Leadership is all about delegating and motivating members of your team to achieve the goals of the organisation. Communication, planning, and the ability to provide support for the team to function is a key ingredient for effective leadership.
5 Essential skills for effective leadership;
- Motivating staff,
- Strategic planning,
- Providing feedback.
Leadership is about creating confidence and assisting your team to achieve great results. Managing people with different expectations and gifted differently is always a challenge. Employees within an Organisation set up possess mind boggling power. However, some employees have more power than others. Nevertheless, the dynamics of power is a subject of numerous studies.
Power is defined by cognitive, behavioural and emotional tendencies. The social hierarchy and neuropsychology define the dynamics of power. Interpersonal relationships define the power exercised by middle-level managers. That means when middle-level managers interact with their superiors they adopt a low power behavioural style and vice versa when they interact with assistants they assume a higher power behavioural style. Misunderstanding and conflicts of social nature will happen without these behavioural styles. To avoid these tussles employees are active in learning how to play the part.
Being the carriers of change
The distribution of power within an organisation give middle-level managers a central position in the power structure. They interact with high up and lower echelon of power and thus they are carriers of change. In addition, they receive strategy prescription from their superiors and execute the strategy through their subordinates.
The conflicting roles cause middle-level managers to lose focus affecting their performance. In addition, the management usually has various conflicting demands placed upon them. Moreover, conflicting roles for a middle-level manager takes a toll on them. The stress and anxiety are damaging to their health.
Golden rules of Leadership
- Simplify the reporting organisation. The upward and downward interactions once reduced will eliminate unnecessary meetings, reduce frequent shifts and workflow structuring.
- Leaders should integrate their roles instead of segmenting them. Connect the organisation mission with the roles of the managers thus helping them determine their self-identity
- Get to know how employees connect with one another across role boundaries either through emails etc. Knowledge of how people relate and communicate is key to understanding the power structures and how to use them effectively.
- Avoid micromanaging managers to avoid distracting them from their key objectives. Leadership is about providing strategic direction.
- Adopt a democratic kind of leadership culture to aid in vertical role transitions. This will help reduce conflicts between hierarchies and streamline the organisation.
- Middle-level managers should develop a strategy for coping with interactions between high and lower levels of power. An effective strategy involves not having the lingering effect of prior interactions.
First of all, leadership is getting to know how to integrate the different levels of power. Secondly, middle-level managers affect the organisation significantly as the carriers of change. Thus understanding the interrelationships between individuals and behavioural tendencies helps an organisation avoid conflicts. Thirdly the middle-level managers interact with his superiors and subordinates causing them to lose focus affecting their performance. Moreover, the reduction of interactions and avoiding micromanagement of managers will ease their burden. Finally integrating their roles and tying them to the organisation mission helps them have self-identity.