Being a Good Leader

Introduction In todays shapings thither is a greater focus on employees stepping up to be leaders rather honorable managing their respective responsibilities. It is non enough to simply manage tasks and perform your delegated responsibilities any more employees ar anticipate to take initiative and motivate those around them to in addition be leaders even if you ar non a omnibus by title. In order to be a leader, one essential bestir oneself by making a commitment and learn those skills contended to sample the style and be types to early(a)s.As our agreements become more divers(a), being suitable to manage ethics and kind is also primal as we lead encounter and work with others who sire different perceptions, thoughts and experiences than what we may be inclined or familiar with. We must(prenominal) be become change agents in our organizations, lot who ch either last(predicate)enge the status quos and established processes in an ethical manner. If emplo yees atomic number 18 motivated and engaged, organizations result be winning and be able to stand pat adverse environments. Modeling the WayIn all aspects of our lives we must be examples of how we want others around us to be whether in our own families, organizations or communities. How laughingstock we expect our employees to take initiative when they do non visit their leaders taking initiative in their own roles? Even if you are not a manager or leader by title, people around you are still watching to see how you perform and be nurture. For example, I am an individual contributor in my organization but there are other employees around me who see what I do and how I behave in my role.I always have a compulsory attitude and a smile on my face which motivates them to also have a positive attitude. I have to be aware that Im an informal leader in my organization even though I currently do not lead a team. On the other hand my direct manager is a great example on how a lead er should behave and how to be an effective leader. She has the flexibleness to work from home and she also gives me that option as a impression that seduces me work harder.Before introducing a natural initiative, she always gets the buy-in of all our logical argument partners so that when it is apparatused, it is not a shock to anyone and everyone had an opportunity to share their thoughts. I never realized the importance of engaging everyone who will be affect by a new process or decision until now. front I was used to managers and senior leadership making decisions and the rest of the employees who were expected to follow them did not have any say or input. This is not an effective method of motivating employees.I have learned how important it is to seek feedback in order to continue doing the things that prepare you a faithful leader, change any actions that are not appropriate and start doing other things you would like your subordinates or those around you to do. Set ting the example is all to the highest degree execution. Its just about putting your money where your mouth is Its about keeping promises. Its about walking the walk. (Kouzes & Posner, 2007) Managing Ethics When we are a part of an organization, we are all responsible for managing ethics not just managers.Ethical practices should be woven in the fabric of the organizational ending and the organization should have systems in quad to enforce ethical manner. When exploitation the value statement during strategic planning, include ethical values favorite(a) in the workplace. When developing personnel policies, reflect on what ethical values youd like to be most prominent in the organizations culture and consequently design policies to produce these behaviors. (McNamara, 2008) First we must know what our own ethical values are, what are our whimsy systems?If we believe it is ok to steal from your organization because they owe you anyways, that person should take time to do som e self-reflection and try their values. There are many laws in place that outline what an organization can and cannot do to assist managers in deciding what constitutes ethical behavior. almost organizations also have guidelines in place that explain what is acceptable behavior and what is not as well as procedures to report unethical actions and behaviors. Again, managers must behave ethically to set examples for their employees and those around them.Unethical actions not exclusively hurt the individual but the entire company and that is why managers must enforce the companys stance on ethics, ensure all their employees receive all brochures and materials so there is no question on how to handle observed unethical behaviors. Ethical practices should be a issue of discussion in meetings and on one-on-one conversations. Managing Diversity Today more than ever our workforce are increasingly become more various(a) and managers must be equipped to not just treat diverse employees f airly but know how to leverage the different perspective, experiences and points of iew to s in like mannerl advanced products and how to respond to a growing diverse customer base. It is important for managers to generalize diversity does not just imply to ethic or heathenish differences but to also people in different age groups, study level, physical ability, economic status and many more. A manager must be able to communicate and manage conflict that arises between an sr. worker and a younger worker. Managers have to the open about breeding about different people in their organization and as a result, the organization will benefit from all the great ideas.As an example, by the end of the month, our organization have scheduled a meeting with diverse managers for a round table discussion to get their ideas on how we can improve our recruitment of diverse leaders into our organizations. We are tapping into their experiences and possible networks to create a process in place instead of searching after-school(prenominal) the organization. We also want to understand if they have had opportunities for advancement or headmaster development to see how we can improve that process. It is not enough to take in diverse leaders if we cannot engage them in the organization, develop them and retain them.We also try to enforce to the organization that it is not the job of just clement Resources to own diversity and creating a culture of inclusion, it is everyones job. Managing diversity is not just the right thing to do, it makes good line of work sense. For example, if we do not have a strategy in place to create products and services geared towards the Hispanic population, which is growing at a rapid pace, our competitors who do target this group will experience bigger profits. Just as the workforce is becoming increasingly diverse, so too are the customers who buy an organizations goods and services. (Jones, George, 2009) You do not have to be a manager to p romote and support diversity. You can do it by your actions and by challenging others and educating them on how diversity makes good blood sense and supporting your organizations diversity efforts. Challenging the work Good leaders do not just follow procedures and extend business as usual. True leaders question why plastered procedures are in place and suggest alternative solutions to improve the process. leadership take the initiative to conduct any research needed to disposition the proof or the foundation on how to implement a new procedure, present the business case for the change.leaders have to trust their gut instincts when introducing a new process or a different way of doing things that may not be received with open arms. As an example, when my manager introduced a new diversity scorecard to the senior leadership to staunch managers accountable for including diversity efforts into their respective departments, it was not greeted with enthusiasm. It took a few old age of her having to prove the business case and showing with data why they had to be consistent with their diversity efforts.As a result, the same leaders who were atheistic are now the ones refusing to interview any candidates for open positions unless they have a diverse candidate slate. Now, three years since injecting diversity into our culture, diversity is include in our bonus achievement plan. As a leader who wants to implement change, you must be persistent and believe that the change you want to make will benefit everyone in the organization and other leaders are also committed in making similar changes within their regions and divisions. leaders isnt about challenge for the challenges sake.Its not about shaking things up just to keep people on their toes. Its about challenge for meanings sake. (Kouzes & Posner, 2007) Conclusion be a leader is much more than holding a leadership title but we become leaders by the decisions we make. We must make a choice to have purpose a nd passion in our every day lives. We must care about ourselves, employees and the organizations we work for. When we have a purpose and passion about what we do it becomes infectious to others, we become examples and without realizing we are modeling the way for others to see how leaders behave through actions.Leaders must also do what they say they will do in order to be credible with their employees, colleagues and customers. If a leader looses his or her credibility, they will not receive the support he or she will need to implement any necessary changes. Leaders do not unaccompanied manage ethics but have at the center of their belief system a high regard for human worth and dignity. (Huber, 1998) Their decisions are made based on these values and beliefs which tie in with managing diversity as our world becomes more global.Leaders are made by the decisions we make every day that help make our organizations as successful and competitive as possible. Resources Huber, N (1998). Leading from Within. New York, NY Krieger. Jones, Gareth R. and George, Jennifer M. (2008) Contemporary watchfulness 6th edition McGraw-Hill Irwin, N. Y. , N. Y Kouzes, J. , & Posner, B. (2007). The Leadership Challenge. San Francisco, CA Jossey-Bass. McNamara, C. (2008). Complete endure to Ethics Management An Ethics Toolkit for Managers. Retrieved March, 2009, from Free Management Library weave site http//managementhelp. org/ethics/ethxgde. htmanchor39675