Companies have different demands.

08/02/2010    

1) What kind of leader you consider the most appropriate to meet the current demands of our businesses?

Companies have different demands.

Some shrank to address the crisis. Looking at the big picture, there is always something, is not it? And the moment's main objective is just to survive. Others are already in the process of recovering lost ground, and there are those who work to expand and consolidate the growth achieved, due to its own competence in dealing with the situation.

The common thread among companies with such different demands, is that all positive results need to gain sufficient. And it is hard work for all employees, which will be facilitated or hindered the leaders as he has.

We profile the ideal leader taking into account the present situation of the company. I'll use a metaphor to facilitate the examples.

When the ship is likely to sink, the commander must decide what to do, be objective and accurate in ordenare counting on the expertise of the team. No time for detailed analysis and consensus, it is necessary that everyone do his part with precision and agility, governed by the leadership.

Some say that more sensitive attitudes and congratulate and thank subtleties are unnecessary, if not, undesirable at this time.
However, with the emergence overcome, the focus of action is to restore what was damaged, so the way to control changes and the leader has to adapt. And when the sea is calm, even though there are hardships, if the ship is able to meet other demands are welcome to a commander more dynamic, with innovative ideas and even bolder without losing sight of safety.

Staffing the most appropriate leader is both simple and complex, as it also involves the culture and goals for the short, medium and long term business. And, whatever the criterion used, which really demonstrate that the choice was right results will be. That is, we can theorize about the profile of the ideal leader, but the numbers are a result of their work that will prove how right or wrong in hiring.





2) To what extent companies idealize a utopian Profile for leaders who want to hire? Why is there such idealization?



I believe that the idealization is not restricted to recruitment of leaders, but the positions in general. That is, seamstressI do a series of requirements that are not essential functions for which the person is hired.

I think that among the reasons for this is the fact that companies want to demonstrate that their employees are just as or more qualified than the competition,. There is also the justification that the reason is related to forecast future needs, to the extent that the employee is promoted within the company.

Personally, I think the exaggeration in the demands it is a mistake, because great leaders can no longer join the company because they have some skill in this, diploma or competence that will eventually be useful in the future.

In my opinion, if the developer to demonstrate leadership potential, for example, a company must provide the support and guidance to be classified as missing, while developing their careers.



3) Recently, a study released in the United States showed that CEOs most successful were those that had more skills related to the challenge of making things happen, not necessarily to manage people? such as being charismatic, communicative, etc..
What is your opinion on this? You can be a good leader without being a good listener, good team trainer, a colleague or an enthusiastic communicator, as the study?



I think the leader, he is CEO, director, etc., is someone who makes them happenresults for their organization through people.

This is the essence of leadership.

The fact that some leaders have more skills related to making things happen, not necessarily to manage people, not change the fact that the results they achieve for their businesses is achieved through the people they lead.

Ie, its own way, they get the right professionals to integrate his team, probably to fill in their gaps in skills and abilities, who want to surpass the goals he set and to do so effectively.

With charisma or not, that's leadership of the highest quality.





4) What are the characteristics or skills you consider most important for a leader to be successful? Why?



In Chapter 8 of my book is that it does so, Personal and Professional Development, I quote the following: ... is in the interest of each one being a leader of itself and improve itself continuously. Because self-leadership is the first step for anyone to become a great leader.

That is, who wants to be a successful leader must be the best models for their subordinates, self-leading on issues such as development and improvement of skills are most important in office present and future.



5) Launching the teoria of Emotional Intelligence, Daniel Goleman devoted to the idea that the leader must assume different behaviors depending on the situation he faces. Do you think our leaders (in Brazil) are prepared to have that kind of game behavior waist?



I think there is enough room to develop this aspect. I also think that many companies and their managers know this, and acknowledge the need to work around. That is why there is so much demand and appreciation of our work in executive coaching.

Although there are many more companies descent in Brazil. Many of them with exemplary professional structure of middle management down, but not always the same occurs at the top. The style employed by the founding works well with them, probably due to its entrepreneurial style, charisma and power, but is usually impossible to be practiced by others in the organization, even by their successors.



Conclude by reiterating what was said above: Yes, the leader should take different behaviors depending on the situation it faces.

However, this is easier said than done! Therefore, the practice in many countries is to hire a coach to CEOs and the most promising, too.

Coaching is a structured and focused on actions to support the executive in achieving the goals most important. For example, increase salesor improve the performance of teams. To this end, the focus will be given the goal to be achieved, assessed the current situation, considering alternatives and selected the best way to go, be taken into account the likely obstacles and drafted the plan of action, including the development of skills need to be enhanced by the client.

The professional who leads this work is the coach.

In Brazil, this practice is spreading. But not all executives expect to be covered. There are those who take more proactive investment in coaching programs to improve certain skills, which will act on their competitive advantages.

Whosesoever the initiative, companies or professionals, one thing is certain, these practices indicate that probably will rely increasingly on best leaders for our companies.

Roberto Vieira Ribeiro's Coach, Consultant and Lecturer, Business Administration and post graduate degree in Marketing, has dual training and international certification in Coaching and NLP (NLP).

So is the author of the book is that it does, Personal and Professional Development, DVDs and training support.

SOURCE: http://www.motivacaoeresultados.com.br