Does your workplace morale ever feel as though you are playing a Jenga game where if one piece is pulled out that the whole structure collapses?
This concept is all too common in business today and it’s caused by mediocre leaders in the industry. But this could be cured with “Simply Great” leaders.
Simply Great Leaders
Leaders exist in every organization, yet “simply great” leaders are spread ever-so-thin, putting a weighing burden on few people who uphold organizational morale structure.
So the question becomes this:
Why lead with an iron fist, when people are better motivated with a “Hello” and a “Thank You”; a “Good Job” goes a long way for many more then you think.
The simple words of appreciation become forgotten in the “hustle and bustle” and morale tends to fall. I understand that the fast-pace environment of organization can be stressful and the great people are overlooked by the ones who are not-so-hot and this is the time to change that mentality.
“Simply Great” leaders are not immortal and are subject to human nature, but they differentiate themselves by apologizing if they get stressed affecting others. “Simply Great” leaders can make a large impact on a vast population with only a few simple words.
A great leader makes a difference through action and inspiring words.
A “Simply Great” leader thinks “How is everyone else’s day going?” instead of thinking “How is my day going?”
When a leader understands and embeds the quality of selflessness in their leadership style they will find significance in their impact on morale.
Another key to a simply great leader is about understanding their significance to other and embracing the fact that they are great at making an impact on the lives of others.
“Simply Great” leaders know where they belong and when they must move on to the next step in their journey. With the knowledge of what a “simply great” leader encompasses, organizations must understand that attracting and retaining these leaders has become a formula to success.
However, if the template is marked up then it becomes less desirable.
Retention of these leaders requires goals and support, while keeping a firm vision and mission and desirable culture; the lost focus of any of these three foundations by the organization could lead to a loss of “great” leaders.
No business can survive over a substantial time period with only a few “simply great” leaders.
As in the game Jenga, when the support system is weakened by the pieces easily removed (desired leaders that will be the first to go by choice), the structure becomes unstable and eventually falls: the weight becomes unbearable for the few leaders that struggle to make a difference.
Any organization looking to make changes must first look at how the changes affect the basis for their business and ensure that changes made are directly reflective of their vision, mission, and culture.
Change does not fail due to lack of resources, it fails from lack of leadership.
I don’t throw this out there to say that leadership teams in the field are the sole cause to lack of leadership.
I challenge executive leadership teams to understand how their decisions can be their own demise; pulling out and pushing away the “blocks” that uphold the business, causing their once strong foundation to collapse before their eyes.
JENGA! You are lost without “simply great” leaders.
Why do many leaders spend so much more time analyzing instead of leading? Have you ever said “Thank you for coming to work today” to your employees? What was their response? Are you a great leader and why do you think this to be true?
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- The difference between Leaders and Managers (humamazing.wordpress.com)
- Don’t be afraid to lead… (tomschimmer.com)
- A Leader’s Time (wimempowerment.org)