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FINANCIAL CHRONICLE™ » FUN CHRONICLE™ » To be a Manager or Leader!

To be a Manager or Leader!

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milanka

milanka
Vice President - Equity Analytics
Vice President - Equity Analytics
By Lionel Wijesiri
Long time ago, when I was a young executive undergoing management training, my guru told me one of his experiences. Once he picked up two of his young executives and gave each of them an assignment with stiff deadlines. One of them, palms upward, said, “But I don’t know how to do it. Please give me some guidelines” The second one didn’t know how, either, but quietly thought for a while and said, “Well, I’ll figure it out how to do it. I will come to you, if need”.

The first one grew up to become a superb manager who believed training to be the key to success. He used to tell his subordinates: “Go to some weekend classes. Learn to do things correctly. Get a good job done.” The second person grew up to be a classic leader who believed initiative to be the key to success. He used to tell his subordinates: “Look deep into your division. Innovate. Stay a step ahead of the pack.”

The story reminded me of today’s corporate executives. Are they leaders or are they managers? My experience with senior executives tells me that that most of them tend to think of themselves as leaders, but they are not. The modern view of a manager is quite different to the modern view of a leader. You lean one way more than you lean the other.
http://www.sundaytimes.lk/110619/BusinessTimes/bt29.html

http://forum.srilankaequity.com/u188
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Kumar

Post Sun Jan 01, 2012 11:58 pm by Kumar

Thanks a lot for sharing.

avatar

Post Tue Jan 03, 2012 12:44 am by kaka

@Kumar wrote:Thanks a lot for sharing.

same thing we have to tell you brother

avatar

Post Sun Jan 15, 2012 4:26 pm by Light of Hope

no point in thanking, he is not around anymore

smallville

Post Sun Jan 15, 2012 4:54 pm by smallville

One more thing.. Its a rat race now a days.. Recognition of employees pay an equal part in keeping them aligned to work and organisation.. One must be satisfied to work rather than ask to follow monotonous roles... Further more what you do now is not what you had signed in to do as mentioned in your JD..

So in my line of thinking, most of the managers enter a discipline process thinking that this is a necessary step in order to terminate the employee.
They are not truly interested in helping the employee be successful, for them its just fulfilling a requirement for termination.

Naturally, this type of thinking does not set the employee up for success.

Most importantly, I sometimes wonder, why dont they go into the discipline process with one thought in mind: How do I salvage this employee and help them succeed in this organization?

Well, management is a practical up bringing of theoritical concepts.. When someone is given the chance to become a manager, obviously they're not up to it..

Few major reasons for this recognition gaps in Organisations as I can think of;

1) Some managers do not require a great deal of recognition themselves, so they do not see the need to provide recognition to others.
2) Some managers did not receive recognition or praise during their upbringing and have decided that it is not an important aspect of the job.
3) Some have had no positive role models in their work experience
4) most managers do not understand the business reason for recognition.
5) most managers do not understand recognition must be given in a timely manner.
6) "Thanks" or "Thanks for doing good work", sounds like recognition to most managers.

Kiwwa harida manda Wink

cseguide

Post Sun Jan 15, 2012 7:01 pm by cseguide

Thanks

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