What Are The Common Problems Of Inefficient Leaders?

There are two views on leadership that are deeply rooted in the hearts of the people.

Our organization and management are orderly but without leadership.

Instead of spending too much money on developing leadership, why not hire a better leader?

We applied the 360 degree feedback tool, and asked the interviewees to select the 4 leadership abilities that any leader should have from 16 options.

Some of the votes that have been obtained are 10% of the total number of votes, but there is one.

That is, "practice self development", and less than 2% votes have been obtained.

This means that less than 1 of every 50 respondents will "practice self development" in the 4 abilities that leaders should have.

What is the hypothesis? From this fact, we can interpret 6 messages:

Leaders don't need to develop - they just keep on looking good.

Since people always

Why bother to pursue self development with great difficulty?

The development of leaders is naturally realized in the process of work.

Leaders who maintain the status quo or improve are of little help to the business results.

Deliberate development of leadership skills has no effect on personal career.

Since sitting in the leadership position, you should be able to do the job. Pursuing personal development is a sign of weakness and incompetence.

These 6 views are sheer nonsense.

Some people are complacent about the efficiency of their leadership.

What would happen if other professionals thought so? What if a sports newcomer had these thoughts? His athletic career would be like a flash in the pan, and no fragrance would fade.

Physicists, certified public accountants, pilots and many other professionals also do.

About 10 years ago, I heard a speech delivered by a leader of a high-tech company in front of his management team.

He told himself about his efforts to get the position.

Every year, he chooses a leadership trait that he believes can help him improve his leadership value.

These traits are not the shortcomings pointed out by others, but the activities and behaviors determined by the analysis of organizational needs.

One year, he was concerned about how to lead change projects, and one year he would train his subordinates as a priority.

He sees this as a never-ending continuous improvement campaign.

Obviously, the process itself is exhilarating.

He believes that he can learn new skills and become a better leader.

I think of Jeff Immelt's (Jeff Immelt) writing to GE executives: every leader should strive to do a good job.

It is no wonder that GE energy sources continue to develop extraordinary leaders.

When more managers can practice self-development, we will have better leaders.

No best, only better.

Leaders can make great progress if they are willing to work hard.

To do something simply is not always a matter of practice, but you must deliberately develop it.

The better the leader, the better the business results.

Self development activities will greatly enhance the chances of success.

Self fulfillment is an act of confidence and devotion rather than weakness.

When leaders actively pursue self-development, we will see organized management and well-organized organizations.