Facilitator to Effective leadership
The title of “Leader” is given to someone by their team, not by people above in the hierarchy.
Therefore nobody joins an organization as a leader, although they can be assigned with fancy and powerful designations, it is the team that approves and accepts somebody as their leader.
The method by which someone executes their responsibilities decides the title of a leader.
Teams don’t need “good” leaders, the team needs “effective” leaders, being good is not an obligation to mankind, it is a characteristic of the human race, just don’t settle for good, as leaders have a lot more to contribute than being nice and kind, it is under which the team progresses not only to achieve professional goals but also personal goals.
Leaders must have “Emotional Intelligence” and “Emotional Awareness” along with many other qualities, capabilities, knowledge and skills to be able to lead a team.
The psychological concept of leadership is “knowing” your team.
And the term knowing is vaguely used in our daily communication, it is understanding by knowing them.
When a Leader says they understand their
team it is more like a patient and family doctor relationship, or
A parent and child relationship, yes is of that depth and engrossing.
“Less effective” leaders are those who attain professional goals but they fail to know and develop the team and most of the time these leaders get acceptance on meeting the goals as we narrow down the evaluation process only on business success/growth rate.
We are conditioned to address people with Authority as leaders, anyone in the capacity of power is referred to as a leader, which is not true.
Either they are Authorities by privilege or position, or they are supervisors with the capacity to control and get things done.
There is nothing as a “bad” leader, they cannot be addressed as leaders at the very first thought, either they are supervisors or authority or neither of them, they are just given the role without responsibility.
Every organization has Authorities and Supervisors, but very few have leaders and even fewer have effective leaders.
In my practice, I classify Effective Leaders into two segments, (A) young leaders and (B) seasoned leaders, and my approach to addressing their unique needs and challenges is thoughtful and insightful. Here’s a breakdown of my approach for each segment:
A) Young leaders:
- Young leaders require assurance, direction, and support as they navigate their roles and responsibilities.
- Fostering human skills, particularly emotional intelligence, is crucial for their effectiveness as leaders.
- Emphasizing empathy, understanding, and awareness of their team’s emotions and strengths can help them build stronger relationships and lead more effectively.
- Providing a safe space for young leaders to express themselves, share their thoughts and feelings, and receive validation and acknowledgement is essential for their personal and professional growth.
- Will be designing special programs for young leaders as per requirement and expectations, keeping in mind the nature of the business, location, age of the organization, the average age of the young leaders, their experience overall and tenure with the current organization, also by knowing the overall dimensions of their team.
- Group size to be small at all times.
- First week daily, followed by twice a month for 3 months further to this online as per need.
B) Seasoned leaders:
- Seasoned leaders, despite their experience and expertise, may feel isolated and lonely in their leadership roles.
- They require compassion towards themselves and a safe space to express their professional feelings, doubts, insecurities, and fears.
- Active listening and talk therapy can help them overcome emotional challenges and maintain their effectiveness as leaders.
- Confidentiality and emotional safety are paramount in providing support to seasoned leaders, allowing them to vent out and receive validation without judgment.
For seasoned leaders, it will be talk therapy, to understand by processing their emotions relating to their professional life and apply different methods of self-expression with REBT.
To begin with twice a month for 3 months, further to this will depend on the requirement.
(All under the oath of confidentiality)
My approach recognizes the importance of addressing the human aspect of leadership, not just focusing on business goals and commitments.
By emphasizing emotional intelligence, compassion, and self-expression, I aim to empower leaders to lead with authenticity, empathy, and resilience. Providing a supportive and non-judgmental environment for both young and seasoned leaders to nurture their emotional well-being is essential for fostering a positive and sustainable workplace culture. The programs will include BTY philosophy as an approach.