Inspirational Leader

1. 0 Introduction The Book that I had selected on business is The Inspirational attractor which written by magic trick P G Tan. seat P G Tan is iodine of the regions highly sought after institutionalize across trainer and speaker. The conceptualize of this oblige is to divine service solve nigh erupt management and attractionship amongst the multitude of the coun try on. His belief is that we bottom of the inning become drawing cards who can relievorain the difference. John P G Tan trains for companies large and small and his formulation sessions energize been consistently rated as excellent, exciting and enriching.He runs his own learning company, skipper Skills Trainers Sdn Bhd, and has developed The Inspirational Leader program, a program which made a difference to countless slew. Besides that this book is to restrain us the clevernesss that we bring to turn from a scratcher to a so ber. (John (2002) said) This book result too acid us in the direct ion of the aras that we will need further discipline on. We can become inspiring leaders, al single we must k outright the skills and the yard for cosmos ecstasyal kind of than remaining mediocre of this undischarged teddy process. John (2002) said) So it is with leadership. There argon those who think that they ar leaders when in reality the solitary(prenominal) thing that they atomic number 18 leading is themselves into head game or so their leadership abilities. On the opposite hand, in that complaisance be those who lead their group to great heights, whose goal in life is to add mensurate to those for whom they argon responsible. There ar the geniuss who inspire us to go on. (John (2002) said) This book will help is discover entirely how to become an inspiring leader.The book gives us, step-by-step, and in a very run through-to-earth manner, the skills that we will need to, for examples, thrum your leadership paradigms even out, overcome negative mind sets of leadership, think out(p) of the box, acquire the native skills that you will need to become an effective, inspiring leader. 2. 0 Climbing Up the Inspirational Leadership trolls To become an effective leader, one has to climb the phoebe bird steps of Leadership. John cogitate that there are perhaps 6 Levels to the question of leadership. He call this the 6 Rungs of Inspirational Leadership. John (2002) said)The mind is because RUNGS de none that we fall in some climbing to do, that effort is needed if we necessity to proceed and that the effort will require us feet as substantially as our hands. The journey is not an well-to-do one besides honor one nonetheless. The first Rung is that of YEARNING. At this aim, we are not until now a leader yet. We just eyeing the horizon, idea or so all the marvellous things that we would do if we were a leader. Johns experience is that or so(prenominal) of the muckle here are some the 25-28 years of age bracket, educated and who gather in a desire to go forward.For some, the way forward have the appearance _or_ semblances to be salutary prepared, provided for most of us the way ahead can seem rather hazy. further we have that desire to progress and to that end our ramp up ourselves with the necessary qualifications and training to get at to that succeeding(a) train. (John (2002) said) The second casual round is that of BEING, macrocosm the manager or leader, that is, we get here by being technically competent. At this leg state follow you because, kind of frankly, they just applyt have a choice. You are their boss and whether they homogeneous it or not, they are going to have to take orders from you.Not the prettiest of situations to be in, but a situation relished by some battalion nonetheless. But out front you go off and think that this rung is therefore obsolete, think against. It is a beat that you must have. But you must not stay put here. You must have the desire to keep on care on. (John (2002) said) The third rung is the rung of BEFRIENDING. Here, your coadjutord rattling quite enjoy being with you and will actually do things for you because they want to rather than feel that they have to.At this aim, to get people to turn towards loving you, you would have to intrust a fair issue forth of human dealings skills, as well as communication skills. The occupation is that most of us progress upwards on technical competence. (John (2002) said) Rung tetrad is the rung of PRODUCING. This is when people admire you because they see that your leadership brings just about results. They come to you with a problem and you help them solve the problem, not associate them to some an some other(prenominal) department. They come to you with a crisis and you develop opportunities out of that crisis.The level four soulfulness is one adroit in the skills of problem solving, original thinking and communication. (John (2002) said) The fifth rung had to do with what you have presumee with your subordinates. The other levels were generally about you but a level five, the rung of REPLICATION, you are more concerned about your peoples development. At this level, the leaders concern is about helping his people develop to their fullest potential. (John (2002) said) The utmost level, level 6 is about INSPIRING. Here, the people are loyal to you because you are loyal to them. Here, they are true fol declines because they see in you a true leader.They are willing to walk two miles when you asked for an extra one because they saw the same trait in you. At this level, you are an inspiration to the people around you. (John (2002) said) 3. 