tag:blogger.com,1999:blog-7764546159000289969.post329921829155492393..comments2023-08-13T20:17:05.687+01:00Comments on Adil on Life: Six lessons in leadershipadilhttp://www.blogger.com/profile/03090740465031030702noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-7764546159000289969.post-10495253336574029092010-05-15T12:21:22.370+01:002010-05-15T12:21:22.370+01:00Thought you might appreciate this. Adapted from an...Thought you might appreciate this. Adapted from an email I wrote a long long time ago :-)<br /><br />I personally feel leadership is all about looking after the people that have been entrusted in your care. There are four ways of "looking after" people and the one you should use depends on their personality.<br /><br />1. Natural Leaders<br />Some people just seem to know exactly what has to be done and what to email. These people are extremely rare and have to be treated with gloves. Yes they don’t need training but they still need supervision – a regular call, give them some feedback, take them for lunch to show appreciation maybe and whatever you do, do not overload them just because they can handle it otherwise they’ll suffer from burn-out.<br /><br />2. Leaders in the making<br />These are people that have potential but do need training on top of the above. You’ll have to do at least two different events with them because you can’t learn everything in one go, and somehow make them feel they’re in charge while you’re still pulling the strings. It’s very tricky but if you do pull it off you’ll have somebody that is eternally grateful to you and the organisation for giving them this opportunity. Of course you’ll have the odd person who’s not grateful and yes it does hurt, we are humans after all, but don’t be put off.<br /><br />3. Committee members<br />Sometimes you give people as much guidance as you can, you try really hard but it doesn’t make any difference; they will never be able to take charge of a project. What’s important is that you do not show any frustration and that they are not put in such situations just because nobody else wants to do it. An organisation needs all kinds of people, with all kinds of skills.<br /><br />4. People who resent supervision<br />This should not be a separate category – it can apply to all three of the above but is important enough to be mentioned. To be honest I wouldn’t know how to deal with this kind of person. Teamwork requires communication, and asking and taking advice from other people, from above and below you.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7764546159000289969.post-9627936993985111142010-04-27T17:58:28.325+01:002010-04-27T17:58:28.325+01:00Two more lessons in leadership, from a discussion ...Two more lessons in leadership, from a discussion over lunch earlier today:<br /><br />(1) Getting people in on 'the vision'. (Helps if they have some say in it and it is built <b>with</b> them.)<br /><br />(2) Making people feel valued. (Telling them they are doing a good job, their work is important, and so on.)adilhttps://www.blogger.com/profile/03090740465031030702noreply@blogger.comtag:blogger.com,1999:blog-7764546159000289969.post-62593563578229287482010-04-25T08:15:08.905+01:002010-04-25T08:15:08.905+01:00Thanks Soumaya :) Jk. I made a few changes/additio...Thanks Soumaya :) Jk. I made a few changes/additions. Going to give it a slightly Islamicized intro and conclusion iA for my other Blog, and submit it to a couple of local magazines iA.adilhttps://www.blogger.com/profile/03090740465031030702noreply@blogger.comtag:blogger.com,1999:blog-7764546159000289969.post-1571924708125521972010-04-24T16:15:38.172+01:002010-04-24T16:15:38.172+01:00Wonderful masha-allah. Esp:
"do not allow th...Wonderful masha-allah. Esp:<br /><br />"do not allow those in your organisation to lose focus about who they are, why they do what they do, and why it might be slightly different from the way other people do things"<br /><br />I always forget that and assume that people think the same as me!<br />Couldn't suggest any changes.Anonymousnoreply@blogger.com