Connect with us

Leadership

5 Signs You’re a True Leader and Not Just a Manager

Published

on

Think about a standout teacher, mentor, or colleague whom you admire. Chances are the reason this person made such a lasting impact on your life wasn’t because of their job title. It was about how you felt when you were in the room with them. It was their enthusiasm toward you, their commitment to a quality outcome, and their investment in the people around them—all signs of a true leader.

If you spend enough time in enough different conference rooms, you’ll come to recognize that there is a distinct difference between truly transformational leaders and those in name and title only. A few common patterns tend to stand out and are worth highlighting should you ever find yourself wondering which kind of boss you are working with, or which kind you are yourself.

Planning vs. preparation

As the saying goes, no good plan survives contact with reality. On most important initiatives, there are a thousand uncertainties and unknowns. Navigating a team through those uncharted waters requires careful planning. But it is the true leaders who recognize that merely having a good business plan is not enough.  

Careful planning is a fundamentally different mindset than careful preparation. The former is focused on creating a good way to get from point A to point B, whereas the latter is obsessed with maximizing the number of ways to achieve the mission.

Leaders operate on a deeper level than merely creating and following a well-thought-out plan; they are, ultimately, purveyors of contingencies and options. If you accept upfront that the plan can, and will, change multiple times, you prepare for that reality by identifying multiple paths to the goal and the inflection points where you’ll need to pivot. Being prepared to switch approaches without losing momentum is the key difference. 

Advertisement

Look to the past two years of living in a pandemic as evidence of why this adaptive approach is so crucial. More leaders have emerged simply because of their determination to problem solve, evolve, and thrive, even when the big picture looked bleak. Risk-averse managers have had a much harder time adjusting to working in new ways and, thus, struggled to keep pace with those leaders who prepared to adapt and kept moving.

Growth mindset vs. fixed mindset

Psychologist Carol Dweck famously coined the terms “growth mindset” and “fixed mindset.” In a nutshell, she concluded that a growth mindset is a belief that intelligence can be developed, whereas a fixed mindset concludes that intelligence is static. 

Leaders are motivated by growth and innovation, so they recognize that their teams have the ability to evolve and grow within the organization. Leaders actively work to help their teams level up over the long term to become collectively stronger. And, they hold an inherent belief that their responsibility lies more in helping their teams operate with a growth mindset, rather than always “brute-forcing” their way through the immediate work. 

ALSO READ:   Gov’t releases Rs 533.33 billion for various development projects so far

For this reason, leaders aren’t afraid to roll up their sleeves to protect their teams from the menial, administrative, or political distractions and give them the freedom and flexibility to experiment and creatively develop new solutions. Ultimately, high-performing teams are not created through sweatshops, but through the 80/20 rule, where 20% of the time is allocated to individual growth goals and team innovation. 

Supervisors motivated purely by productivity, on the other hand, often cause their teams to stagnate because they view their team through a more fixed mindset lens: people are in their roles to do that specific job and that’s what they need to keep doing. This perspective is often followed by a tendency to double down on productivity and relentlessly optimize, diminishing returns be damned. 

Advertisement

This lack of vision for individuals and their professional journeys creates a vicious cycle. It destroys passion, ambition, and trust, which decreases motivation, productivity, and team cohesion. Performance drops, and the corrective action to have people focus more and work harder only restarts the cycle. While this approach may often have short-term productivity gains, in the long term it becomes a structural shackle that weighs down team morale and effectiveness.

Knowing this, a leader will recognize that you have to trade short-term output to realize long-term value in the same way that sometimes you have to slow down to go faster.

Fostering relationships vs. protecting authority

Leaders leave a lasting imprint on their people because they take the time to foster authentic relationships and invest in others’ goals. They take the time to get to know everyone’s capabilities and understand not only how to best utilize their skill sets, but also how to best grow a person’s potential and inspire excellence.

But, if you’re operating from a fixed mindset, cultivating meaningful relationships is rarely a priority. When the goal is to keep people in their boxes, there is little room for encouraging aspirations. And without that personal connection to inspire, the only tool that is left is a reporting structure to require compliance. In this mode, management devolves from leadership to authority. 

Beyond hurting performance, management through authority rather than relationships hurts innovation. Team members with brilliant new ideas will not speak up if they have learned that their supervisors are quick to shut down any ideas that aren’t their own or aren’t coming from the top. A true leader will seek to foster a culture that encourages team members to develop and bring forward novel suggestions, and allow them to feel confident they will be heard by someone they authentically know and trust. 

Advertisement

Relationships create networks of trust and respect, both of which are critical for healthy information flow and team dynamics. On the other hand, naked authority only breaks down trust and respect because it substitutes merit and outcomes with rules and status; the success of the supervisors is disconnected from the success of the teams.

