Nothing is worse for the morale of an organization than when leaders apply the principle: “Do as I say, not as I do”. When this happens, it is certain enthusiasm and support will be lost.

When we are in a position of leadership, we should know that we are responsible for all the people we lead. The people we lead will see us to get guidance and strength. It is the responsibility of a leader, to inspire the people around them so that they will push themselves which then will encourage the entire organization to achieve its goals. To inspire, we must demonstrate through action direction.

Mahatma Gandhi is an example of leadership that is consistent between deeds and words. He is committed to protest injustice through non-violent way and consistently follow the principle of it, how heavy the challenge. He led his followers through actions and his followers do the same. Gandhi finally managed to lead them, and India, achieving independence.

Had Gandhi once did a physical fight on his opponent, certainly the message the importance of non-violent protest would be much more difficult to believe after that. Followers will view him with suspicion and distrust. The possibility of his followers to engage in debate and physical violence will increase dramatically.

Similarly, with the people we lead. When we say one thing and do something else, chances are the people we lead will not follow us with enthusiasm. Whatever we say will be viewed with suspicion and doubt. The people we lead are not going to believe that the things we do are the best.

Good leader, encourage the people they lead to progress with great passion, inspiration, reliability and vision. When we lead people who do not trust us, productivity will fall and enthusiasm will be lost. The vision that we want painstakingly realized will lose its appeal, all just because the people we lead do not trust their leaders anymore.

Hopefully we can become leaders who have a harmony between deeds with words.

Being an effective leader is not easy. Necessary effort and approach to subordinates to voluntarily support your effectiveness. How do I?

The human resource management experts often reveal that effective leaders are leaders who can positively influence their subordinates so that subordinates are happy to be willing and able to work together to achieve common goals. Although the statement was not entirely wrong, true there are still other factors that may affect the effectiveness of a leader, namely the attitude of his subordinates.

Effective Subordinates are subordinate leaders who can understand positively that leaders gladly willing and able to work together to achieve common goals. There are at least four factors that influence a person to be an effective subordinate. First is a proactive attitude. Subordinates who are subordinates responsible proactive are not just waiting for orders from the leader and able to perform the work priorities. In essence, a subordinate proactive is a subordinate who is able to work independently.

Second, critical thinking. Subordinates are good does not mean ‘according to’ just what the will of the leadership. Critical thinking is needed to understand clearly what the leader wishes. Objectives agreed upon and will facilitate subordinate leaders in implementing actions.

Third, assertive namely the courage to say ‘no’. It is indeed hard done by subordinates. But the courage to say ‘no’ accompanied by obvious reasons must be done if the assertive they support the values ??embraced by the organization. While the fourth factor is the respect for difference. As the leader, subordinates also need to appreciate the differences that arise from its relationship with the leader. If their opinions are considered irrelevant, put forward a plausible excuse.

As for the leader, there are several factors that influence its effectiveness, namely:

Commitment
One of the least effective measure of a leader is indicated by its commitment to the goals and values ??of the organization. The purpose of the organization is usually indicated by the company’s vision to be achieved both in the short term (2-5 years) and long term (5-10 years). While the organization’s values are indicated by the behavior/action that needs to be done in achieving the goals of the organization.

Integrity
Integrity is a leader in compliance actions or understands the principles adopted by the company. Consistency is important because the integrity of the organization is a collection of employees who choose different characteristics but have the same goals and values??.

Motivation
In addition to motivating yourself, leaders also need to motivate subordinates in doing his job. A leader, without the support of subordinates will never achieve its goals. Here the role of a leader is to show support and respect for what has been done subordinates.

Respecting Differences
Appreciating the difference is one of the most difficult act done by a leader. The important thing to realize is that not all of ‘willingness’ true leader. Therefore, the opinions of subordinates are important to be heard. If their opinions are considered irrelevant, put forward a plausible excuse. But if their opinion is correct, must also be recognized truth.

Psychology expert of human resources, Zainun Mu’tadin, Spsi., Msi., in a review in an e-psikologi.com stated that the problems often experienced by the supervisor/manager or supervisor, it is not the technical ability in doing the task in the field but more on managerial ability to build the morale of his subordinates. This means that the supervisor/manager of the new lot is not ready when given the responsibility to guide, train, motivate and assess the performance of their subordinates.

To overcome the problems mentioned above, Zainun give some tips as follows:

Be a Good Listener

Carl Rogers, an expert in the field of psychology, once said that the biggest barrier to personal communication is one’s inability to listen well, with the full understanding and attention to others. If you are given the task to guide and train someone then this is one of the most important things to remember.

When you’re talking to you keep your subordinates do not talk too much, but more to listen to complaints and input from your subordinates. Willingness to listen to subordinates will provide an opportunity to express the wishes and opinions.

With the hearing means that you pay attention, you have a constructive attention on the problems faced by it, where you as the employer may have an alternative solution are needed that person.

Thus creating a sense of security and comfort so that your subordinates more willing to open to the suggestions given. Also listen to someone who speaks freely about herself is the best way to get to know more about whom we are talking opponents. Even so listen does not always mean that you believe in everything you hear. Of course, in order to be a good listener takes patience and humility.

We often make mistakes in interpreting and assessing the work of a person as a result of a view and a superficial knowledge at all about the work that person. Often we come across a boss who expected his subordinates to do something that is not a capacity. If you take this parable is like expecting the mango tree to produce fruit durian. Impossible is not it? Consequently not a few subordinates who become frustrated and even did not “respect” to their superiors because superiors thus judged not know what his subordinates actually work (though he should know).

If you are an employer then you should know what is required and whether to work or your subordinates completed. You also need to know for sure if your subordinates to do the task in some way or safe way acceptable to the company. If you find that your subordinates to accomplish tasks in ways that are acceptable but not according to your way, then as far as possible let him use it.

Do not be quick to criticize or even force him to do according to your ways. Conversely, if he turned out not to complete the task, then you need to make a change. The first step in making these changes is to create an agreement between you and your subordinates about fundamental matters of the job.

Share|