LEADERSHIP AND CORPORATE ENERGY
Inspirational-leadership
The definition of Inspirational-leadership:
The term to lead implies inspiring yourself and/or others to move towards a new place or different way of being. This is accomplished by people at all levels working at, and recognizing each other for, activities that align with the organization’s cultural values, statement of purpose, and vision. Following are 10 steps that will help you make it happen.
The benefits of Inspirational-leadership:
- Shapes a high performance culture
- Generates corporate energy.
- Brands the company inside and out.
- Fosters will to win and the desire to belong.
- Motivates employees to innovate and excel.
- Provides an emotional anchor in a sea of change.
- Creates an ethics platform that sets behavioral boundaries.
- Secures personal and corporate viability by developing transferable wisdom and wealth.
The standards of Inspirational-leadership :
- People around here expect each other to go the extra mile without being asked.
- Customers, suppliers, and contractors comment on our willingness to help.
- Employees are proud of our purpose and can explain it to others.
- Employees enthusiastically commit to achieving personal and organizational goals.
- We have differentiated ourselves from the competition.
- People can articulate our cultural values and use them to enhance performance.
- New hires get up to speed fast and strengthen the organization.
- People feel heard.
- We recognize performance. Large and small successes are celebrated frequently.
- Dysfunctional behaviors are formally declared and we maintain a zero-tolerance attitude towards violations
How to make leadership everybody’s business
1. Clarify your organizations cultural values and champion their use until it becomes a collective habit.
2. Make everybody responsible for the generation of corporate energy and eliminate those who dampen morale.
3. Create a statement of purpose that brands your organization inside and out—add it to your logo.
4. Create an ethics platform that declares behavioral boundaries—adopt a zero tolerance attitude toward violations.
5. Train employees to develop and practice delivering a brief purpose (elevator) speech.
6. Inform employees about how performance corrections will work and what to expect from supervisors.
7. Train people to skillfully recognize each other’s cultural values contributions.
8. Screen new hires for their cultural values congruence.
9. Champion the organization’s cultural-values and ethics.
10. Manage all direct-reports using standardized supervisory protocols—regardless of level.