One telltale sign that you are working with a trusted leader is the number of people on their team who have followed them from other departments, functions, even companies. People rarely uproot themselves to continue working with someone unless they have a deep professional relationship.

ALSO READ:   Coinbase's $1 Million Earnings Amidst Hack: Unresolved Victim Reimbursement

Issue management vs. blame assignment

Let’s face it. When you get a group of smart, opinionated people together to work on a high-stakes, complex problem, passions are sure to quickly flare and conflicts will arise.

Closely related—and equally important—is the fact that issues and problems will inevitably arise with any complex project. No one is perfect and mistakes happen; information is often incomplete and this sometimes leads to incorrect decisions. How the team lead manages such conflicts and issues is another telltale sign of their leadership style. 

Seasoned leaders look beyond conflicts to root causes and address concerns head-on without hiding or obfuscating the underlying issue. They’ll often ask questions such as “How can I help?” or “What do you need from me?” Their focus is directed toward immediate mitigation and preventive actions to protect the team from being burdened by the same problem again. 

Advertisement

It is a wholly different matter when an issue or conflict is met by management with suspicion and an inquisition to find the blameworthy. The language you’ll hear is often fundamentally different as well, where instead of questions about support, you hear things like “What are you doing about this?” or “Who is responsible for this?”

As the saying goes, with leadership the buck stops here. Good leaders fundamentally understand that any mistake is ultimately theirs to shoulder, and they do not look for scapegoats or engage in political gamesmanship at the expense of their team. 

Driving success vs. avoiding failure

Leaders focus on achieving success while rule followers obsess about avoiding failure. While there are myriad ways you can fail, you only succeed by achieving your goals. Because leaders own that responsibility and do not play hot potato with the outcome, their team engagement style reflects this flexible mentality. 

True leaders focus on the ultimate objectives of their team efforts, not the specific means to get there. It’s not the punch list of tasks that gets the job done, but the underlying work that the task list is supposed to help navigate. Accuracy and thoroughness are, of course, critical to success, but management is intended to help work get done, not create work for the sake of management. 

Leaders evangelize a common vision and mission for why the work matters, what the ultimate goals are, and what good looks like. Their questions center around whether the team has everything it needs, about who is accountable for driving the outcomes, and whether those outcomes are of the highest quality.

Advertisement

Success frequently requires taking risks. Where a servant-leader will lean into uncertainty for the sake of the right outcomes, a self-interested supervisor will seek ways to limit their individual exposure at the expense of the collective outcome. 

Leadership is an art with a distinct style

Leaders drive to thrive while bosses struggle to survive. Leaders emerge while bosses are

Issue management vs. blame assignment

Let’s face it. When you get a group of smart, opinionated people together to work on a high-stakes, complex problem, passions are sure to quickly flare and conflicts will arise.

ALSO READ:   PAKISTAN'S BUDGET 2023-24: A CRITICAL ANALYSIS

Closely related—and equally important—is the fact that issues and problems will inevitably arise with any complex project. No one is perfect and mistakes happen; information is often incomplete and this sometimes leads to incorrect decisions. How the team lead manages such conflicts and issues is another telltale sign of their leadership style. 

Seasoned leaders look beyond conflicts to root causes and address concerns head-on without hiding or obfuscating the underlying issue. They’ll often ask questions such as “How can I help?” or “What do you need from me?” Their focus is directed toward immediate mitigation and preventive actions to protect the team from being burdened by the same problem again. 

Advertisement

It is a wholly different matter when an issue or conflict is met by management with suspicion and an inquisition to find the blameworthy. The language you’ll hear is often fundamentally different as well, where instead of questions about support, you hear things like “What are you doing about this?” or “Who is responsible for this?”

As the saying goes, with leadership the buck stops here. Good leaders fundamentally understand that any mistake is ultimately theirs to shoulder, and they do not look for scapegoats or engage in political gamesmanship at the expense of their team. 

Driving success vs. avoiding failure

Leaders focus on achieving success while rule followers obsess about avoiding failure. While there are myriad ways you can fail, you only succeed by achieving your goals. Because leaders own that responsibility and do not play hot potato with the outcome, their team engagement style reflects this flexible mentality. 

True leaders focus on the ultimate objectives of their team efforts, not the specific means to get there. It’s not the punch list of tasks that gets the job done, but the underlying work that the task list is supposed to help navigate. Accuracy and thoroughness are, of course, critical to success, but management is intended to help work get done, not create work for the sake of management. 

Leaders evangelize a common vision and mission for why the work matters, what the ultimate goals are, and what good looks like. Their questions center around whether the team has everything it needs, about who is accountable for driving the outcomes, and whether those outcomes are of the highest quality.

