Sorry to disagree. Effective leadership is not getting buy in and passion because those are results that effective leadership attempts to achieve.
To understand leadership, we must first understand what followers (95% of all people are followers, some more and some less) actually follow. They follow or conform to the value standards reflected in what they experience, most of that being the support provided by management: training, coaching, tools, parts, material, discipline, direction, information, and the like.
By follow I mean they use those value standards as how to treat their work, their customers, each other, and their bosses: how industriously, enthusiastically, honestly, fairly, compassionately, passionately, knowledgeably, respectfully, courteously, cooperatively, openly, and the like.
For instance, if management tries to control employee performance with orders, this treats employees with disrespect causing them to treat their work etc with disrespect. The same is true if management rarely listens to employees or if listening rarely responds to the satisfaction of employees. And the same is true if management plays its cards close to the vest and does not provide employees with information they want to have.
These are the reasons why about 70% of employees today are either disengaged or actively disengaged.
Fortunately, creating a highly motivated, highly committed, and fully engaged workforce literally loving to come to work and at least 300% more productive than if poorly engaged is relatively simple. People are managed by their leadership whether or not their leaders know it.
Best regards, Ben
Leadership is a science and so is engagement
Sorry to disagree. Effective leadership is not getting buy in and passion because those are results that effective leadership attempts to achieve.
To understand leadership, we must first understand what followers (95% of all people are followers, some more and some less) actually follow. They follow or conform to the value standards reflected in what they experience, most of that being the support provided by management: training, coaching, tools, parts, material, discipline, direction, information, and the like.
By follow I mean they use those value standards as how to treat their work, their customers, each other, and their bosses: how industriously, enthusiastically, honestly, fairly, compassionately, passionately, knowledgeably, respectfully, courteously, cooperatively, openly, and the like.
For instance, if management tries to control employee performance with orders, this treats employees with disrespect causing them to treat their work etc with disrespect. The same is true if management rarely listens to employees or if listening rarely responds to the satisfaction of employees. And the same is true if management plays its cards close to the vest and does not provide employees with information they want to have.
These are the reasons why about 70% of employees today are either disengaged or actively disengaged.
Fortunately, creating a highly motivated, highly committed, and fully engaged workforce literally loving to come to work and at least 300% more productive than if poorly engaged is relatively simple. People are managed by their leadership whether or not their leaders know it.
Best regards, Ben
Leadership is a science and so is engagement