Send to KindleIf you’ve acted upon the previous post, you now have a list of reasons why you decided some of your folks are leaders and others are not.
Divide your list of reasons into two sets: one set of reasons are are “task oriented,” meaning, they relate to getting things done such as, meeting business goals, making money, keeping customers happy, problem solving, and trouble shooting. The second set of reasons relate to “relationships,” meaning, display of emotional and social intelligence in the workplace.
Review the list of reasons, refine, polish, and reword your phrases. Consult the dictionary and thesaurus. Argue about it with your colleagues, come up with a list that everyone can agree upon. It is okay if the “big cheese” makes a call on what the list should be, it only indicates that leadership needs to be shown in the context of that person’s opinion. It probably reflects what is going on in the workplace anyway.
Conflict and a lack of consensus is not a bad thing. Convert it to a team building opportunity. Increase everyone’s awareness and help them deal with their embarrassments.
After you have analyzed the list of reasons, go back and refine the list of names, move them from one category to another if necessary.
