Effective Leaders or Efficient Managers

Effective Leaders or Efficient Managers

Effective Leaders or Efficient Managers: The technological and industrial revolutions have significantly changed and shaped the landscape for the workplace. The need for managers who can deal effectively with the ever-changing scenario at the workplace and who can seamlessly integrate people and resources into organizational processes and structure was never felt so necessary. But at the same time, the leaders who can lead the team and who recognize core talent of individuals for the organizational benefit has also become quite significant.

Direct hire company

But many of the top executives may have heard the popular adage “manage resources, lead people”. Isn’t it true? It surely indicates that people in higher or authoritative positions need to take up multiple roles. Many times person at the authoritative position need to pick up the cudgels as a manager but at the other moment, they need to lead the people towards positivity.

Let us explore why it is beneficial for top management to embrace both roles.

Managers establish processes, leaders lead people!

As a manager, the organizational structure and processes need to be looked after so that they achieve the set target or goal in the most productive way. The managers look after the resourcefulness of tangible and intangible assets, which are the vital parts of well-prepared processes, in order to take the organizational growth in a sustained direction.

Leaders are the ones who recognize talent and encourage them to actively participate in discussions for various upcoming processes and projects. A true leader solely believes in taking out the best in a candidate in whichever field he/she excels for the mutual benefit. The Leader knows the weight of deploying the correct talent at the apt place. Leading a group of people who have confidence in their niche expertise and making them realize their worth to keep them motivated.

Maintain, but develop too!

Maintenance of well-established processes is what the core responsibility of a manager is. To keep the things moving at real smooth pace is what the managers aspire for. But when managers take the role of a leader, they slip into the shoes of a process developer too. They explore multiple avenues to incorporate seamlessly better services or processes into the organizational structure. They not only accelerate innovation but also embrace positive ideas and change with open arms.

Nothing is permanent than change and the processes are not always meant to work as desired. So when things go awry, it takes leadership skills to rebound. Direct hire company does develop programs to instill leadership qualities in their management recruits.

Control, but inspire trust also!

Controlling your staff is only half the solution. Giving a controlled working environment to your team you can only control resources. But in order to develop a feeling of trust amongst them, you need to walk that extra mile before you start complaining of unproductivity. To work closely with people and to bring out the best in them, you need leadership skills that may include incorporation of some offbeat processes to inspire team members.

Management tools like the Balanced Score Card, Lean Six Sigma and PDCA cycle (the Deming or Shewhart cycle) are the best ones to instill a feeling of trust in employees.

An organization is bound to excel when top efficient managers also fulfill the role of effective leader. In a broader perspective, both can be seen as the sides of the same coin. Some of the Dconduct leadership programmes from time to time to churn out the best combination.