Expanding Leadership Through Women

woman leader As the nature of leadership changes from command and control to a supportive and empowering style, managers must learn how to coach and support their staff if they are to be effective.

Supportive leaders listen to people who work with them and seek their ideas.  They share the bigger picture and readily disclose information.  They enable people to seek their own solutions.  When people are encouraged to act on their own initiative it adds value to the product and service.

Leadership is shifting and organisations are struggling with this, but managers have to address it because they need to utilise the skills across their organisations and often have to work with other companies to create a successful project.

Lashings of charisma are not a prerequisite.  Everyone has the potential to be a leader and you need the quality at all levels.

Transformational leaders require characteristics such as vision, influencing, a collaborative relationship building style and an attitude that questions assumptions and encourages others to follow suit.

Companies by and large gain added value and a competitive edge through fully utilising the ideas and information of their employees.  Whatever the technology, a company will in the global market be distinguished and differentiated by the creativity and enthusiasm of its people.

The business of collecting an organisations intellectual capital will lead to a more open culture.The ultimate goal must be openness about mistakes and what is learnt from them”.

The transformation from the traditional male world of command and control and survival of the fittest to a global marketplace based on knowledge management and best in class customer service, will require more women in leadership positions at all levels in companies. There needs to be a better balance between Intellect ‘Q’ and Emotional ‘Q’ in organisations.

Most purchasing decisions are made by women who, therefore, really understand the requirements of best in class customer service. Again, to be on the receiving end of customer service is an emotional experience.  When service is poor, customers become angry and when service is excellent they are happy. These are emotional responses.

There is no doubt that as we move further from the Industrial Revolution into the Information Revolution then the qualities of leadership required will reflect the strength of women.

Companies need more people with passion and integrity and an ability to set clear goals, which can inspire trust in those working for the organisation. At present such people with emotional ‘Q’ skills find it difficult to flourish in command and control cultures still based on the Industrial Revolution model of organising and doing work.

Many companies still refuse to consider a huge pool of talent for top jobs – women executives.

Most companies I come across are often floundering in random activity with no coherent approach and employees are not being “switched” on to deliver a common goal.  Companies need to be as systematic towards leadership and people development as they are with their technological, data and IT processes.  Softer process skills such as goal setting and reviewing are not generally in-built into a company’s end to end customer delivery process as are the traditional supply chain processes etc.

As with top level sports people, managers also need but rarely get, personal coaching to learn new techniques, gain feedback on their performance and improve their mindset. In sport this is the way in which performance is continually improved to keep up with and beat the competition. The coaches work on improving knowledge, skills and motivation.

And who do we need to expand leadership through coaching? More women. Their innate emotional skills in bringing up families and encouraging achievement are required in the workplace of the information age to redress the deficiency mainly established by men in the industrial age.

This is not to say that men do not make good leaders. Clearly they do. However, there is currently an imbalance of leadership weighted towards men, which still perpetuates command and control rather than building collaborative relationships and expanding leadership through personal example. Organisations are people. People are emotional. Leadership is therefore about dealing with the emotions of people.

At LMI-UK we have all of the necessary leadership and management knowledge and processes through our well tested programmes with over 50 years of experience to bring out in people the attitudes and behaviours that are needed in a Global World that needs leaders with vision, who can inspire their people to be creative, enthusiastic and who want to achieve results through a more collaborative style of leadership.

Our leadership and management development programmes work on the principle that personal development differs from training in that developing people to think and act in a different way is only achieved in small increments over time until the necessary change habits through spaced repetition have reached the stage of unconscious competence

Life after Oil

saudi trainingSaudi Arabia may have many challenges to face in it’s pursuit of “Life after the Oil runs out” but leadership won’t be one of them.

Only a few weeks ago LMI-SA announced it had been awarded the first of many contracts to develop over 400 Leaders and Potential Leaders using LMI’s Total Leaders concept.

The intervention will involve four Of LMI’s most powerful and proven programmes:

 

Those individuals selected to benefit from LMI’s unique multisensory result driven methodology will undoubtedly become very sort out Leaders, both in Saudi Arabia and around the world.

