Be an effective leader

Sophomore year at A&M is dedicated to direct leadership. I’m in the Fightin’ Texas Aggie band, and as a sophomore I am going to be in peoples face yelling at them every morning and afternoon. I remember for me this was a shock (especially initially) because even though my life wasn’t extremely easy and I was never “rich” I still have to consider myself spoiled. After about two or three months you start to notice who is yelling to hear them self and who actually has something useful to say. One upperclassmen in particular gained my respect because every time he opened his mouth it was worth listening to what he had to say. Very rarely did he ever “blow up” because of something we did and when he did we almost always did what he said as quickly as possible because we knew what he had to say was important. Because I am 6’7” I’m sure that people are expecting me to be “the hammer” type of trainer but I want to make sure that I am effective at the same time.

I had a really important, really successful meeting today. I think I did well in my leadership role in this instance. My only hesitation on calling this goal complete is that I am not staying motivated and following through on my commitments for many tasks. But no need to have two goals stating the same thing. This goal is more about providing the leadership, which I have been doing effectively, more or less. I can always re-open the goal if I start to fall asleep on the job!

...except for following through with some of the tasks I should be doing. I’m not setting a very good example. When I actually do what I say I’ll get done, then I’ll be an effective leader.

I done good. :) Another meeting on Friday.

I identified all of the major projects that needed to be the focus at this time of year, made an efficient agenda, conducted an effective meeting, and found a good balance between delegating and taking on responsibility. I kept the mood of the meeting light, yet I steered and refocused attention on the agenda when needed. I may have abruptly cut off someone once or twice, but they would have gone on forever if I hadn’t. As it was, the meeting lasted almost 4 hours. And even so, we decided that we have to schedule an interim meeting in 3 weeks, because there’s just too much to do. All in all, I don’t think anyone found the meeting to be too odious or frustrating, like some past meetings have been.

I brought chocolate, too. That helps.

it has a positive effect on not only them, but on you as well.

As a manager it’s imperative that you encourage and motivate. And the most effective way I’ve found is through positive reinforcement. Everyone wants to be recognized … whether they admit it or not.

Even in one of my graphics forums … it’s been sort of amazing to see some people come in who were really lacking in confidence. With just the right amount of “oooooo’s and awww’s” and positive feedback …. several of those people are now on my design team. Just the mere fact that I “took a chance” and offered the position to them was a HUGE boost for them and made them start shining, and they then believed in themselves enough to try new methods or to put extra effort into what they were doing. Their new self-perception was that “someone believes in me enough to give me the designer position … I MUST be good”.

It’s worth taking some classes, if necessary, in psychology, management … or just practicing empathy. If you suck at praising or recognizing … set a goal to recognize at least one positive characteristic in one different person each and every day … and PUSH THEM UP for it.

And remember, it’s not always the outcome that you should be recognizing. Recognize the effort, the desire and the motivation. It then makes it possible for you to recognize even “Joe Blow” who hasn’t turned out anything good in months …. but has been showing up on time everyday and working his butt off trying ….

You’ll have a much more content work force and a higher retention rate. Plus … you’ll have a team that really wants to please you.