Would you benefit from a more effective approach to leadership?
I have learned over the years that the front line supervisor is the key leverage point for making any improvement effort work, or for making sure that the organization’s plans are executed as they are designed in general. Unfortunately, I have also witnessed on too many occasions how most businesses, schools, and hospitals tend to discount, if not completely ignore, the effectiveness of these people. Rarely do they participate in planning efforts, development activities, or good performance feedback processes. We fail to include those who really make the most difference, good or bad!
How do we solve this problem? How do we make sure that all of our leaders, and especially those that work on the front lines, are acting and performing in a manner that is consistent with what we want to be and where we want to go? The answers are simple, but they involve letting go of some belief systems that tend to be pretty deeply entrenched. Beliefs drive personal behavior on the job, and in turn, plan execution and systems design.
The greatest failure of most organizations, outside of neglecting front line leaders in general, lies in failing to ensure that desired high performance behaviors are practiced consistently and that key skills exist, or are being developed, as time goes by. For example, how many of your leaders continue to improve their computer skills to keep pace with changing technology? How do you ensure that each leader is maintaining a consistent focus on the needs of both your internal and external customers? In the simplest sense, how are you making sure that each you person you pay to be a leader is consistently treating each of their people with respect and dignity, and in turn building stronger personal relationships with those people they depend on to get the job done each day?