The Right Communication For Effective Leadership

The Right Communication For Effective Leadership

Leadership is a strategic asset for the future of the organizations but to exercise effectively this role it is essential to follow a proper approach. Effective leadership, in fact, manages behaviors, not people; its approach towards them consistent with the vision of the company and is not self-centered, or does not use herself as a yardstick and judgment of others.

If the intangible generates value and gives tangible meaning to content, the dress, which is the prevailing organizational model, is not neutral on the effectiveness of leadership. In organizations more innovative and advanced prevails hashtagoption, generally, a model of human capital management connotation so as to empower their employees, so that they themselves take action to improve processes (within the limits of their powers), rewarding their initiative. The model, in fact, focuses on people as the “capital” of the organization, and the group as a growth opportunity. For this reason, therefore, organizations that adopt this model, the emphasis is on the diagnosis, rather than the decision; to the process to arrive at a solution, which is not the solution in itself; the standard average success repeatable, rather than at the peak of success unrepeatable; analysis of the error; to value differences, rather than blaming the error; to value differences, rather than eliminate them.

Give importance to an organizational environment conducive to leadership, in fact, it means to adopt, for employees, the principles of responsibility.

Empowering people means letting their discretion consistent with the statutory responsibility; powers and duties contingent, although the head continues to account for results; give emphasis to the results of the first team, then those individual; first check the results, verifying the actions and behavior only in the case of failure, problems or issues; recognize the merits and leave to employees.

The process of leadership development consists, in large part, of tacit aspects, qualitative and discretionary. In fact, most of the issues related to the implementation of the steps, which allow you to create a vision and manage leadership situations, escape our conscious awareness and come in the form of “inspiration.”

In this regard, therefore, it can be very important to have tools and strategies for encouraging and directing, or actually use the same moods, learning to manage our mental attitudes.

In this sense, effective performance of leadership is similar to other types of performance as it could be that of a sports competition. Every aspiring leader, therefore, must also consider those aspects purely physiological that can help you access to unconscious processes to integrate them.