Transform leadership: what differentiates a good leader from a common manager

The corporate leadership goes well beyond the delegation of tasks and the management of processes. TO Samuel ModestoImprovable, company tax expert and mentor, the big difference between a common manager and a transformative leader is the ability to inspire teams, align the organizational strategies and increase the professional development of employees. According to him, the leadership does not concern control, but the involvement and leaders who really make the difference are those that arouse the best in every person around them.

The lack of effective leadership directly affects a company’s results. According to a Gallup survey, companies with highly involved leaders have a 21% growth in productivity and 22% profitability compared to those that do not have a stimulating management model. The study also stresses that the scarcely guided teams have up to 37% more than absenteeism and turnover, showing that people management is a determining factor in the success of a company.

For modest, a transformative leader must develop three fundamental pillars: strategic vision, empathy and motivation capacity. The strategic vision allows the manager to align the long -term objectives of the company with market demands, ensuring that decisions are assertive and well targeted. Empathy and motivation, in turn, create a more collaborative organizational environment, in which professionals feel appreciated and engaged in the results. When a leader includes the needs of his team and promotes a strong organizational culture, the results appear naturally.

Among the main differentials of a transformative leader, modest highlights the ability to inspire, the search for cars -conclusion, the management based on values ​​and attention to the development of people. While a traditional manager coordinates only the processes, an effective leader motivates his team to achieve ambitious objectives and invests in the professional growth of his employees, preparing successors and promoting innovation. According to the expert, companies with a solid organizational culture tend to preserve talents more easily, guaranteeing greater stability and productivity.

A practical example of this approach is the model of excellence used by large companies such as Disney, which gives priority to the experience of the customer and to the continuous training of employees. For modest, the formation and development of talents are essential to maintain a team involved and committed, even prepared professionals are more productive and actively contribute to the company’s sustainable growth.

Entrepreneurs who wish to improve their leadership skills can start by adopting three fundamental steps. The first is active listening, which consists in understanding the needs of the team and in promoting a transparent dialogue environment. The second is to invest in training and tutoring, since training and networking programs are essential for the development of strategic vision. The third is to encourage innovation, encourage creativity and allow the team to actively participate in decisions and business growth.

Companies that invest in the transformation of leadership benefit not only in productivity, but also in the conservation of talents and in strengthening the market position. By modest, the real competitive differential is in people and when a team realizes that its leader is sincerely engaged in their growth, collective performances increase naturally.

Source: Terra

Rose

Rose James is a Gossipify movie and series reviewer known for her in-depth analysis and unique perspective on the latest releases. With a background in film studies, she provides engaging and informative reviews, and keeps readers up to date with industry trends and emerging talents.