How do you lead your teams?

How do you lead your teams?

 

 

Leadership styles There are a number of different approaches, or 'styles' to leadership and management that are based on different assumptions and theories. The style that individuals use will be based on a combination of their beliefs,values and preferences, as well as the organizational culture and norms which will encourage some styles and discourage others however fundamental traits remain at the forefront of the Leaders style and directives.

It is imperative to state right off the bat that “Manager and leader” are two completely different roles, although we often use the terms interchangeably. Managers are primarily facilitators of their team members’ success. They ensure that their people have everything they need to be productive and successful; that they’re well trained, happy and have minimal roadblocks in their path; that they’re being groomed for the next level; that they are recognized for great performance and coached through their challenges.

Conversely, a leader can be anyone on the team who has a particular talent, who is creatively thinking out of the box and has a great idea, who has experience in a certain aspect of the business or project that can prove useful to the manager and the team. A leader leads based on strengths, not titles.

The best managers consistently allow different leaders to emerge and inspire their teammates (and themselves!) to the next level.

When you’re dealing with ongoing challenges and changes, and you’re in uncharted territory with no means of knowing what comes next, no one can be expected to have all the answers or rule the team with an iron fist based solely on the title on their business card. It just doesn’t work for day-to-day operations. Sometimes a project is a long series of obstacles and opportunities coming at you at high speed,

and you need every ounce of your collective spirits and minds and skill sets to get through it.

 

In observation the best leaders don’t create followers; they create more leaders. When we share leadership, we’re all a lot smarter, more nimble and more capable in the long run, especially when that long run is fraught with unknown and unforeseen challenges.

Here are the six leadership styles do you know which one is you?

1.    The pacesetting leader expects and models excellence and self-direction. If this style were summed up in one phrase, it would be “Do as I do, now.” The pacesetting style works best when the team is already motivated and skilled, and the leader needs quick results. Used extensively, however, this style can overwhelm team members and squelch innovation.

 

2.    The authoritative leader mobilizes the team toward a common vision and focuses on end goals, leaving the means up to each individual. If this style were summed up in one phrase, it would be “Come with me.” The authoritative style works best when the team needs a new vision because circumstances have changed, or when explicit guidance is not required. Authoritative leaders inspire an entrepreneurial spirit and vibrant enthusiasm for the mission. It is not the best fit when the leader is working with a team of experts who know more than him or her.

 

3.    The affiliative leader works to create emotional bonds that bring a feeling of bonding and belonging to the organization. If this style were summed up in one phrase, it would be “People come first.” The affiliative style works best in times of stress, when teammates need to heal from a trauma, or when the team needs to rebuild trust. This style should not be used exclusively, because a sole reliance on praise and nurturing can foster mediocre performance and a lack of direction.

 

4.    The coaching leader develops people for the future. If this style were summed up in one phrase, it would be “Try this.” The coaching style works best when the leader wants to help teammates build lasting personal strengths that make them more successful overall. It is least effective when teammates are defiant and unwilling to change or learn, or if the leader lacks proficiency.

 

5.    The coercive leader demands immediate compliance. If this style were summed up in one phrase, it would be “Do what I tell you.” The coercive style is most effective in times of crisis, such as in a company turnaround or a takeover attempt, or during an actual emergency like a tornado or a fire. This style can also help control a problem teammate when everything else has failed. However, it should be avoided in almost every other case because it can alienate people and stifle flexibility and inventiveness.

 

6.    The democratic leader builds consensus through participation. If this style were summed up in one phrase, it would be “What do you think?” The democratic style is most effective when the leader needs the team to buy into or have ownership of a decision, plan, or goal, or if he or she is uncertain and needs fresh ideas from qualified teammates. It is not the best choice in an emergency situation, when time is of the essence for another reason or when teammates are not informed enough to offer sufficient guidance to the leader.

 

 

                                      Anthony Christodoulou Tony@pakter.com

 

                                       

Anthony Christodoulou - Managing Director Janou Pakter

Anthony Christodoulou - Managing Director Janou Pakter

https://twitter.com/JanouPakter

7 Great Reminders

7 Great Reminders

 

We are all faced with extremely difficult circumstances on a day to day basis with different degrees of volume and frustrations. However everything must continue and goals must be accomplished please take pause and fortify YOURSELF with the following 7 simple points to consider. Hopefully it will add value and you can overcome those stumbling blocks that that hold us ALL back from acheiving and reaching our destinies.

 

1. Add Value

 

No matter what you do and where you go, you can’t go wrong with adding value. Simply put value is anything that people are willing to pay for. In your professional life, the more value you can offer the more money you can make. In your personal life, more value translates to closer relationships and strong personal growth. The best way to add value is to find the intersection between what people are willing to pay for and what service or product you can offer that is aligned with your values, strengths and goals.

 

How are you adding value to your employers and loved ones today? What can you do to increase your ability to add value?

2. Exude Passion

 

Reading numerous biographies on great people and from my own personal observations and encounters, I’ve realized that those who achieve greatness professional and personally follow their passion. The reason why great people are few and far in-between is because most people don’t even know what their passion is. For those that do figure out their passion most of them don’t follow their passion consistently. This is one of the main reasons why people don’t reach their goals.

 

Do you know what your passion is? If not, what are you going to do to find out? If you do know what you passion is, are you following it?

3. Be Different

 

If you do the same thing as everyone else, it’s hard to be successful. It is important to find the edge and then push past it. That is how you become noticed and get what you want. Whether it is money, meaningful relationships and/or a sense of personal accomplishment, the extraordinary person attracts them all.

