Getting Results

Getting results is imperative. It’s essentially what we were hired to do. Motivating your team, getting them to go to where they need to be, this is what a leader is tasked with. A leader’s role is different than a manager. A manager is tasked with maintaining, and there’s a role in an organization for that and where this is needed. But when the organization needs to get things done they need to have a leader.

Getting Results

Sometimes we often fail to appreciate how profound the organizational climate can influence results. It can account for a large percentage of performance. Organizational climate, in turn, is influenced by leadership style. Emotional intelligence will help a leader get the team to where they need to be. As leaders we must not fail to appreciate how organizational climate influences results. It’s important to provide a motivating environment for direct reports, managing change initiatives, and handling crises.

To get results every leader needs to do these handful of things:

  • Create a level of immediate compliance so things can get done
  • Mobilize people toward a vision
  • Create emotional bonds and harmony
  • Build consensus through participation
  • Expectation of excellence
  • Develop people

Ever organization is a little different whether you are on the factory floor, on the front lines in the military, in a non-profit; but every organization needs to works these handful of ideals through their lens. So creating emotional bonds and harmony won’t look the same on a factory floor as it will in a non-profit; but both organizations to be healthy still need some sort of emotional bonds and harmony for it to be a healthy growing place.

Now some leaders are going to be better at one methodology of leading as opposed to another. Some leaders will be better at building better emotional bonds and harmony than mobilizing people toward a vision. What tends to happen is unfortunately we focus on one aspect of our leadership that we are good at. If are good a developing people but not good at mobilizing people toward a vision, we won’t vision cast. This can be harmful to your team and your organization.

The best leaders don’t know just one style of leadership, they’re skilled at several, and have the flexibility to switch between styles as the circumstances dictate. These leaders don’t mechanically match their style to a checklist of situations, they are far more fluid. They are consistently sensitive to the impact they are having on others and seamlessly adjust their style to get the best results.

Final Thought

A leader’s singular job is to get results

It’s a challenge to being a leader, you have to motivate people, cast vision, and on top of that get the results. The burden of a leader is something few understand. With careful consideration of the situation, you’ll be able to know which leadership role is necessary to help your team.


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