Why A Leader Must Be A DIRECTOR?

True leaders must be, the first ones, to step forward, with relevant, sustainable, well - considered, ideas, and introduce viable solutions, to obstacles, and challenges, which are either actual, or perceived! Rather than trying, to merely, fit - in, a real leader, expands the limitations of his self - imposed, comfort zone, and realizes, one is only leading, when he directs others, towards creating the best way, to achieve the common good! Therefore, one must become ready, willing, and able, to serve as a quality DIRECTOR, and inspire and motivate stakeholders, to come together, and unify, for the common good, and the best possible results. With that in mind, this article will attempt to briefly consider, examine and discuss, using the mnemonic approach, some of the necessities, of achieving, what is needed, and necessary, to make the group, better and stronger.

1. Delve deeply; deliver; decide: If you don't like to, or feel comfortable with, or are unwilling, and/ or unable, to make a well - considered, decision, you probably, shouldn't be, a leader! One must delve deeply, and consider several options, which will enhance, how he might over - deliver, rather than over - promise!

2. Integrity; imagination; ideas; ideology: Integrity must be absolute, or it won't create trust! When an individual possesses a relevant, imagination, and introduces meaningful ideas, which align with the group's ideology, he begins to direct others, towards making significant improvements!

3. Relevant; reliable: What good, does anyone serve, if he simply acts, or looks busy, rather than proceeding, with relevant plans and programs? These must be well - considered, as well as truly, reliable!

4. Empathy; emphasis; energy: Listen effectively, and learn from every conversation and experience, so you better understand and appreciate, the concerns, perceptions, and priorities/ goals, of constituents. This enables you to proceed with the utmost degree of genuine empathy, and to place you emphasis, and energy, where it will do the most good!

5. Character; creative: Do you have the strength, of character, to be creative, and focused on others, rather than any personal/ political agenda, and/ or self - interest?

6. Timely: When you accept your responsibility as a director, and take this seriously, you will avoid the temptation, to procrastinate, and will consistently, proceed, with well - considered, timely actions, and plans!

7. Options; opportunities: Only when a leader, realizes, he must fully consider, several, viable options and alternatives, will he be prepared to recognize, and take advantage of the finest opportunities!

8. Responsive; responsible: When someone is the right person, for the position, he focuses on responsive solutions, as well as assuming responsibility, rather than merely, complaining, and blaming!

Are you willing to assume the responsibilities of being the DIRECTOR, when you become a leader? Are you up to this task?

How Should Leaders Close?: May I Make A Suggestion?

Although, many in positions of leadership, don't seem to want to acknowledge it, much of what an effective leader does, involves selling, and sales! Whether it involves dealings with other leaders, constituents, stakeholders (or potential ones), how effectively one motivates, and inspires, others, in terms of his, call - to - action, often, makes a significant difference, between quality leadership, and the same - old, same - old. With that in mind, this article will attempt to briefly examine, review, consider, and discuss, the 5 steps, involved in addressing any concern, and/ or answering most questions, and focus upon, the key, 6th, fall - back, step, which involves asking, May I make a suggestion?, and then, waiting for acknowledgment, and proceeding effectively.

1. Repeat/ identify: Either because of a lack of sufficient, self - confidence, or, less than optimal, judgment, imagination, and/ or expertise, we often witness, impatience, dominating over, patience, and waiting, for the concerned party, to fully explain, what he wants answered, to his satisfaction. Therefore, begin by repeating, and stating, what you believe is the issue, and waiting for acknowledgment, what you believe is the concern, actually is. Too often, we respond, too soon, and provide answers, to questions, never asked, and often, not considered, and, by doing so, open upon, the challenging, Pandora's Box. Only when you know, for sure, should you proceed.

2. Empathy: Don't confuse sympathy, with empathy! Sympathy is expressing, you feel sorry, and send your best wishes, while empathy, is listening effectively, and learning/ discovering what that individual is concerned about, and clearly articulating, you relate, and can feel their pain. A successful expression, often, is, I can perfectly understand how you feel. I would feel (or felt) that way, and so would most people, until I realized a few things.

3. Answer thoroughly: Pseudo - leaders replace viable solutions, etc, with empty rhetoric and promises! In this stage, be certain to explain/ respond/ answer their question and/ or concern, to their satisfaction, not merely to yours. Realize others may not have the knowledge and/ or insights/ understanding, you possess, so slowly, patiently, respond, directly, and clearly, and wait for some acknowledgment, the concerned party, understands, where you are coming from, and your rationale/ reasoning!

4. Recreate need: Once you've successfully executed, these first 3 steps, it's important to regain control of the discussion, and bring it back to what you seek to achieve, or, your call - to - action. A simple, effective phrase, should assist you, in doing so, such as, In light of your concerns, and the additional insights you now possess, as well as the importance of this concept.

5. Close: No matter how well you perform the steps, above, unless/ until you close, and get others, to buy - into, your approach, and share ideas, you haven't led them, to anything, concrete, and/ or meaningful! A simple phrase, such as, Doesn't it make sense, creates a seamless, effective presentation.

6. May I make a suggestion?: Often, you might present in a quality manner, yet find, others, unwilling to commit to some sort of action. This is when you use, this essential, 6th step, and say, May I make a suggestion? Once you say this, do not continue speaking, until the other party, nods, or says, go ahead, etc. If you're patient, and proceed this way, I have found, in my, over 4 decades of involvement in leadership, selling, and training, nearly everyone, will give their permission. This is important, because, hopefully, it will create a habit of agreeing, or at least, some additional focus, Then, go over the 5 steps, in a clear - cut, inspiring, motivating, personal way, and seek some common ground, and meeting, of the minds!

Used properly and effectively, this technique has the potential to become a leader's best friend! Are you willing to effectively learn how to use it, practice, and feel comfortable, enough, to depend on it, whenever circumstances, indicate you will become more effective, doing so?

It's Important To Learn And Properly Use Correct Techniques

The best professional athletes realize that they must constantly hone their skills, to optimize their results. That is why top golfers hire swing coaches; gymnasts have coaches; football, baseball and basketball players all have coaches, etc. If athletes understand the need to use the best possible technique in order to be the best they can be, why don't all of the rest of us stress using best methods and techniques in all they do.

When I was the Executive Division Coordinator, as well as Director of Training for an investment company, we emphasized that all our representatives continuously reviewed and "role played" so that their techniques would be as close to perfect as possible. Even when you are optimally trained and ready, something can always go wrong, so doesn't it make sense to give yourself the best chance by working on your techniques and fundamentals.

For the past three decades, as I've conducted training sessions, management training, self-help seminars, and leadership training, etc., I have emphasized the need to perfect technique, and understand the necessary basics. I am to this day befuddled that there are individuals who ascend to leadership roles, who feel that they "know it all" already, and need no enhancement to their skill set.

The more in denial a leader is about his own limitations, the less possibility he has of being effective. Effective leaders always seek more knowledge, training and expertise, so that they are as well prepared for any eventuality as possible. I refer to leaders that do not wish to enhance their skills as "arrogant," and believe that if organizations actually qualified their leaders according to professionally prepared criteria, that many of the "arrogant" individuals would never be considered qualified to ascend the leadership ladder.

Leaders require varied skills, and those willing to accept that they don't know everything about everything are almost always far more effective in their positions and their decisions.