“When you could identify a leader who produced
-High customer satisfaction
they could, by definition, say this was an extremely effective leader. Effective leadership is best defined and measured by the results produced, not by simply taking a certain number from the top of a distribution (ranking of managers, from top to bottom, in an organization).
The Organization’s Objective
The more ‘great’ leaders an organization can develop, the stronger it will be. This is true for multiple reasons, but some of those are the following:
-The contribution the leaders make to the units they manage.
-The example or role model they set for the entire organization.
-The cumulative impact their performance has in creating an entirely new culture for the organization.
-The elevated standard of performance that is set within the organization.
We have advocated strongly that individuals focus on their strengths. By doing that, they greatly increase the likelihood of being perceived as great leaders. That same principle applies to the organization. By increasing the number of high-performing leaders, the organization gains great strength. It is always tempting to attempt to fix the low-performing ones, but the greatest gain appears to come by helping more leaders become truly excellent.
Ranking of exempts (salaried employees) occurred at one company I worked for. Unfortunately the practice used the theory, “once highly rated, always highly rated”. Little to no effort was given to establish a standard by which exempts were measured to ensure a correct, current ranking. In some cases exempts were highly ranked due to, as example, association, legitimate or not, or excellent work done many years ago (not on current performance).
Ranking, properly used, can be a helpful method in determining needed experience, training, future employment “opportunities”, and proper pay level. Ranking based on the “buddy system” created frustration, disappointment, and in some cases, anger.
Next: The Extraordinary Leader
Turning Good Managers Into Great Leaders
GOOD VERSUS BAD THINKING