Leadership from within: It starts within ‘me’ 2

by Susan Grobler

Imagine your organisation with individuals who have the desire to perform to their fullest potential because they experience meaning in performing the tasks they execute, resulting in peak-performing employees who take responsibility and accountability for their individual roles as well as the organisation’s strategic intent.  To accomplish this, the organisation’s leadership team needs to facilitate the alignment of the individual’s goals with the organisation’s goals.

The Leadership from Within programme is designed to facilitate this alignment and is based on the twelve attributes which enable you to differentiate between good and excellent performance:

1.    Meaning

Employees need to understand the meaning that their contribution has in terms of the success of the company – and how that is important to them.  According to Chip Conley, CEO and author of PEAK, creating employee meaning can be your secret weapon in differentiating yourself from your competition.

2.    Attitude

Focus on attitudinal changes regarding the role of being a committed employee in today’s work life.  It is more than just executing instructions given from the top; it allows the individual to grow into peak performance.

3.    Loyalty

How do we accept and embrace another person’s attitudes and ideas?  It is about total dedication as an individual towards colleagues and the organisation.

4.    Integrity

Integrity instils consistency of actions, values, principles, expectations and outcomes.  It is the honesty and truthfulness of the individual’s transparent actions.

5.    Empowerment

Employees need to be empowered by being given the opportunity to make real decisions.  It will give them the ability to do what is required to take effective action.  Employees who are empowered can consult others – including senior leadership – but the final decision must come from them.  If that is not allowed, there is no true delegation of power.  True handing over of power results when work is given back to the person who needs to do it and giving them the opportunity to act on what they know.

6.    Responsibility

Giving employees the freedom to assume responsibility for their own work tasks releases energy and resources that would not be available otherwise.  Managers and employees share a common understanding of the organisation’s goals and need to act as partners in the organisation, taking responsibility for the successful achievement of company objectives.  This means that everybody is standing up and taking responsibility for what is right, which is ultimately aligned to the company vision and values.  They do what is needed, what is best for the group, the company and above all, for the client.  Every individual becomes a co-builder of the organisation.

7.    Engagement

When employees are engaged, clients are more likely to come back and spend more.  “To create a culture of engagement, it is the work of leaders and managers to enable, empower, equip, and inspire employees so that the employees enter the synergy path.  And as they do, they become totally engaged in what they do.  It is the employee who actualises his or her best in the work engagement thereby becoming a self-actualising person in the process.” 
(Unleashing Leadership – L. Michael Hall)

8.    Trust

Trust enables organisations to carry on during disruptive change, recover from major setbacks and rise above adversity.  Organisations are no longer built on force, but on TRUST, according to Peter Drucker.

 In Leadership and the Power of Trust, Mike Armour notes that people naturally rally around leaders they can trust.

9.    Openness and self-awareness

If you want to build an organisation based on peak performance, it is important to facilitate insightful dialogues around themes such as responsibility, accountability, identity and loyalty.  To do this, there should be openness and self-awareness in the teams:

  • Openness means to be interested in how other people perceive you, to know what differentiates one person from the other, and to help individuals to understand each other.
  • It is about a person’s openness self-reflect.  It is about focusing on yourself, reflecting who you are as an individual and making informed decisions about what you want to and need to change in your life.  This allows you to move out of your comfort zone, to identify your personal dreams and to align those with the company objectives.

10.    Communication

Communication is much more than just saying a few words. It is about sharing the specific meaning that you have given a situation with someone else, in a way that they understand and arrive at the same meaning.  It is about understanding and applying the distinctions for truly masterful communication.  

According to Dr Michael Hall, among the most powerful things that you have available to yourself for personal empowerment is expressed through good communication and the conversations that you have with yourself and others.

11.    Motivation

Motivated and engaged individuals are the differentiating factor between successful organisations and those that go beyond, where significance is part of the everyday culture.

12.    Commitment

An individual’s commitment has a significant impact on the organisational turnover and the individual’s job performance.

This article first appeared on HR Pulse.

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2 thoughts on “Leadership from within: It starts within ‘me’

  • Lia Marus Post author

    @Tsebishi: Welcome! I hope that you are able to find exactly what you’re looking for on this site. My pleasure and thank you for the positive comments on this article. I’ll pass it onto the author.

  • Tsebishi Elizabeth Pitseng

    I am new in Skills Universe and i am so happy because there is lot information about skills development.

    Thanks for this article is helpful and it will encourage the employer to communicate and motivate their employees.