The Basic Principles Of The Servant Leaders of Athletics: Baseball Players & Coaches

If we wish to work servant-leaders, we need to be aware of who we are and how we impact others. Other individuals are seeing and reacting to our characters, our strengths and weaknesses, our predispositions, our skills and experiences, and the way we talk and move and act. What we learn more about ourselves depends upon feedback from others and our own reflectiontaking the time to think of how we behave, and why, and when, and think about whether there are other, much better, better, more reliable, more thoughtful methods to act.

They observe what individuals are doing. They conduct casual interviews, formal interviews, studies, conversation groups, and focus groups. They utilize ideas boxes. They do marketing studies and requires evaluations. They are always asking, listening, watching, and thinking about what they find out. By listening, Check For Updates -leaders have the ability to identify the requirements of their associates and consumers.

When they do, their companies are successfultheir coworkers have the ability to carry out at a high level, and they have happy clients, customers, patients, members, students, or residents. Changing the Pyramid One of the obstacles to listening is the traditional organizational hierarchythe pyramid. Frequently, members of the company look up toward the top of the pyramid, and focus on pleasing their "bosses." However if everyone is appreciating please his/her employer, who is keeping an eye out, and paying attention to the needs of the customers? That's why servant-leaders talk about inverting the pyramid, or laying it on its side, so that everybody in the company is concentrated on the people whom the company is designed to serve.

As a result, it is hard to get information, and it is tough to evaluate new ideas. The chief may be the only individual who doesn't understand certain things, due to the fact that no one will tell him. Or people may share information that is biased, or insufficient, and they might not share the problem, for worry that the chief will shoot the messenger.

People are unwilling to tell the chief that his/her concept is a bad one. The solution is obviousservant-leaders create a group at the top. The group consists of senior leaders who are dedicated to the mission and to each other, who will share info, and who will challenge concepts.