- Coaching myths about providing advise and sharing best practices
- 5 leadership myths debunked!
- The “Management = Leadership” equation
Each has value.
Each can share a different aspect that may benefit us in some context. Think about it on a global scale. Who has that authority?
It fits their experience, expertise, and the way they work, think, and create. They have their standards and processes.
Coaching myths about providing advise and sharing best practices
For them, these are their best practices. Think about what I just said. Each team has its best practices , a collective set of guidelines and workflows for how they work and the product they produce. It fits their culture, business processes, mission, and team. It fits them. Take programming paradigms as a baseline. Some will argue that functional is the best approach, while others will fight you tooth and nail to exclaim that Object-Oriented is the only way to go.
Put engineers into one room from different backgrounds and cultures. Ask them to solve one problem.
You will get a plethora of solutions, many of which will elegantly solve the same problem but in a different way. Which one is the best? A best practice is not a global guideline, but rather an internal one for the specific team or group. The right answer belongs to the group itself.
A best practice is not a global guideline, but rather an internal one for the specific team. It fits how they work. However, the unfortunate reality is that this desire to find a solution proven elsewhere that can be implemented in exactly the same way in their own organization is unrealistic and counter—productive. Sort of like slapping a three—inch denim patch on a five—inch tear in a black velvet jacket; the patch was purposefully designed to fix a two—inch hole in a pair of blue jeans. If [an approach] works in this province, it might not work in the next.
When asked about the presentation, Horth said that one of the challenges of learning about leadership is that the temptation is always to look at a great leader e. Shackleton, Curie, Washington, Welch, etc.
This is a doomed strategy. We all have different strengths and weaknesses, and are trying to accomplish radically different things in dramatically different circumstances. One pundit noted that the only real similarity between Mahatma Gandhi, Martin Luther King, and Nelson Mandela is that they each spent a lot of time in jail.
No two companies are the same. How could we honestly expect what works in one business to directly translate to another? Innovation is hard work that by definition requires risk. The key is to strike the right balance between being a manager and a leader. However, not only does everyone makes mistakes, but those errors help us learn and grow.
5 leadership myths debunked!
A strong leader understands the difference between sloppy work and unforeseen missteps. The latter means that your employees are experimenting and taking risks, which can lead to both individual and organizational growth. Some leaders fail to realize that they set the tone for their workplace or understand the power of positive interpersonal relationships.
By focusing solely on operational, financial or administrative metrics, such leaders fail to acknowledge that disrespectful relationships or a cut-throat environment decreases productivity. That mindset starts with the business owner or manager and is permeated throughout the entire organization. Leadership tips may come and go but good management never goes out of style. Great leaders have humility and recognize that everyone makes mistakes, including themselves.
The “Management = Leadership” equation
Home Blog 7 leadership myths debunked. Subscribe When you are ready to subscribe click here. Get tips from our specialists in your inbox Looking for an easy way to keep up on the latest business and HR best practices? Foster a strong leadership team at your company by avoiding these debunked leadership myths: Myth 1: Leaders must be extroverts For years, it was common wisdom that only extroverts could be successful leaders. Myth 2: Leaders need to know everything Some leaders think they must be smarter and know more than anyone working for them.
Myth 3: One leadership style fits all, forever Early in their careers, leaders often learn a few management techniques that work well.