 “73% of UK middle managers say they work in organisations that support learning and development, yet only half of them are given sufficient time for their own learning”

Source:  The Missing Middle, Ashridge Business School.

Major UK Bank Rolls out LMI-UK Pilot Programme

LMI-UK banking projectsBanks are often the focus of bad press and out of date thinking.  Do what you have always done, and you will get what you have always gotten”.  For Banks this could be an expensive strategy to adopt, but not for one fast growing  European Bank here in the UK.

After successfully completing several pilot groups using LMI’s leading programme, Leadership through Effective Personal Productivity, this major European Bank has decided to continue it’s positive drive forward with more of its Leadership and Management team. Thus benefiting from the results achieved from LMI’s Effective Personal Productivity and Effective Leadership Development Programmes.

Both these LMI programmes are ROI result driven interventions which are focused on the participants achieving both their person and business goals by adopting new work habits. The LMI methodology does get them to think and behave in more effective and productive ways as Leaders, Managers and Individuals – Guaranteed!

Over the years LMI-UK has successfully coached and facilitated LMI programmes within Handelsbanken, Bank of America in London, Yorkshire Bank plus a host of other Financial Institutions.

For information on how LMI-UK can help your Management Team contact us on 01753 669401

MY ROUTE TO SUCCESS – PERSONAL GOALS

In my last article I shared with you the idea that successful people plan a journey towards success and follow it and that there are five essential elements in any success journey:

  • A clear goal
  • A plan
  • The desire to achieve
  • Confidence in your ability to achieve your goal
  • Determination to keep going regardless of obstacles. 

The theory is simple but the reality less so as to plan and commit to a success journey is challenging. It requires a change in attitude and behaviour which take time to develop and effort to pursue. On my journey I have experienced successes and set backs and there have been times when I have felt tired and low and wondered if I can be as successful as I aspire to be. The answer is, of course, yes I can. 

Paul J Meyer defines success as;

‘the progressive realisation of worthwhile predetermined personal goals’. 

So, each day that I review my goals, monitor my progress and then revise or stick to my goals and plans I move towards the success I aspire to achieve. 

What I have learnt is that the most important and most difficult step is to set clear goals. According to Paul J Meyer 

‘if you are not making the progress that you think you should or are capable of making, it is because your goals are not clear enough’. 

Harsh but true. 

During my career I have written many business goals for projects and performance appraisals. Consequently, when I started my new success journey I thought I would find goal setting for my future success easy. I was wrong. After a number of false starts and set backs I have learnt a lot which I thought would be useful to share. 

Are goals worthwhile?

First of all you have to believe that a programme of goals is worthwhile. There is a plethora of evidence, advice and training material in support of goals but if you:

  • hear but don’t believe it then a goals programme will not work for you. Without belief you won’t be able to put      in the effort that is required so don’t waste your time starting.
  • hear it, don’t believe it but are prepared to give it a go then be prepared for a long journey during which you will need to learn how to change your attitude and behaviour towards goal setting en route to your success
  • hear it and believe it, congratulations, enjoy your journey and your inevitable success.

A goal setting analogy that I like is one of Jim Rohn’s success philosophies 

 ‘the same wind blows on us all, it is not the wind but the set of the sail that determines your destination’. 

If I think of my goals as the set of the sail it helps me to visualise how I control my journey. I like to be in control so this helps reinforce why goal setting is important for me. 

Goals are personal

For a goals programme to work it has to mean something to you and you have to own it. You create the goals, you set the dates and you take responsibility for achieving them 

Personal goals are not set in stone. 

As you learn you can revise them, delete those that are not working for you and write new ones. The possibilities for success are endless but so are the obstacles that can derail you. If you believe that personal goals are worthwhile you will pursue them, if you don’t you will give up. With personal gaols there is no need to fear mistakes. Consider every alteration a sign of progress. 

I have found writing and pursuing personal goals different to my previous experience of writing business goals which often were about the achievement of organisational standards and targets. 

Personal goals support personal leadership and the purpose of a personal goals programme is to enable you to use more of your potential, stimulate your motivation and achieve continued success in all areas of your life: family and home, financial and career, social, spiritual, physical health and mental development. 