Advertisement

Success frequently requires taking risks. Where a servant-leader will lean into uncertainty for the sake of the right outcomes, a self-interested supervisor will seek ways to limit their individual exposure at the expense of the collective outcome. 

Leadership is an art with a distinct style

Leaders drive to thrive while bosses struggle to survive. Leaders emerge while bosses are appointed. A dozen more catchy slogans to follow.

Beyond the stereotypes and the hype, there is a common pattern across the different personalities, management styles, seniority, and experience that identify true leaders.

Leadership is a style on its own. Look around to see where you can spot it.

. A dozen more catchy slogans to follow.

Advertisement

Beyond the stereotypes and the hype, there is a common pattern across the different personalities, management styles, seniority, and experience that identify true leaders.

Leadership is a style on its own. Look around to see where you can spot it.

Source AB

Continue Reading
Advertisement
Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *

Analysis

The Endless Frustration of Chinese Diplomacy :An Analysis

Published

on

Introduction

Diplomacy is often described as an art form, a delicate dance of negotiations, compromise, and strategy on the international stage. However, when it comes to Chinese diplomacy, the word “frustration” seems to be a recurring theme for many nations and observers alike. China, with its rising global influence and assertive foreign policy, has often found itself at odds with the international community. In this blog post, we will delve into the various aspects of Chinese diplomacy that have led to this enduring sense of frustration, examining its historical context, its approach to territorial disputes, economic practices, and human rights issues.

Historical Context

To understand the frustration surrounding Chinese diplomacy, it is essential to consider its historical context. China’s history is marked by a long tradition of diplomacy and statecraft, dating back to the Warring States period more than two millennia ago. The concept of “tianxia” (all under heaven) has been central to Chinese foreign policy, emphasizing the Middle Kingdom’s perceived centrality in the world.

In modern history, China’s diplomatic approach has been heavily influenced by its experience with colonialism, imperialism, and the humiliation suffered during the Opium Wars and the Century of Humiliation. These historical scars continue to shape China’s perception of itself as a victim of foreign aggression, driving its assertiveness in contemporary diplomacy.

Territorial Disputes

One of the most glaring sources of frustration in Chinese diplomacy is its handling of territorial disputes. China has several ongoing territorial disputes with its neighbors, including Japan, Taiwan, India, and multiple Southeast Asian nations in the South China Sea.

ALSO READ:   What Leaders Get Wrong About Mental Health

In the South China Sea, China’s assertiveness in claiming almost the entire region as its own, based on a historical narrative that is often contested, has raised tensions with neighbouring countries and drawn the ire of the international community. Its construction of military facilities on disputed islands has further exacerbated the situation, leading to concerns about freedom of navigation and regional stability.

Advertisement

Taiwan remains a sensitive issue in Chinese diplomacy. The People’s Republic of China views Taiwan as a renegade province and consistently pressures other nations to not recognize its sovereignty. This has led to a frustrating diplomatic tussle, with countries having to choose between recognizing the PRC or maintaining unofficial ties with Taiwan.

Economic Practices

China’s economic practices also contribute to diplomatic frustration on a global scale. As the world’s second-largest economy, China wields considerable economic influence and is often accused of using it to gain leverage in international negotiations.

The practice of debt-trap diplomacy, wherein China provides substantial loans to developing countries for infrastructure projects, has come under scrutiny. Critics argue that these loans can lead to unsustainable debt burdens for recipient nations, ultimately giving China significant influence over their policies and resources.

Furthermore, allegations of unfair trade practices, including intellectual property theft and forced technology transfer, have strained China’s economic relations with other major economies, particularly the United States. This has resulted in a trade war and tit-for-tat tariffs that have negatively impacted the global economy.

Human Rights Concerns

Perhaps one of the most profound sources of frustration with Chinese diplomacy is its approach to human rights issues. China’s record on human rights has been criticized repeatedly by the international community, particularly concerning Tibet, Xinjiang, and Hong Kong.

Advertisement

In Xinjiang, the Chinese government has faced allegations of human rights abuses against the Uighur Muslim minority, including forced labour, mass detentions, and cultural repression. These allegations have led to calls for sanctions and investigations from various nations and international organizations.

ALSO READ:   Unlocking Global Growth: A Comprehensive Guide to Expanding Your Small Business Company

The situation in Hong Kong has also drawn condemnation. China’s imposition of a National Security Law in 2020 effectively eroded the autonomy and freedoms promised to Hong Kong under the “one country, two systems” framework. This move has resulted in the arrest of pro-democracy activists and the stifling of political dissent.

International Response and Frustration

The frustration with Chinese diplomacy is not limited to isolated incidents or grievances. Rather, it is a cumulative result of various aspects of China’s foreign policy approach. As a response to these concerns, many nations have sought to form coalitions to counterbalance China’s influence.