0 The 3 Essential Skills A twat called Robert L Katz did some research and found that we all needed ternary essential skills. He called these skills technical skills, human skills and conceptual skills. (John (2002) said) Technical skills are essentially knowledge skills, the type of skills you acquire when you go to college and university for your studies. At the lower level management, technical skills are of great importance.This exclusively means that if you are to begin progressing, you will need to be technically competent. (John (2002) said) Human skills are the skills required to work with human beings and since almost all work is concern around other human beings, we will be in great need of these skills. Executives in all levels of management require this skill be it lower, middle or top level management. slew who have this skill are fitted to get the best out of their people towards greater heights of achievement and self-development. solely of us believe that we are picturesque heavy at handling people.But the truth is that for most part there are more people who practice deleterious human relations skills than those who practice good ones. (John (2002) said) The third skill is that of conceptual skills, the ability to think and conceptualize, visualize and so(prenom inal) help dumbfound things materialize as a result of the ability to grammatical bodily structure ahead. This skill becomes more and more authoritative as you climb higher up to the 6-R. As you get to the level of Producing, you are going to need lots of this skill. Conceptual skill is like that, that is if we have it, and use it. We create value for others be they our internal customers or our external ones.Conceptual skills help us to surpass the competition, position and reposition products and service so that we create value for those we serve. This in turns brings in a level of loyalty that we would not have otherwise achieved. (John (2002) said) 4. 0 Stop That cock-a-hoop Trickle Down The problem with management and leadership is that they suffer from what is some durations called the dripping peck effect. What is the trickle down effect? Simply this. We get into the job market. We report to a boss who is less than inspiring. These not quite so professional bosses push down lousy management practices and principles on us.By virtue of the fact that we are at the bottom of the totem people, we dare not challenge any of these bad bosses. The day arrives and we become bosses. Now is the epoch to let out some of our pent-up feelings. So we push down all the things that we didnt like pushed at us to those below us. We trickle down bad management and leadership practices. The guys below us look till its their turn to do more of the same. Well, its about time this is stopped. And it can stop with you. (John (2002) said) find a little time off and ask yourself what are the good things that you have learned from your introductory bosses.List these things down. Basically, listing down the good things that you have seen in your bosses. Make accredited that you trickle these down to your subordinates. Then ask yourself what are the not so nice things that you have had to lap up from those above you. List them and make sure that you do not perpetuate these practices. 5. 0 delicacy People As People Lets catch with this major line of business of self-development- if you want to turn hate to love, for example, the area of Human Skills. One of the problems that we governance today is that people dont actually care for one another. We are only nice to others when we need them to do something for us.At other times, we are nice to them because we might need them to do something for us in the future. The rest of the time, we just cant seem to be bothered. We have deep in thought(p) the sense of looking at people as people. We a great deal give tongue to delivery like people are our biggest assets and so we go and cross them otherwise. Insincerity is rife in management today. We course to look at people only as things to help us achieve our objectives. In many situations we call up others not to find out how they are, but to see if we could somehow solicit their help to achieve some goals that we have. (John (2002) said) Treat pe ople as people.If you like being inured as a thing, use competent to others only when they need you, then do the same. Dont bother to inquire after health and well being of your subordinates. exactly call on them when you need things done. And when you dont need them, suck them away. (John (2002) said) If you do that, then please remember, thats what they will do to you too. Take a good look at yourself today and very genuinely ask yourself the following questions. Please be brutally sincere and beneficial with yourself. Am I a user? Do i really look after cares and concerns of my subordinates or do I just tend to look after my own cares and concerns?Do I ooze seize only when I need the other persons help? Or am I really concerned about the developmental welfare of my people? 6. 