Hello
all! As promised ka…..here I am again to share with you what I learn
from Leadershift by John C. Maxwell, entitled. I
listened to its shortened version by Summary.com, 2019.
The
author is a leadership guru and he doesn’t disappoint me to listen to his book
ka.
This
book aims for us to learn how to continually make leadershifts.
According to him, it is “an ability and willingness to make a
leadership change that will positively enhance organizational and personal
growth.”
For
leaders, CHANGE and GROWTH must be visible to their hearts, minds, and
actions na
ka!
The
author has 3 questions to test “how open we are to change?”
1.
Are you willing to start asking more questions instead of giving more answers?
Culturally
for Thais, this
could be a challenge due to Thais’ expectations of
leaders to answer their questions and Thai leaders may have to
look real like a ‘know-all’ na ka!
2.
Are you willing to become a better listener, a better observer?
Again,
this is another challenge culturally for Thai leaders. We’ve grown up in such an
environment and would seriously need to practice harder to be a listening
leader mai ka?
3.
Are you willing to rely more on your intuition and your creativity?
Creativity
is hard to occur in some of our Thai environments and we may need to care
more for ideas from just anyone, not just from seniority/authority in some
situations to ignite curiosity and sharing. Think of
psychologically safe environment the senior leaders have to create loei
ka.
Out
of the 3 questions, are they all ‘yes’es ka? If not, as long as you
think you could say ‘yes’ in the near future, you’re ready for the
‘leadershift’ ka.
This
is what the author says further:
“Leadershifting
will require you to rely on values, principles, and strategy, but it will also
push you to rely on innovation.”
He
then tables out 11 principles with my own interpretations of
my understanding ka:
1. Soloist to Conductor: The
Focus Shift …. To
work alongside with the team like a great conductor…..in our culture, this
seems to be our challenge, requiring them to engage the team better by slowing
down a bit too?!?
2. Goals to Growth: The
Personal Development Shift…. To think more of growing professionally
further, not just too goal-oriented which won’t make the leaders and their
teams more capable.
3. Perks to Price: The Cost Shift ….everything comes with a
cost and so don’t value the positions because of the benefits one will get (in
our culture, like being called ท่านรอง ท่าน...... with cars, more
budget, plus staff to handle logistics, etc.) It needs leaders to think that
the more perks could mean more climbing up further to thrive for more growth of
the organizations lae ka.
4. Pleasing People to
Challenging People: The Relational Shift….trying to balance between caring and
challenging teams to drive forward. It could be seen clearly in some situations,
e.g. when some bosses try to please their subordinates with hope to get more
votes for the second term, or cross the balance line to grant approval to some
personal cases, etc. This doesn’t mean caring isn’t good. A few leaders said
one must know more about their staff’s families ka.
5. Maintaining to Creating:
The Abundance Shift…..this is clear for leaders not to be complacent on the
status quo by getting more creative to be more productive
6. Ladder Climbing to Ladder
Building: The Reproduction Shift….somehow, this is my favorite ka. I like it
when it says the leaders climb the ladder together and help their teams to
climb and when timely, empower them with more tools for them to climb further
and to build their own ladder finally
7. Directing to Connecting:
The Communication Shift…..Thais must do better on this one if we shift from being
far too ‘top down’ to connect more with our team and let them have more share
with 2-way communication na ka
8. Team Uniformity to Team
Diversity: The Improvement Shift….. our understanding of the importance of the
term and how it could create innovation would need to be stressed much more in
our culture so more (even strange) ideas could be shared to ignite some ‘out of
the world’ thinking and actions
9. Positional Authority to
Moral Authority: The Influence Shift…..serious mak ka to focus more on
professionalism and ethics being a leader who has to be a good model with
consistency in showing how moral and ethical one is
10. Trained Leaders to
Transformational Leaders: The Impact Shift….. Senior leaders must transform for the
organizations and their teams to grow amid the changing world
11. Career to Calling: The
Passion Shift ….. go beyond oneself to have ‘PURPOSE’ in life ka.
Hope
you enjoy skimming through ka. I still want to go back to listen more to
understand better ka.
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