The Quad, consisting of the United States, Japan, India, and Australia, has emerged as a regional security forum aimed at promoting a free and open Indo-Pacific, countering China’s assertiveness in the region. Additionally, the United States has engaged in diplomatic efforts to rally allies and partners in addressing various issues related to China, such as human rights abuses, unfair trade practices, and territorial disputes.

The European Union has also taken a more assertive stance in its relationship with China, highlighting the need for reciprocity in trade and investment and expressing concerns about human rights violations. These diplomatic shifts underscore the growing frustration with China’s approach on the global stage.

Advertisement

Conclusion

The frustration surrounding Chinese diplomacy is not a passing trend but a complex and enduring issue. Rooted in historical grievances, territorial disputes, economic practices, and human rights concerns, this frustration has led to shifting alliances, diplomatic tensions, and a recalibration of international relations.

China’s rise as a global power demands a more nuanced and balanced approach to diplomacy. While it has every right to assert its interests and protect its sovereignty, it must also consider the legitimate concerns of the international community. Finding common ground and addressing these issues through diplomacy rather than confrontation is essential for global stability and cooperation in the 21st century. Only by doing so can China hope to overcome the endless frustration that often accompanies its diplomatic endeavours.

Continue Reading

Analysis

10 Points to Attract Angel Investors for Your Small Business Company

Published

on

Introduction

Angel investors play a crucial role in providing capital and guidance to small business companies. These high-net-worth individuals invest their own funds into promising startups in exchange for equity. If you are a small business owner seeking angel investment, it is important to understand what investors look for and how to attract them. In this article, we will highlight 10 key points to help you attract angel investors and secure the funding you need.

1. Develop a Solid Business Plan

A comprehensive business plan is essential when attracting angel investors. Your plan should clearly outline your business concept, target market, competitive advantage, revenue model, and growth strategy. Showcasing your understanding of the market and potential for success will instill confidence in potential investors.

2. Demonstrate Market Potential

Investors want to see a sizable market opportunity. Clearly explain the problem your product or service solves and illustrate the market demand for it. Conduct market research, share industry analysis, and show that your business has the potential for significant growth.

3. Showcase Strong Leadership

Investors are not just investing in your business; they are investing in you as a leader. Highlight your skills, experience, and track record of success. Show that you have the passion, determination, and ability to drive your company forward.

ALSO READ:   Women Empowerment is the Need of Time specially in decision Making : Advisor to PM Malik Amin Aslam

4. Develop a Prototype or Minimum Viable Product (MVP)

Having a tangible prototype or MVP demonstrates that you are serious about your business and have made progress towards its development. Investors want to see tangible evidence of your product or service’s potential.

Advertisement

5. Build a Stellar Team

Investors often look for businesses with a strong team. Surround yourself with individuals who complement your skills and have the expertise needed to execute your business plan successfully. Highlight the qualifications and achievements of your team members in your pitch.

6. Offer a Unique Value Proposition

Differentiate your business from competitors by offering a unique value proposition. Investors want to see that your product or service solves a problem in a distinct and innovative way. Clearly articulate how your offering is superior and highlight any intellectual property or patents you may have.

7. Show Traction and Milestones

Investors want to see traction, even if it’s in the early stages. Demonstrate how your business has progressed and achieved significant milestones, such as gaining initial customers, partnerships, or revenue. This shows that your business is gaining momentum and mitigates some of the risks associated with early-stage ventures.

8. Provide a Realistic Financial Projections

Investors need to understand the financial potential of your business. Develop realistic financial projections that demonstrate how your company will generate revenue and grow over time. Be prepared to explain your assumptions and provide a clear path to profitability.

9. Mitigate Risks

Identify and address potential risks associated with your business. Investors are risk-averse and want to see that you have thought through the challenges and have plans in place to overcome them. Showcasing your risk-mitigation strategies will increase investor confidence in your venture.

Advertisement

10. Be Prepared and Professional

Finally, when pitching to angel investors, be prepared and professional. Practice your pitch, anticipate questions, and be ready to provide comprehensive answers. Show confidence and passion for your business, while also being receptive to feedback and open to collaboration.

ALSO READ:   What Leaders Get Wrong About Mental Health

Conclusion

Attracting angel investors for your small business company requires a strategic approach. By developing a solid business plan, showcasing market potential, demonstrating strong leadership, and addressing key investor concerns, you can increase your chances of securing the funding you need. Remember, attracting angel investors is not only about the money; it’s about building mutually beneficial relationships that can provide not only capital but also guidance and industry connections.

Continue Reading
Advertisement
Advertisement
Advertisement

Trending

Copyright © 2022 StartUpsPro,Inc . All Rights Reserved