Intro to leadership transformed Series:

Let's just start off by understanding that leadership looks different depending on the institution or organization's role, goals, needs and the people it serves. It should also be ever-evolving. A closer look and assessment of leadership can help pin-point culprits of discord and find solutions to many issues that arise within employee relations, thus overall improving positive relationships and productivity.
Effective leadership is not the absence of problems, but rather the presence and willingness to implement effective strategies that will dismantle barriers for the long-term. The key word is effective (data-based from your organization)-personalized to the organization, team, or individual within the organization. Finding effective ways to promote organizational wellness quite often requires selected leadership to step outside of their comfort zones and accept that their truth is not everyone else's, turn away from the utilization of generic leadership courses and models offering shiny polish to dull and dented armor (fools gold),  and realize that they, themselves, may NOT be doing the job responsibility that leadership requires (🤯). 

This leads us to questions every leadership team should address (brace yourself, there are plenty.):

• Goals:  Have we clearly outlined the fair goals for staff and the organization?
• Attitude: What is our attitude toward improving employee relations?
• Accountability:  Are we providing the required services to our staff? Are we adhering to the same code of conduct we expect of the staff? Is someone set in place to hold each of us accountable?
• Assessment: Are we assessing how our personal and professional actions affect and influence the goals of the organization.
• Communication:  Are clearly and respectfully communicating in our words, body language, and actions?
• Education/Development:  Are we open to and engaged in relevant discussions/projects and classes that are aimed toward improving workplace relations? 
• Priorities: Do we place the same effort toward workplace relations goals as we do organizational goals, or do we just treat employees as resources for organization advancement?
• Employee Input: Do we allow staff to aid in the development of goals and procedures that affect them? Do we ask for and utilize their ideas?
• Representation: Does the leadership team reflect the employee population? Do we carry diverse ideas and backgrounds? Does each member feel their idea weighs equally? 
• Integrity: Does the leadership team practice integrity within itself? 
• Equality/Fairness: Do we offer each staff member opportunity and resources without stereotype, bias, favoritism, nepotism, etc? Are the practices and qualifications we have in place hindering to a specific group of individuals?
• Growth: Are we committed to growing our staff on a personal and professional level?
• Consistency: Are our actions implementations consistent?
• Alignment: Are our actions in alignment with our staff expectations and goals and the goals of the organization. 
• Value: Do we recognize value within staff groups without bias and utilize it? 
• Unofficial Leadership: Do we recognize and utilize staff appointed leadership?

I hope that you will stay tuned as we dive into transformed leadership. Leadership is the MASTER KEY in an organization, designed to unlock doors to barriers within it that hinder its overall well-being and productivity. When it fails, it is no longer effective as the intricate piece that runs the operation. 

Stay Well,

Frankie