I recently came across these inspirational words from Jose Ortega y Gassett (Spanish Philosopher) 1883- 1955 that I find particularly inspirational 

‘Life is a series of collisions with the future, it is not the sum of what we have been, but what we yearn to be ‘.

I firmly believe that a personal goals programme is the way for me to achieve my dreams. 

Footnote 

This article is based on the Personal Leadership theories of Paul J Meyer

 

 

 

Connecting daily activity with the Big Picture

 

Connecting daily activity with the Big PictureOne of the key challenges of any organisation is to connect what their people are doing on a daily basis with their Big Picture goals – their mission and purpose, vision and values.

This video shows how to break down the big picture into a Master Goals List, from their to create a monthly goals and priorities plan, and from there to effective manage your time on a daily basis.

Connecting daily activity with the Big Picture

World Hajji & Umrah Convention 2013, London Olympia, 21st & 22nd May

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Attended by Hajj authorities and travel operators, hotels and others.

In association with the Saudi & British Marketing and Management Association [SBMMA] and Dr. Talal Al – Maghrabi, CEO,Marketing and Communication Academy [MARCOM],Roger Waplington, Director, Leadership Management International UK [LMI – UK], gave a 2 hour presentation on:

 

  • Leadership Needs In Today’s Global Economy
  • Breaking Through the Success Barrier
  • The Power of Goal Setting

Roger’s opening remarks that set the tone for the presentations were:

“It really is a privilege and an honour for me to be given the opportunity to speak to you all today about Leadership and to be able to share with you the approach of LMI – UK on how we can all develop ourselves as better leaders and for you to think about how you can start from where you stand today to realise your future true potential.

The good news for all of us here today is that we are all leaders and we have experienced success in its many different forms. The question we must all ask ourselves is how can we learn and apply the way we think and act so as to become total leaders and to think about what further success we want for ourselves, our families, our organisations and the people we lead.

It is said that there are 3 types of people:

  • Those that make things happen
  • Those that watch what happens
  • And those who wonder what has happened

Wherever we are now, we need to be able to continually develop ourselves to make things happen and I will show you how you can adopt the right leadership habits to do this.

You may all have come to listen to me today to find out what leadership is and how it differs from management. You may want to find out why there is a leadership gap in the world right now and how we can reduce that gap. Or you just may want to discover how you can become more successful by being more certain about the goals you have the desire to achieve.

Our history is littered with leaders who have changed the world in which they have lived and transformed people’s lives. As Winston Churchill said “The Empires of the Future Are the Empires of Our Mind”

These leaders have dealt with and focused upon: Progress, Growth and Change. But many people still question – “Is change necessary? Are not some organisations sound in structure, attitude and spirit? Are not some businesses doing well enough as they are?”

In many cases this is certainly true but the problem is that the environment in which these organisations operate is constantly changing. Leaders, team members and their organisations must change to meet it….. or face being swept away by leaders, followers and institutions that answer the call of change and grow to meet the demands of the times.

Highly effective leaders react to changing times and conditions in a pro –active way. The end result is that their organisations are always one step ahead and have the “slight edge”.

Today, those organisations that are a step behind will be left to wither away. Whether the end is sharp and quick or whether it is a slow lingering demise the outcome is still the same.

Like it or not we as leaders are faced with the awesome responsibility and mandate of change.

So now as I speak to you, we have the opportunity together to think about these issues and as a result I hope it will arouse in you a time in your life just now to think about your own development as a leader and to think about where you stand now, where you are headed and how you are going to accomplish your goals.

During the presentation I will:

  • Outline the leadership gaps that we are experiencing in the new global economy and the need for a changing paradigm of leadership.
  • Share with you our approach at LMI – UK to developing leaders, the key aspects of the “Total Leader Concept” and our programmes that support it and for you to understand what success is.
  • Share a process with you that will illustrate the “Power of Goal Setting”

I have always believed that the reason people fail is that they either don’t start or don’t finish or they don’t anticipate the future and change. I hope that today I can motivate you to get started on a new road towards success and that you will be encouraged to start to learn and action new leadership habits that will sustain you through both the good and changing times ahead.”

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