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1. Take Care of the Little Things so that everyone is individually considered.
2. Be an Active Listener on all feedback.
3. Walk Your Talk and promises are kept.
4. Let People Know They Make a Difference, appraise them precisely.
5. Communicate Clearly your intentions that too a straight forward approach.
6. Help Employees Succeed & Reward Outstanding Achievement .
A leader is someone that people choose to follow. Follow, not obey. You can mandate compliance through the power of your position, but only your personal influence will inspire people to go the extra mile and contribute their best efforts.
Successful managers feel comfortable with power and use it wisely. Those who enjoy dominating others or fear using their authority will never cut it as leaders. Truthfully, most people tend to err a little on one side or the other, so learn to recognize your own leadership weaknesses and compensate for them. That’s the only way to become an effective leader and a motivational manager.
So here are some suggestions for increasing your influence.
Realize that you’re a manager, not a monarch.
Worry about being respected, not being liked.
Learn to encourage positive performance.
Share a vision.
Appreciate the power of inclusion.
Help your employees “be all that they can be”.
Agreed with the answers to all colleagues
1. Lead by example.
2. Always make sure your team knows you can get the job done yourself.
3. Take ownership of the job and the team.
4. Never throw a subordinate under the bus.
5. Increase responsibilities of sub-ordinates as a reward, bench a sub-ordinate as punishment.
6. Shield your people.
Motivation is used as incentive (noun)
Having meanings: inspiration, drive, enthusiasm, impetus, stimulus, spur, impulse, provocation, driving force etc.
Keeping in view the meaning one can say that a manager should have the skill to:
1- Inspire his team members of his friendly attitude;
2-Drive them help achieve the targets in a way they could not feel it a command but their responsibility;
3-Instill in them enthusiasm the way they exhibit it for getting to their targets;
4-Give them impetus and push them towards big targets the way they think it challenge for their growth;
5-Make them feel comfortable working with him;
6-Behave the way they don't feel his words heavy like stones, but think them tips helpful for their career.
1. Realize that you’re a manager, not a monarch.
2. Worry about being respected, not being liked.
3. Learn to encourage positive performance.
4. Share a vision.
5. Appreciate the power of inclusion.
6. Help your employees “be all that they can be”.
You can mandate compliance through the power of your position, but only your personal influence will inspire people to go the extra mile and contribute their best efforts. So here are some suggestions for increasing your influence.
1. Realize that you’re a manager, not a monarch. If you really get off on having an important title, a private office, a big desk, a company car, or other symbols of power, get over yourself. You have a bad case of executive-itis (even if you are only a first-line supervisor). Managers with executive-itis feel they should be deferred to by lesser mortals simply because someone put them in a higher position. No one with executive-itis should ever be allowed to become a manager, although they are usually the first to apply for the job.
2. Worry about being respected, not being liked. Leadership is not a popularity contest. Successful leaders focus on earning respect, not developing friendships. If employees both respect and like you, that’s great – but if you’re too anxious about their opinions, you’ll have trouble making difficult decisions. So if you have high needs for acceptance, find some fawning friends outside of work. Should this seem to be a persistent and deep-seated problem for you, however, consider whether you really enjoy being a manager. Not everyone does
3. Learn to encourage positive performance. Leaders need to accomplish results through the efforts of others. Managers at all levels must therefore be able to set clear goals, appreciate good work, give helpful feedback, and address performance issues. They must also hire the right people and get rid of those who are never going to get with the program. Encouraging positive performance means recruiting people with needed skills and abilities, rewarding work done well, promoting collaboration and teamwork, and eliminating problems that drag down results.
4. Share a vision. People like to feel that they are part of something larger than the sum of their daily tasks. This is especially true of those who are bright, talented, and motivated. So help employees see how their work relates to the mission of your organization. Let them know what your goals are for the department and how you can work towards them as a team.
5. Appreciate the power of inclusion. Learn how and when to involve employees in making decisions, because they know more about the work of your department than you do. If you’re a good leader, they will be happy to share their knowledge, and you must also share your knowledge with them. Successful managers realize that they cannot and should not make all the decisions by themselves.
6. Help your employees “be all that they can be”. Insecure managers fear being overshadowed by exceptional people. Leaders want to have as many exceptional people as possible, since superior performers reflect well on their managers. Some employees simply want to sharpen skills in their current job, while others are motivated by the possibility of doing something more exciting, interesting, or challenging in the future. When you learn about your employees’ goals and help them develop in their desired direction, you will benefit as well.
Thanks for the invitation
Well.......Agreed with the6 points given by both
of Mr. Yaakoub & Mr.: Vrindavan as well too
1. Team player.
2. Encourage to supervisee for good work.
3. Provide career development opportunity.
4. Listen creative ideas.
5. Recognization.
Agree with your answer mr. Divyesh Patel
