Showing posts with label most effective leaders. Show all posts
Showing posts with label most effective leaders. Show all posts

Monday, October 24, 2016

Effective Communication: How to make a Peanut Butter Sandwich

I think one of the biggest setbacks we all face is a lack of effective communication. Both personal and professional aspects of our lives are influenced quite often from not effectively communicating. I was able to experience this first hand at a management workshop that I had the opportunity to attend. It was so enlightening and humorous that I knew I wanted to share it with all of you…

The instructor asked for 2 volunteers. One would give the other instructions on how to make a peanut butter sandwich and they would not be able to see each other. The direction giver had to use 10 easy to follow steps and the direction follower had to do EXACTLY what he was told and the only question he was allowed to ask was “how”. Everything was laid out on the table; a plate, knife, jar of peanut butter, and bottle of jam.

Some of the highlights of the lesson were VERY funny to watch. A whole loaf of bread (that was still in the bag) became covered in peanut butter (he had failed to tell him to open the bag and remove a slice of bread) and the whole bottle of jam was placed on top of the sealed loaf of bread that was already covered in peanut butter (this was because he instructed him to take the jam and put it on the peanut butter that he just put on the bread). 
The workshop, while very humorous, allowed me to observe effective communication in a different perspective. It made me see how it is so important when speaking to that other individual to ensure that we provide enough information for both parties to succeed. I was able to observe that the person who was giving the directions on how to make the peanut butter sandwich was even more frustrated than the person trying to do what was asked of him.

In the exercise the direction follower was only allowed to ask ‘how”, but each time the direction giver heard “how” he became more frustrated saying “what do you mean how just take the bread!” He wasn’t really listening; he was taking for granted that the other individual should know what he meant.
Most all of us take for granted that our friend, coworker, employee, acquaintance, sweetheart, child, etc. will know what we mean. When we are instructing or asking something of someone we often only give a brief summary of what we want and presume they will know the rest. We let our previous experiences with others get in the way of dealing with new people and often don’t provide enough information.
I like to think of communication as a scale that needs to balance. On one side is the giver and the other side is the receiver. If only one side is active then the scale will not balance. What I mean by this is even if you are the greatest communicator in the world it will not mean anything if you do not get feedback from the other side of the scale. It will not balance. Remember communication is a 2-way street. Ensure that your scale always has a sense of balance…you will be amazed at how it can change your life! 

Thursday, September 29, 2016

Psychology of Leadership

Image retrieved from: http://holykaw.alltop.com/ten-sets-of-stats-that-leaders-should-know

One of the topics in the article “The New Psychology of Leadership” by Reicher, Platow & Haslam, (nd) which I found to be most interesting was the concept of group identities, “The most effective leaders define their group’s social identity to fit with the policies they plan to promote”, (Reicher, Platow & Haslam, (nd). I believe this to be important if a leader has followers who share and embrace their vision. Followers need to be able to relate to their leader and feel as though they are a member of the group with the same goals and invested interest.
According to Steffens, Haslam, Kerschreiter, Schuh, & van Dick, in their article “Leaders enhance group members' work engagement and reduce their burnout by crafting social identity” (2014), “leaders’ identity entrepreneurship” is when a leader actively engages in the promotion of the group’s identity.
The research conducted by Steffens et al. (2014) “indicated that when leaders acted as identity entrepreneurs, group members not only reported higher group performance but also experienced less burnout and were more engaged at work”.
This shows the importance of an effective communication climate, not only does an effective leader need to define the identity and how it relates to their vision, they must also share this with their followers. This research illustrates the importance of knowing your followers, and the role communication, motivation, and empowerment have on the success of an organization.
Leaders Role and Traits
One of the sections of “The New Psychology of Leadership” by Reicher et al. (nd), which I can relate to my leadership is found in paragraph 5, “According to this new approach, no fixed set of personality traits can assure good leadership because the most desirable traits depend on the nature of the group being led”. I believe this correlates to the situational leadership theory; every situation and/or group being led will require a different leadership style and can lead to a leader expressing different personality traits depending on the group or individual. An effective leader will be able to seamlessly adjust their leadership style to suit what is required by their followers.
References
Daft, R. L. (2014). The leadership experience (Sixth ed.). Australia: Cengage Learning
Reicher, S., Platow, M. & Haslam, S. (n.d), The New Psychology of Leadership
Steffens, N. K., Haslam, S., Kerschreiter, R., Schuh, S. C., & van Dick, R. (2014). Leaders enhance group members' work engagement and reduce their burnout by crafting social identity. Zeitschrift Für Personalforschung, 28(1/2), 173-194. doi:10.1688/ZfP-2014-01-Steffens