Leadership: It is not about you!

Leadership is not just a title; and a leadership title, does not necessarily make someone a leader.

Please read more of my guest article on Todd Neilsen’s site  A Slice of Leadership 

Paul S Allen

 

How not to catch fish: a leaders guide.

Taieri River, Middlemarch, Otago, New Zealand

1/- Invest in great gear just to admire the quality & engineering .

• Leadership: This is like getting all the training, reading all the books and going to all the best conferences but never putting the information gained into practice. Up-skilling is great and necessary but it is the application of the learning that matters.

2/- Don’t cast your line out.

• Leadership: No matter what you do you will never achieve any thing by procrastination.

3/- Avoid getting your gear wet or dirty.

• Leadership: Leading equals doing, sometimes the best way to get something done is to just get your hands dirty.

4/- Don’t use the right bait or any bait at all.

• Leadership: You need to resource others with the right tools they need to get things done.

5/- Don’t bother going fishing just talk about it.

• Leadership: All the planning in the world means nothing without action.

6/- Go to places where there are no fish.

• Leadership: Poor direction will lead to poor results.

There are many others but I am sure you get the picture.

Paul S Allen

Time out is good for the journey

Taking time out of your busy life is vital if you want long term success.

Sit back and allow yourself time to relax and enjoy the view. To rest both the body and the soul is an important task you, as the leader, need to undertake. I would also say to make sure your team has the right and ability to do so as well.

To be rested means you can give your focus and full strength to the task at hand, but if you are weary errors and mistakes happen.

Do take some time out and refresh yourself so you get on with doing what you needs to be done.

Rest is not a waste of time.

Paul S Allen

Paul S Allen
http://twitter.com/paulusthebrit

Poor Management Culture

I have recently read an article re-published by Manufacturing NZ (a part of Business NZ) with the title of “Three types of people to fire immediately“.

It would have to be one of the most appalling articles on how to manage staff I have seen. To suggest you should immediately fire an employee because they disagree with you or have their own opinion, is not only poor management practice, but in NZ would leave the employer open to a personal grievance case being lodged against them.

To have this practice endorsed by a supposedly leading business organisation reveals how deep-seated bullying behaviour is in some organisations.

I note that on the page where that article is posted there is no legal disclaimer, so could they be held responsible if someone just followed what was proposed there?

There are ways to manage/lead difficult people and doing it well can win loyal staff out of strong objectors. Even if you can not win them over you can not, in any way, sense or form, just dismiss them on the spot. There is a formal procedure to follow to manage staff performance and in New Zealand the Department of Labour has clear guidelines to follow. The Department of Labour  also operates under the guiding principles of  good faith, good reason and fair process. Get it wrong as an employer,  prepare to face the Department of Labour for mediation or legal action.

My advice to you if you have difficulties with staff is this… Follow the Department of Labours guidelines if you don’t know what they are call them  0800 20 90 20 (in NZ) … get independent assistance, get legal advice, be honest, factual, objective, tactful, allow time to think (for yourself and the employee) before decisions are made, allow for the employee to also have representation(support or legal) at any meetings. At all times respect the staff member there is no excuse for putting undue pressure on someone to resign, in fact this could also lead to personal grievance case to be laid.

There is no place for bullying in the workplace from peers or from employers.

Paul S Allen

Please note my disclaimer on this page as well

The information supplied here is not meant to replace professional legal, financial or health advice. By using this information supplied you acknowledge that it is done at your own personal, legal and financial risk.

And

The information and comments on this site do not necessarily reflect the views of any organisation that I am employed by or that I am associated with.

Roger Waters – Occupy

Roger Waters (ex Pink Floyd) gives a succinct explanation of the reason behind the “Occupy” movement.

Paul S Allen

TheWaterside