From my last article:
https://steemit.com/steemiteducation/@allandharvey/self-confidence-takes-care-of-itself-if
As indicated in my last article you can in this episode discover the significance of the environment in which personal change and growth can take place.
We'll first address the work environment and what we currently have.
83% Authoritarian Leadership Style
Research done by Dr Ray Laferla a number of years ago revealed that approximately 83% of leadership styles are authoritarian or dictatorial. From my interaction with business leaders in the last few years, the state of unemployment, labour unrest, corruption and so on, little has changed.
It is from this base that I launch this discussion.
One of the most challenging aspects facing leadership today is that of trying to influence the way people think. To quote John Maxwell “Leadership is about influence, nothing more and nothing less.”
For more information click here
https://www.christianitytoday.com/pastors/2007/july-online-only/090905.html
Productivity Does Not Always Equal Profitability
On top of this challenge there also exists the challenge of making profitable organisations productive ones and productive ones profitable, for the one does not necessarily equal the other.
Emotionally Intelligent Leadership
I think we can agree that a productive and profitable workforce would be one made up of self-confident and emotionally intelligent leaders and workers. I believe that optimal performance is a product of creating an environment that encourages and cultivates a new thinking, that is, firstly thinking differently about ones-self and secondly thinking like a business owner.
Who are the leaders who make up that environment? After-all leaders of influence are either inclined to lead for good or bad. You can decide the inclination of these influential leaders; Adolf Hitler, Mother Theresa, Julius Malema, and Mahatma Ghandi.
Only One Winner
The foundation for their style of leadership fundamentally stems from their self-image, the outcome of which is either the ARROGANCE of Command and Control Leadership or the CONFIDENCE of Developmental Leadership.
What do you think the LONG-TERM effect on the work environment might be of these two distinctly different leadership approaches?
Check out Part two, to find out.