The Balance

In a super competitive work environment, we need the best that everyone can bring. It’s a tedious job that requires an all-inclusive approach on the part of leaders–one that includes a focus on results and people.

People Management sorry effective people management is a gift, which is rare. While organizations have this inscribed over their walls and vision sheets, they do very little in terms of making it part of the DNA.

The best leaders have a great passion for their business, people, products, brands and for what they do. They are remarkable relationship builders, can be upfront and specific when work is not done , and can make employees see the BIG PICTURE.

Good leaders need to ensure that they are able to organize, channelize, and focus people’s efforts toward the goals of the organization. This is just 50% of the job done.  The other important part is to engage people emotionally in to the vision of the company. The organization with a high performance culture, leaders create self-direction, accountability and self-motivation in their people.

It is quite possible to be results-driven leader while at the same time building an engaged workforce. Many people think that we can do either of these, as leaders sometimes confuse sincerity to seriousness.

I read one of the Guru’s saying that “Seriousness closes your mind to the openness and freedom of life”. Making you dull and dead. It destroys spontaneity and creativity. While sincerity is focusing on the task with enthusiasm and youthfulness. It seems that Leaders have a notion of being serious at work, so that they look more credible and handling large responsibility with their aspiration. Employees love to work for leaders who inspire and they can relate to. Leaders need to communicate, communicate, communicate as much as they can, it is a pity that the organisation's vision is not known to his own people. Leaders shouldn’t worry about their display of vulnerability. Sharing the complete picture of who you are as a leader, helps people understand you and creates predictability in team making you ready and agile. It’s sure shot way to build trust.

The best working relationships are partnerships, your enabling functions should all be part of your plan and have a role play in the success of your team, Make them accountable for their deliverable and track success. This means maintaining a focus on results along with high levels of demonstrated caring. Your actions build the deep levels of commitment, motivation, and positive regard that are required for people to have a positive sense of well-being with their team and manager.

One of the big mistakes we see among otherwise promising managers is the self-limiting belief that they have to choose between results and people, or between their own goals and the goals of others. We need to strike a fine balance of people and performance.