Post 1
One of the leadership skills and behavior that I would recommend being stopped is the lack of confidence. Leadership is built on self-assurance. A leader must be an efficient problems responder, be highly proactive, be a stronger presenter, teach, encourage, and hold organization workers responsible, as well as many other aspects of leadership. Effective leadership, however, will remain solely in title unless that leaders first believe in themselves. In short, the primary sale should be the leaders themselves in terms of leadership credibility. That is if they do not perceive that they have the personal courage to manage, gathering members will be difficult, if not unattainable.
The learner should also consider focusing on the mentoring perspective of the leaders. The worker’s relationships with his or her direct management is a significant component in how involved the worker will be. Workers require recommendations. They ought to understand how they are regularly doing, not just twice a year at the evaluation period, and be enabled to explore their opportunities for progress and advancement. Giving and receiving comments and coaching and counseling staff in a method that improves involvement and dedication is a must-have ability for great leaders. The inclusion of a mentorship initiative can stimulate stronger leadership growth, which can aid in prospective transition preparation (Minter, 2012). Mentees advance more quickly in terms of development and organizational expertise, while the mentors enhance their sense of mission and their management role within the institution.
The learner has recommended that the leadership should consider training the employees on the areas that they are not competent in. Furthermore, worker training programs and ongoing training initiatives and other organizational advancement opportunities have a significant impact on the staff (Huang, 2019). They result in increased efficiency, increased worker contentment, and a more positive company-employee connection. All of this contributes to the larger image of job contentment. When everybody in a firm is on the identical path and emotionally motivated and involved in their profession, tremendous achievements are possible (Huang, 2019).
Post 2
One of the leadership skills and behaviors that I discovered that should be modified is praise and recognition. Some of the modifications include the awarding of special assignments. More responsibilities are frequently the greatest reward for top performers. Leaders, according to John Waldmann 2020, provide specific responsibilities to staff who demonstrate exceptional initiative. While it may be unusual to reward good employees with more tasks, the probabilities are they will enjoy their leader’s belief in their ability. Another simple approach leaders can employ to express gratitude is to provide preferential staff scheduling. Some workers may place a high value on adaptability. The leaders should give them the chance to swap shifts and alter their availability with little notice.
The learner should consider focusing on motivating the employees. Worker motivation can be internal or external, and it is critical to occupational contentment and corporation achievement. External motivation refers to tangible incentives such as financial incentives, job stability, working environment, and fringe advantages, to name a few. Internal motivation refers to a worker’s motivation to do well in order to achieve self-satisfaction (Nisar, Riasat & Aslam 2016). When employees do the targeted job, internal motivation builds job contentment since it stimulates them and provides opportunities for development and accomplishment. Worker motivation has a significant effect on performance. Employees that are motivated at the workplace are more inclined to perform harder for the organization. Workers that are driven perform their duties to the greatest quality; as a result, output numbers rise.
The learner has recommended that leaders should have a better interaction with the employees, which I believe would benefit the organization if effectively addressed. Employees that get along well with their coworkers and superiors work smarter and more effectively. They are highly inclined to give their all and become interested in the organization’s initiatives (Picincu, 2019). This results in increased production and efficiency, which aids in the growth of the firm.
References
Andra Picincu. (2019). Motivational strategies for the workplace. Bizfluent. https://bizfluent.com/info-7798034-motivational-strategies-workplace.html
Farzana Riasat, Qasim Ali Nisar, & Sobia Aslam. (2016, September 1). (PDF) Do intrinsic and extrinsic rewards influence job satisfaction and job performance? Mediating role of reward system. ResearchGate. https://www.researchgate.net/publication/308746229_Do_Intrinsic_and_Extrinsic_Rewards_influence_the_Job_satisfaction_and_Job_performance_Mediating_Role_of_Reward_System
John Waldmann. (2020, October 9). Recognizing success: 9 ways to praise your employees. Homebase. https://joinhomebase.com/blog/recognize-success-ways-to-praise-employees/
Minter, S. (2012, April 13). Five leadership skills that increase engagement. EHS Today. https://www.ehstoday.com/archive/article/21909832/five-leadership-skills-that-increase-engagement
Wen-Rou Huang. (2019, September 18). Job training satisfaction, job satisfaction, and job performance. IntechOpen – Open Science Open Minds | IntechOpen. https://www.intechopen.com/chapters/68944
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