Leading from Behind……!

CAN I CALL you a `Leading follower or a `Follower-manager?' Are you the kind of person who likes taking initiative, though you do not possess an ostentatious work-title?

You know what you can do, though you share your title with at least 25 other people! You could probably lead as a follower. No, I'm not playing with words or making you feel good unnecessarily. It is just an extension of a proverb we have heard since we were born, or at least say 16 years after that! "Leaders are born, not made." And, to be a leader, you do not need a title that weighs a million tonnes or sounds as grand as the botanical name of a rare plant! All you need is a little honing of your leadership skills.So, here go the tip!

Initiative

That is what distinguishes a leader from a follower. Take initiative to make your organization a better place to work. It is not always the management's responsibility to do so. Here are some things you can do.

Celebrate everybody's birthday

A birthday is a happy occasion for all and your HR department would be able to provide you with the birth dates of your team. A simple greeting goes a long way and so does a celebration, even if it is a low-key affair.

Contribute to the newsletter

Most organizations already have a newsletter in place. Try contributing something to it, on your team's behalf. If you do not have a newsletter, put forward a suggestion to start one. You will be amazed at the response you get and the amount of team cohesiveness that it builds.

No `I', only `We'

Speak as a team when dealing with the management. It is the sign of a leader to delete the words `I', `me' and `myself' from his dictionary. It also makes more sense for the management to respond to a group's aspirations than to an individual’s.This is especially true when the cause is something that affects the entire team or peer group. For example, upgraded training or more benefits.

Build team spirit.

It is not always the team leader's prerogative to build team spirit. You can do your part by doing some very simple things such as coming up with a name for your team and a logo too. Actually, go ahead and make badges, and wear them proudly to work! Every space mission at NASA has its team members wearing its logo. You will be pleasantly surprised to know how effective a small piece of paper proves in building team spirit. You could also probably suggest having weekly team games or team building exercises.

Mentor

All employees need some help when they join the organization. Take the lead by mentoring those who join after you. Your experience will help them deal with new challenges. Introduce them to the organization, particularly to your team. As a mentor, you can motivate them to greater levels of achievement. Indeed, handling problems will become easier for them and the management will surely appreciate your gesture.

Community work.

Most organizations do have corporate responsibility aspects embedded in their policies. Now is your turn to make things happen! Take the responsibility upon yourself to improve the organization’s ties with the community and build its brand image. Do not wait for the senior management to take the lead. Demonstrate your initiative, your drive and your leadership.

So, if somebody ever tells you that they `have it in them to be leaders', but their organization did not give them a chance, tell them that we, not our organization, create opportunities. A true leader will always be recognized, despite the rank he holds in his organization. What's more, all this will not only make one feel better but also make you `visible' in the organization. If that is not good enough for you, do this simple exercise. Make a note of whose suggestions are more readily accepted by the management? Of course, the `follower-leader!' So, start leading, my friend!

Coaching people to be good managers

THERE'S little room for followers in today's fast-paced world. Whatever be your role, you are responsible for getting your part of the job done. And the way to achieve that goal is to be a good coach. A manager can tell people what to do, when to do it, and how to do it but only a good coach can motivate them to give the job their full attention. While others may point out the problems, a coach is there to help you solve them. He will motivate the individual to want to achieve the highest performance possible. Here are some guidelines to help you be a better leader by coaching your employees: Listen. Conduct an "inner-view." Get to know the person better. Ask about his/her family -- the high points and the low points in their lives. Find out how they coped with and survived the downs. Ask insightful questions. Whenever your employees complete an assignment, ask them three things they felt were accomplished effectively in the project and find out which one area could be improved. If they are on target with the area that needs improvement, praise them for the good work.

Don't avoid the negativeness. An effective team leader will consider every member's input and ideas. Although it is easier sometimes to dismiss negative or contradictory feedback and comments, remember that the team members who strongly disagree with you can also provide solutions or some valuable insights from a different perspective. Don't pretend to be perfect. It is important to realize that there are times you need to criticize and times to appreciate. Criticism need not always be negative. Build rapport by relating similar issues you faced and talk about how you resolved them. Focus on the behavior or action, not the individual. Reassure the employee that you do not think badly of him or her. Build self-esteem. Coach about self-confidence. Recognize the employee's achievement and encourage people by telling them how valuable their work is. Believe in what you do. Coaching is hard work and it is rarely given the importance it deserves. Yet, by being an exemplary coach,

You can inspire your team to work wonders while giving

Individuals the sense of accomplishment they need.

                                                       Prof.V.R.Hiremath
                                                                         LLM, MBA, D.M - IIM-J, FDP – IIM-T