The Engagement Quotient

Do you consider yourself a leader? What kind of leader are you? A business owner to be successful should strive be a good leader.

Many management books discuss different types of leadership styles that depend on achieving company objectives and offer guidance to leaders on motivating and helping employees to meet and go beyond these objectives. Several of these leadership books of course educate and instruct individuals on leadership transformation by giving tips on suggested behavioral adjustment you and others can make. However, the truth is that true leadership transformation happens from within the individual. A business leader who seeks change must explore his fundamental motivations from heart and confirm any change is for the greater good of the organization, and not just for change sake. After any changes have been implemented within an organization or to a process, recognize the behavioral impacts on the organization and on others outside of it, such as your suppliers and/or your customers.  Did it achieve your desired results? Did it improve the status quo? Did you see the results in additional revenue?

Leadership Styles

Organizations use a specific leadership approach to produce positive outcomes. For example, charismatic leadership might generate loyalty to person in charge and his ardent principles while transactional leadership can achieve pressing goals via incentives. It does not matter what type of leadership style is culturally and socially accepted, leaders are persuaded by their very own inherent motivations and expected results when running a business inside the parameters of the organizations to achieve efficient results.

The achievement of effective outcomes is a subjective outlook tied with personal, ethical, and cultural biases – one leader might ask for quick turnaround time on projects or short completion times to accomplish goals, while other leader might put off intense pace so as not to pressure employees and set reasonable timelines. As Peter Northouse had said that “the balance of relationship-oriented and task-oriented leadership styles paves the way to the achievement of organizational objectives.”

Selflessness: the Heart of the Subject

Aside from the fact that leadership and management books focus mainly on efficient leadership, researchers have not identified yet a common set of leadership approaches and styles that would constantly result in effectual leadership.

Gary Yukl, management scholar as well as writer, says that “the sole powerful finding regarding leadership types is that business leaders who are respectful have employees who are happier. Essentially, this satisfaction promotes employee enthusiasm, which, consequently, produces sought after organizational results.”

Think of a self-centered head with avarice as his inspiration, attempting to have genuine consideration for others. It just cannot work. Thoughtfulness is rooted in consideration of others, and for that reason, a heart-felt objective not instantly achieved by studying about leadership conduct in a book. Wanting to only change your leadership conduct on the exterior may generate short-term outcomes; nevertheless, in the long run, people see through superficial changes and somebody who is inconsiderate and insincere. As a result, a leader who is seeking to transform their leadership style without changing their core values and beliefs in their heart will find it challenging to achieve their organizational objectives.

Inspire Your Leadership Type

Business leaders inspired by concern from the heart bravely and genuinely display outward behaviors of trust, honesty, respect, helpfulness and friendliness irrespective of social norms or what other people say. The moment leaders practice heart-felt concern, then motivation is targeted at achieving organizational objectives using developed leadership styles. Employees experiencing true consideration from their employers’ transformed leadership approach show increased job fulfillment and satisfaction, higher morale that permits motivation, which usually produces sought after organizational outcomes.

When a leader acknowledges his leadership style is founded on innate motivation, attaining effective organizational objectives suddenly becomes much easier and truly possible.

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