizational settings. This section discusses what contributes to this enhanced decision making ability.

Increased Informational Flow

The structure and makeup of teams typically allows them to develop more information and data than the average individual is capable of producing. Additionally, because of the number and combination of individuals, teams can analyze information and data more effectively and efficiently than a single individual. These enhanced analytical skills allow teams to base their decisions more on facts and data in order to support their conclusions and recommendations.

Balanced Perspectives

The structure of the team allows for the input of more feedback and perspectives on any specific issue or topic because all team members are mandated to participate and supply their feedback. The team has the ability to produce a balanced perspective on any issue it reviews.

All Points of View Considered

The brainstorming and consensus-building techniques employed by most teams allow them to consider all points of view and perspectives supplied by team members. Throughout the process, concepts are built upon in order to consolidate ideas and perspectives and use the synergy of the group to create more powerful solutions. This allows the team to weigh alternative solutions before reaching a final decision.

Solutions Prioritized

The consensus building and synergy of the team in the decision making mode allows it to consider, weigh and prioritize all possible solutions to any issue or problem. This process is based on criteria established by the team ahead of time, freeing it from any personal bias or agenda. It allows teams to effectively filter all potential solutions in order to arrive at the best possible decision.

Positive Outcomes

The team process allows people to thoroughly consider all points of view and create balanced solutions that ultimately produce positive outcomes for the organization.

It should be noted that initial decision-making in new team environments can be awkward and time-consuming. As teams become more experienced and mature in making decisions, the entire process will become more streamlined, automatic and efficient. Leaders should avoid the temptation of minimizing the team’s ability to grow, especially during the early stages of team development. Doing so will hinder its potential for growth, effectiveness and productivity.

Excerpt: Boosting Team Communication: Pinpoint Leadership Skills Development Training Series (Majorium Business Press, Stevens Point, WI 2011) $ 17.95 USD

Related:

How Personal Agendas Can Destroy a Team

The Use of Teams Requires Self-Discipline

Overcoming and Preventing Groupthink

Seven Negative Roles & Behaviors Which Undermine Team Performance

For Additional Information the Author Recommends the Following Books:

A Team’s Purpose, Function & Use: Pinpoint Leadership Skill Development Training Series

Building Strong Teams: Pinpoint Management Skill Development Training Series

Building Team Roles & Direction: Pinpoint Leadership Skill Development Training Series

Developing a Team Approach: Pinpoint Leadership Skill Development Training Series

Developing & Planning for Team Results: Pinpoint Leadership Skill Development Training Series

Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews‘ Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018

Copyright © 2013 Timothy F. Bednarz, All Rights Reserved

Leadership Removes Barriers to Performance

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An effective performance management platform has specific overall outcomes that leaders need to achieve if they are to be successful. In the traditional bureaucratic organization, these programs are often meaningless. However, within the empowered organization, an effective performance management program efficiently moves the organization forward.

As a performance management program is developed and implemented, the role of the leader becomes increasingly important as they grow in their personal abilities. This means that true leadership capabilities must emerge in crafting clear and understandable goals for employees as well as developing simple but effective plans for the organization to follow.

This is important for leaders to understand because true leadership that removes barriers to performance, demands proactive involvement and interaction. As leaders mature in their responsibilities, they take their roles more seriously, and develop the self-confidence to stretch both themselves and their employees to higher levels of productivity and success. By challenging the old political bureaucracies that hinder performance and overall success they become leaders in the truest sense of the word.

The essence of performance standard development within the empowered organization is to reach the point where employees direct and evaluate their own performance. The role of the leader is to help the employee reach mutually agreeable goals and standards to measure progress toward those goals. Once this is achieved the leader provides them the direction and information the employee needs to assess their individual performance against their goals.

Once this state is reached within the organization, several positive outcomes are created that assist both the organization and its leaders. These are:

Simplicity

Simplicity is the ally of the true leader and complexity the favorite tool of traditional bureaucratic organizations. Leaders must take the responsibility of simplifying their organizations. The more straightforward an organizational structure they can create, the more effective it will be.