0 Watch The Words It is easier said than done. Criticizing, excoriate and complaining are about the easiest things to do, almost second nature to most of us. A simple example will illustrate this poin t. (John (2002) said) When you are out driving your car and someone overtakes you rather recklessly what is your normal reply? I would bet that the tough crazy driver would have gone through your mind more than once. Looks like we are about the only ones driving at the right speeds on the highroads.We have the habits, and its a bad habit, of looking at things, seeing the worst in them and then condemning the person or persons involved. (John (2002) said) Well it was simply this, that negative talking to can really kill a persons initiative. And when we have done that, it can take ages to try and win that persons confidence back against. Watch your linguistic communication. Take a good look over your vocal thesaurus and see what kind of actors line, phrases and jargon you use. gip to reduce the usage of interchanges that criticize, condemn and complain. (John (2002) said) Remember, if you are a manager, your words hold weight. So what has this got to do with black dot?Just th is, delivery the black dots when you see them. But address them with words that shape and develop, not words that destroy and demotivate. 7. 0 The Other Guys Got adjust Too We are still looking at the rung of Befriending at rung three where you are trying to change the attitudes and mindset of the people whom you manage from one of have to to want to. This if you remember, is a prerequisite of changing from hate to love. (John (2002) said) At this point it might be a good idea to take a look at this principle, the principle that the other guy does have rights, the same kinds of rights that you have.Perhaps a good place to start would be to look at what some of these rights are. People have the right to be respected and to be litigateed in a venerating manner. It matters not what his or her station in life is, the point is simple. If that person is a human being, then he or she deserves to be treated with some level of respect. (John (2002) said) The trouble is that most of us equate respect for the other person with his or her socio-economic status. Thus a doctor gets greater amount of respect than say a perhaps a construction worker.The guy who comes around to sell lottery tickets, well, he is a detestation anyway, disturbing our peace as we have dinner and so does not deserve that untold respect. (John (2002) said) We do not actually list down who gets more respect, but we judge and we act accordingly very quickly. I believe that people have the right to disagree with us. Just try and remember this one, the other guys got rights too. 8. 0 The Wisdom Of The inconsiderate Mouth Well, the promiscuous mouth is basically about how we speak with people, what we do with our mouths. Its about positive communication skills and therein lies the important words positive.There are many people who relay nothing but negatives when they open their mouth. Their talk is all about the bad side of people, situations, whatever. Would that they refrain from orifice t heir mouths and fouling up the air. (John (2002) said) Yet there are others who, despite their problems, maintain a positive front and convey nothing but goodness from their mouths. But the Wisdom of the Open Mouth is not about not axiom negative things. Its about saying positive things, saying things in such(prenominal) as way as to edify, to build up the other person, to add value to what is being said and whom it is being said to.At this point it may be good to remind ourselves that the wisdom of the open mouth lies not only in the mouth but in the meat and in the mind. The Wise Mouth knows that the brain and the heart must be engaged before words are spewed forth. (John (2002) said) The Wise Mouth thinks before speaking. The Wise Mouth has clear-cut that the words that come from it will build human relation bridges rather than barriers. The Wise Mouth has decided that it will encourage rather than discourage, edify rather than vilify, mold rather than scold. John (2002) said ) The Wise Mouth will seek out slipway to say things in a positive, caring manner and in so doing add value to those around him or her.The Wise Mouth will not allow foul words to contaminate it. Foul words do nothing but offer an illusion of comfort. Give yourself an unwritten check-up. Are you generally spreading the good news or the bad news? God knows that there is enough bad news in the world today take a peek at your daily newspaper and you will get the drift. Kind words are often hard to come by, but when they do come by, they add such a dimension of real warmth and comfort to ones soul. John (2002) said) 9. 0 TeamWork Truth be told, this word TeamWork or Teambuilding is overused and under-understood. close to of us think that teamwork is just about a bunch of people, exhausting the same T-shirts, working together. But is that all there is to teamwork? Not by a mile it isnt. (John (2002) said) The economic consumption of inspirational leaders role in a team is to lead th e team to higher grounds, set down greater and greater challenges. Every team, in order to do well, must plan ahead. But planning ahead is not just about anticipating what actions the team will have to do first next and so on.Planning requires us to also look at what we would like to be or like to achieve at the end of the activity period. (John (2002) said) It is simple to evaluate our team members on quantitative results but such results are not the be-all and end-all of team efforts. Perhaps leaders ought to be looking at things like value-inculcation of their team members as well. Inspirational Leaders do one thing much better than uninspiring ones they encourage their people to talk, to participate, to give feedback whether positive or negative feedback. John (2002) said) Inspirational leaders also tend to inspire their teams by allowing greater levels of participation in team activities and in team decision making. It is the leaders duty to bring the best out of his or her people. Look at them and spot their strengths and then strengthen them even further. By sending them for further training and then allowing them to practice what they have learned during those training sessions. By writing up a three year development plan for these folks. By not waiting for them to ask you to develop them, but to do so proactively. John (2002) said) Then you need to look at their faults and remedy them immediately.Never allows a subordinates faults to become a habit for habits are hard to break. 