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Lessons from the Great American Leaders & How They Apply Now

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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 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.


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.


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


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

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