As performance standards are established for individual employees, an understanding should be reached as to how their work and contributions fit into the organization. Employees should know they are not performing a mindless task, but one that adds value to the overall output and outcomes of the entire organization. When employees see that what they do counts and the clear connection between their job and organizational success, it removes much of the clutter and interference that hampers decision making. This simplifies the process the organization must undergo to enhance performance and productivity.

Self-Confidence

For the leader, the process allows them to create simple plans with clear targets and objectives. It allows them to communicate more easily with their employees because they understand the connection between their contributions and the organization’s success.

When levels of simplicity are achieved within the organization, many barriers are removed and cooperation between leaders and employees is enhanced. All understand the results that must be achieved and why they are important. Additionally, when the entire process is simplified, plans are easily implemented and are more effective. The barriers of complexity traditionally in place within a bureaucratic organization are removed. The more success attained by leaders, employees and the organization, the more self-confidence is established that allows all to reach for more ambitious goals and objectives.

As in a cohesive organizational unit, everyone is accountable to everyone else within the unit, the performance of all leaders and employees is clear to all parties. This minimizes excuses and wastes less time, financial and operational resources.

Speed

The impact of both simplicity and self-confidence has an overall impact on the speed in which the organization operates. Within the empowered organization, leaders and employees have an established and mutually agreeable clear purpose. All understand the ramifications of hesitancy in today’s competitive global markets.

The overarching goal of performance planning and implementation within the empowered organization is to increase the speed of all internal processes from production to marketing to overall management. When leaders are successful in establishing clear and understandable goals, simple plans and self-directing evaluation, the barriers to decision making and overall output are effectively removed. This allows the organization to react more quickly and nimbly to the forces of change as well as ongoing competitive pressures.

Excerpt: Strengthening Leadership Performance: Pinpoint Leadership Skill Development Training Series (Majorium Business Press, Stevens Point, WI 2011) $ 18.95 USD

Related:

Five Critical Steps to Maximize Performance

Execution: Six Action Steps

Performance Plans Create Results and Maximizes Performance

Objectives Allow Managers to Focus on Obtaining Results

For Additional Information the Author Recommends the Following Books:

Performance Management: The Pinpoint Management Skill Development Training Series

Planning to Maximize Performance: Pinpoint Leadership Skill Development Training Series

Maximizing Financial Performance: Pinpoint Leadership Skill Development Training Series

Improving Workplace Interaction: Pinpoint Leadership Skill Development Training Series

Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews‘ Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018

Copyright © 2013 Timothy F. Bednarz, All Rights Reserved

Empowerment Changes the Mindset of the Organization

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The factors constituting organizational empowerment create a change in the mindset of the organization. Most traditional companies have an established centralized bureaucracy with a strong management rather than leadership mindset. These are different approaches to how an organization is run and ultimately evolves in the face of continual change. When leaders understand the factors that increase empowerment, they are capable of leading their organization’s evolution through a series of incremental changes.

Leaders at all levels of an organization have the personal ability to shape the culture, climate and character of their units through their personal vision, desire to produce improved results and the dynamics they create to change and motivate their employees.

Through a leader’s personal example and proactive approach to their employees, other leaders are created. As employees are empowered within the organization, their leadership characteristics emerge and are developed. Rather than limit these capabilities, leaders cultivate these individuals until their potential is realized. This is a tremendous responsibility for the individual leader to assume, but a necessity if the organization is to grow and evolve in the face of continuous change.

Leaders at all levels assume the responsibilities of influencing the attitudes, activities and actions of their employees. This is opposed to the role of managers or supervisors who see their role as simply directing the employees under them. In the capacity of an influencer, the leader applies the principles of effective leadership and focuses his or her organizational unit through the use and application of the following factors:

Outcomes

Leaders shape the outputs and outcomes of their organization. Their overall goal is meeting the needs and demands of the customer, whether internal or external. This places an emphasis on results over processes. In other words, the final desired result is concentrated on, and not necessarily the process that produces the result. Within the empowered organization, the process can be radically changed by the involvement of frontline employees to produce a higher-quality outcome in a more efficient and profitable manner.

