The traditional way of managing businesses, with a hierarchy of managers, supervisors and workers has made place for a team based approach. These days self directed teams with very specific objectives enjoy a great deal of autonomy but also a great deal of responsibility. They are expected to be creative innovative and efficient. These teams need strong leaders and that is why, when it comes to leadership development Long Island companies invest heavily.
It is not true that leaders are born and not made. Everyone has the potential to be a leader. Studies have shown that all great leaders share certain characteristics and behaviorists agree that anyone is capable of adopting new characteristic. Companies put formal programs in place to develop leaders with promise because they know that their very survival is dependent upon good and decisive leaders at all levels of the organization.
Reputable programs emphasize the fact that nobody is the leader of a team at all times. The role of leader changes according to the situation or the circumstances. In a certain situation one person may be the best choice for leading the team but not in different circumstances. The role of leader therefore changes. There are also those that have no desire to lead and forcing them in such a role can be a mistake.
Hugely successful companies do not just employ strong and inspirational leaders at the top of the structure. They develop leaders throughout the organization, even at the lower levels of the hierarchy. In this way they strengthen their teams and maintain a high level of motivation among all their staff. It is not only potential leaders that need to be developed. Even experienced leaders can become stagnant and will benefit from ongoing development programs.
Any good program for developing leaders places a high emphasis on the issue of failure and mistakes. Nobody is perfect and even the best leaders make mistakes. The secret is to learn from those mistakes and to refuse to allow a failure to have an impact on future decisions and actions. The same goes for flaws. Truly great leaders admit their shortcomings but they work hard at overcoming them.
There is no shortage of courses, workshops, seminars and programs designed to develop leaders. It is always a good idea to ask service providers for references. Courses should have very clear objectives and service providers must be prepared to explain how those objectives will be achieved and what their instructional methodology will be. Programs under consideration should be properly accredited.
A single intervention such as a formal course is not sufficient. That is why so many companies make use of the services of coaches. Coaches act as sounding boards for their clients who need to be able to voice their thoughts, opinions and ideas without risking criticism or ridicule. Coaches are also useful for forcing their protegees to question their motives, to consider the consequences of their decisions and to think things through properly.
All successful companies recognize the need for string, decisive and inspiration leadership throughout the organization. That is why they invest heavily in development programs. These programs often pay very handsome dividends over the long term and should be viewed as sound investments in the company itself.
It is not true that leaders are born and not made. Everyone has the potential to be a leader. Studies have shown that all great leaders share certain characteristics and behaviorists agree that anyone is capable of adopting new characteristic. Companies put formal programs in place to develop leaders with promise because they know that their very survival is dependent upon good and decisive leaders at all levels of the organization.
Reputable programs emphasize the fact that nobody is the leader of a team at all times. The role of leader changes according to the situation or the circumstances. In a certain situation one person may be the best choice for leading the team but not in different circumstances. The role of leader therefore changes. There are also those that have no desire to lead and forcing them in such a role can be a mistake.
Hugely successful companies do not just employ strong and inspirational leaders at the top of the structure. They develop leaders throughout the organization, even at the lower levels of the hierarchy. In this way they strengthen their teams and maintain a high level of motivation among all their staff. It is not only potential leaders that need to be developed. Even experienced leaders can become stagnant and will benefit from ongoing development programs.
Any good program for developing leaders places a high emphasis on the issue of failure and mistakes. Nobody is perfect and even the best leaders make mistakes. The secret is to learn from those mistakes and to refuse to allow a failure to have an impact on future decisions and actions. The same goes for flaws. Truly great leaders admit their shortcomings but they work hard at overcoming them.
There is no shortage of courses, workshops, seminars and programs designed to develop leaders. It is always a good idea to ask service providers for references. Courses should have very clear objectives and service providers must be prepared to explain how those objectives will be achieved and what their instructional methodology will be. Programs under consideration should be properly accredited.
A single intervention such as a formal course is not sufficient. That is why so many companies make use of the services of coaches. Coaches act as sounding boards for their clients who need to be able to voice their thoughts, opinions and ideas without risking criticism or ridicule. Coaches are also useful for forcing their protegees to question their motives, to consider the consequences of their decisions and to think things through properly.
All successful companies recognize the need for string, decisive and inspiration leadership throughout the organization. That is why they invest heavily in development programs. These programs often pay very handsome dividends over the long term and should be viewed as sound investments in the company itself.
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