10. 0 Motivating There are two kinds of motivation one that is touch around motive yourself and another that is centered around motivating others. At this juncture, I want to only address the one which is centered around motivating others. (John (2002) said) The first principle of motivating others I believe has to do with our own perception of people. This one is really quite self-evident you treat people nice, they tend to treat you nice. John (2002) said) You treat t hem bad and you can bet your boots that they will treat you rotten. aroundhow, unfortunately, most of us just dont quite seem to get this into our heads. The second principle of motivating others has to do with giving them the recognition that they deserve for the work well done. A third principle in motivation is simply this your integrity level. tell what you mean and mean what you say.Always keep to your word. As an inspirational manager your word and your integrity is more important than your signature. John (2002) said) Nothing destroys the confidence that your people have in you than a lack of integrity. tenet number four has to do with involving people. Getting your people involved in the work that you are doing, getting them involved in the decision making process, communicating with them your intentions and communicate for their feedback tend to result in better all-round performance and productivity. (John (2002) said) Principle number five has to do with quits. Make sure that you reward your people for work done. The problem is that too many of us take the easy way out when rewarding our people.We bribe them with money, and only money. Think about how to reward people in different ways. (John (2002) said) 11. 0 The Inspirational Leader At Work The inspirational leader is one who keeps on keeping on who keeps on reading and learning more and more about the business, the science and the art of leading, managing and inspiring his or her people. (John (2002) said) Most of us start the journey at a point, when we were formally appointed into some shield of managerial or leadership role. At that point in time, most of us only had our technical expertise to fall back on. John (2002) said)We had little by way of awareness of the skills required to become better leaders. We were at the stage of Unconscious Incompetence. What this means is that we did not know that we lacked the skills of nice a good leader. (John (2002) said) Then people complain abo ut us or higher ups recognize our lack of ability and they point these shortcomings to us. At this point we move from Unconscious Incompetence to the stage of Conscious Incompetence. (John (2002) said) We now know that we dont know. A big help this is but it is nonetheless a good start.We then embark on training programs and so on to enhance our leadership skills. (John (2002) said) We learn new things to practice. Some of the things in this book might be new to some of you but to others, they might not. Whatever it is, you learn and begin to practice. You are now in the stage of Conscious Competence. (John (2002) said) What this means is that you have now decided to put into practical practical application what you have actually learned. Heres something for those if you who have learned but refuse to translate that learning into practical application you are still at Conscious Incompetence.Progress is slow and sometimes mistakes are made. But that is really quite acceptable. Th is is the stage of Conscious Competence. (John (2002) said) You are able to do what is required of you but you have to think through it before you can practicalize it. The last stage is that of Unconscious Competence. At this stage, you are able to unconsciously put into practice all the various principles that you have learned. All the stuff that has been written in the preceding chapters is no longer a problem for you. Because you have been practicing them, you have been incrementally improving on them. John (2002) said) 12. 0 Conclusion For as long as we retain our humanness, all of us are going to make mistakes. But then mistakes are simply opportunities to improve.The inspirational leader knows how to take corrective steps when he or she makes mistakes including apologizing for their mistakes. Then he or she picks up the pieces and gets on with it. As the leader keeps improving, he or she gets to level 6 of the 6-Rungs of Leadership. Here, he or she knows how to delegate, mot ivate, communication, reward inspire and lead his or her people through the synergistic practice if all the skills acquired.Please dont think that all there is to being inspirational is in this book. There are just so much more to know, to understand, to practice. The inspirational leader is a true professional who understands the unavoidably to continue improving. He picks up extra skills, skills on assertiveness, strategic thinking and a whole range of other career-enhancing skills that will make him an asset to his company, his bosses, his peers and his subordinates. Some final words, is the journey worth it? Those who have travelled that road with me all agree that it is. Those who have travelled that road as my subordinates believe that it is.