LEADERSHIP DEVELOPMENT

Helping Managers Become Leaders

Management is NOT leadership! While the two concepts are arguably related, they are still decisively different. Most executives know that management is NOT leadership, but they often have difficulties transforming themselves, and guiding their managers to become leaders! Management deals specifically with organizational functions (such as planning, scheduling, supervision, hiring, firing, presiding, allocating, reporting, etc.), but leadership describes behaviors and relationships that are valued by workers and which are likely to transform workers from subordinates into followers, and managers into leaders.

Yes, good management can achieve high productivity in the subordinates, but leadership produces greater effective and efficient productivity in followers as well as achieve high affective commitment to the organization. This is because subordinates will perform as expected of them under management, but followers perform beyond the call of duty under leaders,

While a good manager gets compliance from subordinates through authority, the leader gets higher voluntary performance from followers through influence obtained from leadership behaviors. It is true that management functions are still necessary in organizations, but scientific evidence have established that teams led by leaders far outperform those managed by managers. Hence, your business will be more successful with leaders at the helm of operations. But what are those specific behaviors that may transform your subordinates into followers, and consequently transform your managers into leaders?

At Crown Business Consulting, I use advanced knowledge of organizational science, organizational sociology, and organizational human relations to conduct leadership workshops that give organizational executives, managers and supervisors specific knowledge of leadership behaviors that transform subordinates into followers and managers into leaders. The specifics of what to do to become a leader and gain followers will be well articulated in my workshop. This workshop is good for everyone at all levels of managerial and supervisory positions.

You can contact me today to schedule your workshop, and soon after, see your managers become leaders.

Assessing for Leadership Improvement

Would your managers and supervisors like to know how their subordinates feel about their supervisory work? Would you and your supervisors like to know the specific behaviors that your workers want from you to make them better employees under you? Would you like to know what behaviors your employees want from you to make them become your followers rather than subordinates? Would you like to know your current leadership behaviors and what you need to improve upon from the perspective of your subordinates?

Many leadership effectiveness assessments are conducted with generic instruments that are used from one organization and one position to another. These generic instruments are not designed specifcally for you, your workers or your organization.

How can a generic instrument accurately assess your leadership effectiveness when it was not designed with specific considerations for you, your particular position, your specific workers , and your specific organization? Simply put, it cannot! Your effectiveness ought to be measured with an instrument and method that are designed with consideration for your particular job situation. And, that is what I do at CBC!

Assessment Method

At Crown Business Consulting, I use my own designed and scientifically tested leadership effectiveness assessment method called the Essential Behavioral Leadership Qualities [EBLQ] method to assess leadership effectiveness. The EBLQ has been published in a scientific journal [Performance Improvement Quarterly- https://doi.org/10.1111/j.1937-8327.2006.tb00355.x] and it has been used to assess leadership effectiveness in many settings by many leadership researchers.

Unlike most other leadership effectiveness methods, my EBLQ method is standards-based. I assess the effectiveness of a manager in a particular position based on the levels of essential behaviors necessary to transform the manager into a leader in that particular position. This means that I personalize leadership assessment for each management position. What is necessary for leadership success at one level may be completely different from that of another level. Also, what is necessary to be a leader in one organization may be different from that of another organization. That is why it is important to design leadership effectiveness assessment for specific positions in specific organizations. You can count on me to help your managers and supervisors become leaders.

The EBLQ Advantage

The EBLQ method of leadership assessment is different from other methods of leadership effectiveness assessments. The EBLQ method refrains from the one-size-fits-all questionnaire approach by focusing only on standards-based leadership qualities that subordinates identify as necessary to transform them into followers. Below are the advantages of my EBLQ method.

The EBLQ method has four major outcomes (BACA OUTCOMES):

1) BENCHMARKING (Establishing EBLQ Benchmarks): This is the identification of wok group specific behavioral leadership qualities, and the determination of benchmark levels of those qualities for the transformation of group workers into followers, and consequently transforming the group supervisor into a leader.

2) ASSESSMENT (Effectiveness Assessment): I use statistical tools to assess the current levels of leadership performance of the group supervisor or manager, based on the benchmark standards of expected essential behavioral leadership qualities determined by the work group.

3) COACHING (Executive Coaching): I use the results of the Effectiveness-Essentiality statistical analysis to inform the supervisor of necessary areas of specific leadership behaviors that are most likely to improve the success of the supervisor for greater job performance by the work group.

4) ALIGNMENT (Leadership Behavioral Alignment): Through coaching, an alignment will be achieved between a supervisor’s leadership behaviors and leadership behaviors deemed essential by the supervisor’s work group, for improved job performance by the group. The EBLQ method can be used for specific work group leadership assessment as well as organization-wide leadership assessments.

You can contact me today to discuss and schedule your leadership assessment for higher employee performance.

CROWN BUSINESS CONSULTING, Llc LEADERSHIP DEVELOPMENT | DIVERSITY INCLUSION