How Your Skills Followers

How Your Skills Followers

To be a good mate is hard enough to be difficult as a leader.
How many have attended leadership programs in adult life? When attending your first show? Now, when you attend your program fist followers?
I find it ironic that organizations spend huge sums on developing leaders (who need not get me wrong as well) and almost nothing to develop followers. It's like they expect everyone to understand how to continue. Think of your organization, the number of members are followed?

What is interesting is that each and every one of us, then we can be a leader, we are also a partisan. Just after the presidential election of November 1992, General Colin Powell, the chairman of the Joint Chiefs of Staff to President Bush, called was selected by President Clinton. He was asked who he thought was a good defense. In essence, the President-elect Clinton asking for input on General Powell that he thought was a good boss next. Many people think of General Powell as a leader, as it is, and yet it is also a partisan.
Are you a good follower? Where did you learn your skills? Is it possible to be a follower and a leader at the same time? Absolutely. How easy it is to change the follower of the leader? This is where the waters get a bit muddy to say the least.

The leaders are just the leadership or administration. Leaders are those who have developed a following. Leaders just pull out the orders. What kind of leader are you? In essence, a great leader is also a successor of the same team. He / she knows when to accelerate and lead, and when to let others take the initiative.
In today's world we are changing teams twice a day that our parents did during the entire working career. This means that in one case, we are leading and the next moment we are following.
We are all followers in one form or another. Some supporters are the ones that are rarely achieving the goals of the group - have learned not to shake the boat, and only seem to be skating.

To be a good friend is hard - probably harder than being a leader. To be a good companion does not just mean saying yes to everything the leader says - in fact one of the best defenders challenged the leaders and finally has a leader better.
Others are those who are stubborn or even cynical at times and alienating the rest of the organization. They describe themselves as rebels, stirring the pot with healthy skepticism.
There are several key characteristics identified in order to be a good follower.
• You are willing to set the agenda for the team before any personal goals. We must recognize the benefit of all in relation to our individual desires.
• It is possible to volunteer for new assignments and work tasks - this shows the desire to grow is a critical part of becoming a leader.
• You share information across all lines of service. The greatest strength of any organization today to his people, and you never know where the next big idea can come from - sharing knowledge is powerful.
• Are you ready to change your vision to reach a consensus team. Do not be stubborn - spend the whole team in a positive direction.

• Do not know the jurisdiction and, if you know when to lead and why it is sometimes necessary to step back and follow-up.
• You show their support to the head at all times. This is even more crucial when one can disagree with the manager.
Recognize the type of successor, we are just the beginning. We are not always right, and it is safe enough to admit when you are wrong is a fundamental part of our lives and our understanding of the successor of defects is a huge step in the right direction.
Do not be afraid to challenge management in a healthy way - to play devil's advocate and help the organization raise the bar. So when you're in the leadership role be sure to remember that what you want as well - you want others to challenge you, then you too can become stronger and help build an organization with a focus, greater collaboration, productivity and purpose.
Contact Gregg today and see how his keynote and training sessions in small groups can help your company or organization.
Gregg Gregory works with organizations to help design teams that produce cooperative outcomes, and where people work together and perform at peak levels. Through his interactive workshops and consulting, Gregg clients achieve greater team focus, cooperation, productivity and impact. His experience includes more than two decades of human resources, real estate, mortgage banking, as well as radio and television.

Posted in: Team Building