Edited by author 01-10-2008 11:15 AM
LEADERSHIP * MANAGEMENT * EXECUTION

AIP members and guests, for those of you who may be interested in moving from a bureaucratic monster organization to a highly dynamic and revered powerhouse, be encouraged to read onward. This message is for all of you who want to be effective change agents and organizational reformers.

First and foremost, leaders must have followers; managers must have projects to manage; and execution requires a combination of each. For too long, most organizations tend to depend on one person 'or' a small group of people who attempt to do everything, themselves. In most cases, there is more work to do, than can be effectively done by one person 'or' a few.

Volunteers are great, if and only if they follow through on what they agree on or agree to do. The same is true, for employees. A good mix of selected individuals (i.e, employees and/or volunteers) whose work habits are known is essential to meeting the goals and objectives of any planned project, process or proposed activity.

Good leaders must put all adopted tasks, commitments and deadlines in writing. Thank you notes, are also relevant, in communicating to employees and volunteers. Good managers must be attentive, ask open ended questions, demonstrate interest and understanding, as well as, observe, clarify and act on non-verbal cues.

And lastly, dont' forget about follow-up meetings to assess task updates, in the event modified actions may be necessary to correct any concerns or related issues that may preclude the completion of a project or activity. Good leaders and managers can only execute all tasks at hand by defining and incorporating the team's ground rules upfront.

Active listening is the greatest attribute required by everyone (i.e., leaders, followers, managers, employees and volunteers). Active listening builds trust, cooperation and conformity. It is very important that the entire team engages in active listening.