How important is leadership?
The overall effectiveness in any area of work and life is chiefly determined by the level of leadership.
John Maxwell – voted ‘Number One Leadership Guru’ for the second year in a row in a survey carried out by Leadership Gurus International - states
in his New York Times bestseller ‘The 21 Irrefutable Laws of Leadership’:
“First Law on Leadership - Law of the Lid: Leadership ability determines a person’s effectiveness; modern effective organisations develop
a leadership culture. Developing leadership ability at all levels of their organisation, even at the front end”.
Chris Fox works with clients to develop and link together individual, team, group, departmental, network and organisational leadership
Leadership, is that another word for management?
No, leadership is not the same as management. Leadership must come first and be the dominant force behind any work culture for overall effectiveness. However, leadership must also enable effective management to maximise efficiency, consolidate growth and make profit. Chris Fox works with clients to link effective leadership and management to realise the full potential of organisations.
Leadership
- Change
- Effectiveness
- Vision
- Moving forward
- Styles
- Releasing potential
- Utilise motivating factors
- Overseer (perspective)
Management
- Consistency
- Efficiency
- Practices
- Linking
- Skills
- Using proven ability
- Remove de-motivating factors
- Underseer (involved in detail)
Create-ability taking you to the next level
| Change ->>>> Management | Pressure for change | Shared vision of change | Agreed plan for change |
| Level 1 | Level 2 | Level 3 | Level 4 |
| Initial Assessment | Performance Integration | Differentiation (value disciplines) |
Strategic Planning |
| Change ->>>> Management | Developing capacity to change | Action plans to change | Review changes |
| Level 5 | Level 6 | Level 7 | |
| Performance Capacity | Implementation and Problem Solving | Performance and Learning |
- Level 1 – Initial Assessment
Aim: To agree what stage of development the organisation is presently in and the steps ahead for its growth and performance.
- Level 2 – Performance Integration
Aim: To develop organisational integrated initiatives for change to develop a foundational performance culture.
- Level 3 – Differentiation via development of Value Disciplines
Aim: To develop strategic differentiation for increased performance and competitiveness
- Level 4 – Strategic Planning
Aim: To develop strategic plans to establish internal value disciplines (brand)
- Level 5 – Performance Capacity
Aim: To develop the leadership and managerial capacity for effective implementation of strategy at all levels
- Level 6 – Implementation and Problem Solving
Aim: To support organisational initiatives to ensure they are successful in making changes that support the company purpose.
- Level 7 – Performance Evaluation
Aim: To review performance and the learning gained to assist further adaptation and change
Management Development
Now that organisations are engaged in promoting and developing more effective leadership at all levels, management development is less
fashionable.
Management however is as important in today’s world as ever it has been, and it is the vital glue that links organisational purpose with staff needs.
Development
Effective recruitment and selection is critical in attracting talented staff and linking the right
individual to the perfect role.
The costs of getting it wrong are often hidden but research has shown
them to be very significant for any organisation.