How are you different? If you feel just ordinary, what are you going to do to become extraordinary?

4. Stop Procrastinating

 

There are many factors that go into become a success in both your professional and personal life but the one factor that is required is taking action. Most people miss out on reaching their full potential because they never start. They are always preparing, planning and waiting for the best time to start.

Are you waiting for something before you start? What is your planning to doing ratio? What’s really the worst thing that can happen if you got started right now?

5. Get a Mentor

 

People who “make it” usually credit their success to a mentor or a group of mentors who really helped guide them to get to where they are. Mentors have gone down the road that you want to travel and can guide you to get to your destination faster than if you went at it alone. If you want to be healthy, you would find a mentor who is already healthy. If you want to be rich, then you have to find someone who is already rich. What surprises me is how rarely people engage in mentoring relationships and those who do usually find mentors in only one aspect of their lives.

Do you have a mentor in your life now? If not, ask yourself what barriers are preventing you from finding or establishing a mentor? If you do have a mentor, do you have one for the different aspects of your life (financial, health, professional, personal, spiritual, relationships, parenting etc.)?

6. Have a Support Mechanism

 

 

While mentors serve as a guide with whom you review your past actions and plan your next steps, a support group is your companions that help you with during the actual execution of your plan. This may be in the form of a mastermind group or accountability partner where you keep each other accountable for your goals and to help each other deal with situations that may arise while you are on your journeys. It is extremely helpful to have someone you know that is willing to listen to your frustrations and self-doubt and to encourage you and remind you of how far you’ve already come.

Who is in your support group?
 

 

7. Be Great at Selling

 

 

Many people cringe when they hear the word sales. “I would never be in sales, that’s a sleazy job.” It is exactly this type of thinking that stops people from being their best. Sales is nothing more than persuading someone of something. When you are looking to get a date, you are selling. When you are interviewing for a job, you are selling. When you are trying to persuade your spouse or kids to clean up their rooms you are selling. In a professional setting, sales is paramount and the lifeline for any business. If you want to get the most out of life and business, learn the skills for effective selling.

When you hear “sales”, what associations come to mind? Are they positive or negative? Do you know the how to sell effectively? If not, how do you plan to learn?

Stick to Plan A

 

 

Contact: Tony Christodoulou - for information on: One2One Training/Mentoring and Group  Workshops - t.christodoulou@hotmail.co.uk - or 917-351-4684

 

 

Ignite4Change: Personal Development: What's your sales enviroment like for 2013?

Ignite4Change: Personal Development: What's your sales enviroment like for 2013?:     For Sales Managers Providing an environment of motivation for your sales team is essential. The environment is up to you...

What's your sales enviroment like for 2013?

 

 

For Sales Managers

Providing an environment of motivation for your sales team is essential. The environment is up to you. Motivation is a way to provide a winning environment. However, if you want to motivate your sales team there are certain non-negotiables you need to practice every week.

The  4 Laws of Motivation from a Sales Manager to a Sales Professional:

1. Ask for Performance.

You and your team deserve it. Describe how the job and sales performance measurements are is being done now and how you want it to be. Then ask the sales professional to do it that way. Make sure you lay out the expectations. This is the time not to be uncertain. Document these and Hold them accountable to the performance numbers. Then (and only then) use…..

2. Positive Reinforcement.

 (And then personalize it). Don’t take acceptable work for granted! Thank your sales professionals for the work they do. Praise them every time they improve. BUT, while everyone likes to be recognized, what motivates one may leave another cold----or irritated. Find out what works with each of your people. Ride those key motivational traits all the way to the bank. Use this positive sales management reinforcement by……

3. Building Great Relationships. This doesn’t mean you are ‘hanging with the dude’ at the local night club. But treat your people like real, human beings. That’s what they are and they will respond when your actions show that you respect their individuality and trust their intentions.

4. Refuse to Accept Poor Performers. Tell your people when performance is unacceptable. Sometimes this is a reprimand. Other times you can handle it through coaching either way you are demonstrating that standards matter—and that, in itself, is motivational.

 

 

 

connect for more information tony@pakter.com

New career in 2013

 

 

 

Wanted Executive Recruiters Anywhere in the United States
Work from home or office.

We are a boutique executive search company within the fashion/design and creative arenas: Because of our success and aggressive growth plans, we are looking to bring on experience recruiters...

 

We are highly specialized and need recruiters who have knowledge either from an agency or in-house career perspective.

Due to our insatiable appetite for success we are currently looking for recruiters with previous recruitment experience who are money motivated, tenacious, and enthusiastic. You will be educated to degree caliber and enjoy working in a busy, varied and challenging job.

You will:
• Pitch and win retained business (full training provided)
• Excellent knowledge of the fashion/design/creative space
• Proven recruitment experience (agency or in-house)
• Strong client/candidate facing skills
• Ability to prioritize workload
• Relationship builder
• Strong business development and candidate generation skills
• Hungry, driven and highly motivated individual
• Excellent sourcing skills –(headhunter)

we will be able to provide you with internal support and individual training, a huge market reputation and an amazing brand equity! We will also provide an excellent basic salary, a high and uncapped commission scheme and the realistic opportunity to progress through the company.

For more details and to apply please contact Anthony Christodoulou at Janou Pakter tony@janoupakter.com for an informal discussion. 212-355-3197

 

Ignite4Change: Personal Development: 10 amazing leadership insights for 2013

Ignite4Change: Personal Development: 10 amazing leadership insights for 2013:       1. Remember that everyone is watching. One of the most important things to keeping mind is that all leaders are role mode...