Groups

Rather than focus on an individual job or task, leaders focus their attention on the collective results and outcomes produced through involvement of the workgroups and teams within their organization. The use and application of effective leadership and motivational methods allows leaders to build and foster strong organizational cohesiveness. This results in increased empowerment, overall accountability and effectiveness.

Ideas

Leaders encourage and stimulate creative thinking within their organizational units to develop new ideas and concepts to improve team outcomes. Rather than enforce old and possibly ineffective ideas, leaders attempt to harness the “native knowledge” of individual employees to increase the productivity of the organizational unit. Rather than looking for things to go wrong and then fixing them, leaders are looking for the things that are working and seeking ways to expand their use through increased testing and experimentation.

Competition

Rather than fear and ignore it, leaders thrive on tough competition. They use the competitive environment they must function within to drive their organization forward by eliminating waste and inefficiency and by focusing the organization on producing a higher-quality product or outcome that can compete more effectively in the marketplace.

Involvement

Leaders are always seeking new ways to motivate and stimulate the involvement of all employees in producing a better product or outcome. The empowered organization increases the employee’s ownership and accountability by flattening the decision making process. This allows frontline employees, closest to and best qualified to positively impact the final outcome or product, to make key decisions.

Empowerment

Rather than tightly control the decision making process, leaders are continually looking for new ways to empower individual employees to make the critical decisions that reduce inefficiency and frustration at key points positively impacting the organization’s output or product.

Since changes are produced by countless decisions made everyday, rather than slow and complicate the process, empowerment streamlines and makes the entire organization more effective and efficient. Employees do not have to wait for countless and wasteful meetings to make decisions, but can make them “on the fly” to quickly resolve a problem. This allows the organization to move quickly forward, free of needless barriers.

Proactive vs. Reactive

Leaders are proactive rather than reactive. Instead of waiting, they actively seek ways to make things happen. In this regard leaders are dynamic and animated in their interaction with both their superiors and employees rather than inanimate and reactive. The energy and dynamics of their personal behavior creates a sense of excitement and is highly contagious to other members of the organization. This produces positive attitudes and motivation throughout the organization.

Employees as Resources

Leaders hold their employees in high regard and respect their personal abilities, insight and intelligence. In this capacity, they maintain a perspective that treats employees as human resources with something positive to contribute to the organization—not a worker with a job. In this capacity and through the use of such leadership and empowerment principles, the “us vs. them” attitude prevalent in many organizations is eliminated or greatly diminished.

Innovation

When all of the factors constituting an empowered organization are considered, leaders are focusing the members of their organization on improving personal initiative and innovation. This is opposed to simply improving individual employee compliance and conformance to organizational goals and objectives.

When freed of constraints and empowered to actively contribute to produce positive outcomes and results, employees are capable and motivated to meet the challenges presented to them. This advances and improves the overall organization.

Culture

Leaders use all the factors that ultimately constitute an empowered organization to shape its character, culture and climate. Most will discover that the climate they create and shape will assume the characteristics they personally display.

Excerpt: Organizational Empowerment: Pinpoint Leadership Skill Development Training Series (Majorium Business Press, Stevens Point, WI 2011) $ 19.95 USD

Related:

Power Must Be Shared for Organizations to Grow

Change is Not a Destination But a Process

Creating a Culture of Innovation

Building Employee Support Requires Interactive Leadership

For Additional Information the Author Recommends the Following Books:

Improving Workplace Interaction: Pinpoint Leadership Skill Development Training Series

Strengthening Leadership Performance: Pinpoint Leadership Skill Development Training Series

Empowerment: Pinpoint Leadership Skill Development Training Series

Facilitating Change: Pinpoint Leadership Skill Development Training Series

Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews‘ Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018

Copyright © 2013 Timothy F. Bednarz, All Rights Reserved

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