Mr. Ashwini Kumar was elected as the chairman
of a General Insurance Company, which was
considered to be the largest General Insurance
company in the country. During the next few
years, however, while its business increased, it did
not grow as fast as its major competitors and the
list of the company dropped from first to third.
After discussion and deliberations, the Board of
directors, concluded that the lack of leadership in
the sales of both fire and marine policies was the
major cause of company's slow progress. It was
also generally concluded the regional and district
managers working under the sales directors were
not very competent.
Mr. Ashwini called the two directors responsible
for fire and marine policies and asked them to
ensure strong leadership as the regional or district
levels. As the directors left the meeting with the
chairman they were very disturbed that how to
make people leaders or how to be sure whether a
person is or not a leader?
Questions
(a) If you were one of sales directors, what
would you have done to answer these
questions?
(b) How can you develop competent and strong
leaders?
Answers
Answer:
give little small questions
ANSWER-1
For me, that central message of leadership is this simple, clear thought: Within everyone there is a leader.
1. Let them know they're a leader. The first step is to let them know that whatever their title or their position, their actions affect someone else and that puts them in a position to lead.
2. Treat them like a leader. Treat people in a way that reflects what you want them to become, and they will be much more likely to grow into their leadership. If you want to have a huge influence in their life, let them know you believe in them and treat them as you know they deserve to be treated.
3. Challenge them. Make it a point to assign people the kind of tasks and projects that will stretch them and challenge them, build their confidence, grow their strengths as a leader and shore up any areas where they need to improve.
4. Make them responsible. Show that you believe in people and that you have confidence in their abilities by trusting them to get things done. At the foundation of great leadership is the idea of accountability for actions and responsibility for behavior, so make sure those elements are in place from the very beginning.
5. Help them communicate like a leader. Encourage people to communicate with candor and confidence, to speak in a way that helps the listener and to pay attention to their body language.
A leader is one who knows the way, goes the way, and shows the way.
the most common personality and character traits that define a great leader:
1. They genuinely care about other people’s success
Their team’s wins are their wins. Good leaders are happiest when their employees or teams are thriving, and they know how to provide them with the right tools, resources, and support to enable that success.
2. They're good communicator
Being able to set clear expectations and goals that everyone can get behind is essential for an effective leader. Good communication means simultaneously setting expectations for the short term but also communicating the wider, long-term vision for the organization that gets people excited to come to work each day.
3.they know how to inspire
The best leaders are inspirational. They know how to articulate a wider vision or message that resonates with a group of people and inspires things like high performance, loyalty, or any kind of positive outcome.
4. They have a clear leadership philosophy
One of the most important ways that you can communicate inspirational messages to your employees is through a specific, clear, strong leadership philosophy. A leadership philosophy is a kind of “elevator pitch” for leaders, where they can quickly explain their guiding principles and expectations that define their own personal leadership style. Every good leader has one.
6. They invest in people
Leaders understand that their biggest assets are people, and they know how to make their employees’ growth, professional development, well-being, support, and overall satisfaction levels top priority.