Successful leaders: Three indicators to measure yourself

Is I a Leading Leader I Can? Is my layout well done? Will I always be there for my business for work? These are questions that all leaders should ask themselves. Truly honest answers may not always be fun.

For smaller and medium-sized organizations / departments that are part of a larger company, my three key to successful leadership will enable leaders to determine whether they are active. For senior leaders of large companies, such as Fortune 500 companies, more indicators, such as increased shareholders, would have had to evaluate successful leaders. However, large companies should use these three indicators to evaluate their performance younger to leaders in the middle stage. All three must be there to show truly successful leaders.

The first indicator is Fitness that I define as "the agency knows the job well and does it well." Fitness is the result of both individual and group training. All organizations know that individuals must be trained, but individual training should be tailored to improve the organization's performance. Individual training must contribute positively to the organization.

In addition, I suggest team training in my book, Small Unit Leadership, whenever possible, even as a meeting room, if necessary. Athletic team and military use unique training to get a common language / understanding and they train them as a team to achieve maximum success. Why can not other organizations? It may require some creativity, but it's not bad.

The leader should never assume competence. Read as necessary, but always check for fitness. Many potential great leaders never went on to their jobs because they failed to apply one of my rules, "Check what you expect." This includes an examination of competence.

Another indicator of effective leadership is a logic that I define as "In the absence of the leader or key staff, the agency works well and starts special actions." Many leaders believe that they are effective, they must be available almost all the time. They believe that when they take vacation that their establishment will struggle without them. However, when a truly successful leader takes a vacation, his organization can run for a while without being physical. This is because he has set clear standards and expectations and has resulted in responsibility for his people. His people understand what to do and they are going to do it without being physically present. This is a truly successful leader.

Understandable standards and expectations are the key. Without them, the organization will only do what is said to be done on a recurring basis. With no one physically there to tell them what to do, it will float. An effective leader sets clear standards and expectations that enable well-trained organizations to work effectively in individual cases.

I have often heard employees say: "We work better without the boss, he will only be on his way." However, the truth is the vast majority of employees want their leader to succeed and be successful. Part of that success is that your business can survive individual deviations without falling into success. Department of Organizational Development succeeds despite the absence of its leader. In addition, your boss should notice the well-behaved, disciplined team you've developed when you're away.

The third indicator of effective leadership is high moral, defined as "Employees show positive state of mind, they are proud to be part of the organization."

High ethical points suggest that professionalism and logistics are well received, probably by people in the company. Organizations can have skills and organization without high moral standards, but professionalism and organizational discipline will come from fear or other negative leadership attributes. Experience tells me that negative leadership works only for a short time.

However, for a while there may be a high moral in an organization without profitability and organizational discipline. However, the lack of profitability and organizational discipline will lead to chaos, never allowing the agency to achieve its goals and goals.

High moral by itself will not allow the organization to achieve its goals. However, it will confirm that if the organization meets its standards and expectations, the leader uses a positive, powerful leadership.


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