Today I will explain two types of leadership:

  • Positive Leadership
  • Quality Leadership

1.- positive leadership

Are there good leaders? Are there bosses who get the best of ourselves? Are you or have you been occupying a position that you feel like going every day? Do you think it is unattainable? We think it is possible to train leaders who create those working environments.

Connecting goals, taking advantage of the best of each one by serving the achievement of those goals and creating a climate of collaboration is the style of positive leadership. The key to leading in this approach is a way of being and doing that we summarize below:

A) The positive leader is emotionally intelligent
By reviewing the competencies that are defined in emotional intelligence, an emotionally intelligent person is known and valued properly, which is why he has self-confidence and proper self-control of his emotions. It is capable of self-motivation, of adopting an optimistic vision of reality and of being firmly committed to its objectives.

As for interpersonal skills, the emotionally intelligent leader practices empathy, his communication is transparent and inspires his team towards change, creating synergy in the achievement of collective goals.

B) The positive leader creates meaning
When I feel that I contribute to the success of my company with my work and when, in addition, I believe that my company brings value to society, my work acquires meaning and significance, I feel that I contribute personally to add value to society.

The positive leader is able to foster this feeling of contribution among the people on his team.

C) The positive leader identifies and takes advantage of the strengths of his team
Working to develop our strengths means working in flow, in flow. When you develop your talent, your innate abilities at work, you are able to deliver exceptional results.

Positive leaders are able to identify the strengths of their team and take advantage of them to generate that state of flux.

D) The positive leader creates states of collaboration and mutual support
A collaborative and supportive environment is the basis for generating such environments. The positive leader manages to establish the necessary bases for the generation of mature personal relationships.

Do you think we’re talking about someone perfect? Do you think utopia? Let us understand it as the compass that indicates the right direction. We are convinced that in the coming years this style will be required to manage the talent of the millennials and the following generations.

And let’s not fool ourselves: creating exceptional work teams is the perfect investment in the world of knowledge economy.

2.- Leadership of quality

Quality leadership, we dedicate one way or another to quality, we understand that the involvement of Management in the dynamics of implementation, maintenance and improvement of Management Systems is one of the fundamental pillars for the “philosophy of quality” Is integrated in the operation of the company, strengthening it, improving it and focusing it in an effective way to the needs of its clients.

In recent years there has been a revision of the concept of the management of the entities as a consequence of the leadership being posited as one of the most demanded intangible or invisible requirements. From the point of view of quality management and as a consequence of the changes that an organization “suffers” when implementing a management system of these characteristics, this differentiating feature implies the need for a new approach (and requirements) to Comply with the management.

In my opinion as a consultant and after having developed my work with good professionals who have been concerned to bring quality, in the broadest sense to their companies, the qualities necessary to “handle” with “skill” such change are the following:

  • Commitment. Commitment to quality policies both in its early phases and in its progressive drive, as a fundamental point to manage change throughout the organization may be the fundamental point of leadership, it must be considered that in many cases there is no need to evolve The better if there is no crisis situation. Their participation in the writing of the documentation, their interest in the audits developed and their management in the various meetings of the Management System organizing activities, granting the necessary resources and proposing and checking the evolution of certain objectives and improvements are key elements that “measure ” This aspect.
  • Interrelate” with your subordinates. Crosby said that “the best compliment that can be done to a person is to assimilate the content and intention of what he has to say.” The quality “obliges” to take into account at all times the opinions of the staff (although they need to be corrected later), and especially those that are closer to the system processes both internal and in their relationship with customers. The need to know this information that is generated in the daily work is vital for the subsequent adoption of improvements and goal setting. Many organizations organize “small” meetings where they analyze the evolution of short-term work, check their evolution and the “failures” more observed, being the management that “redistributes” resources in the day to day. On the other hand, and this is less frequent, there are managers who “go down to the boilers” by turning around and interviewing the staff (jumping to their intermediate posts), which gives them a very broad vision of “direct” work.
  • Professional competence. Knowing your company, its relations with the outside (customers, suppliers and other interested parties), its dynamics of operation in relation to the various processes of work in an added value (and should be an indispensable requirement) for any Directorate. This point is closely linked to the commitment because the “training” in the key concepts of quality as well as in its various methodologies is greatly facilitated (this point was already anticipated by Peters and Waterman in his 7S model as a cornerstone). The Management itself is able to create an “image” of your company in the future as well as what the well-focused Management System can help. It should be emphasized that this attribute is very taken into account by the intermediate positions and the staff as we are all more likely to let ourselves be led by someone who knows where he moves or how little he tries to learn by asking his different leaders for advice.
  • Communicator. The quality, the improvements to be implemented and their objectives must be “impregnated” with the personnel. Being able to communicate correctly what this process supposes is a fundamental piece to make that the work of the personnel is aligned with the requirements sought by the Direction. The actions defined in the “interrelation with subordinates” facilitate this point as well as the development of tailor-made formative actions (as expressed by Covey in his 7 habits: first to understand and then to be understood).
  • Recognition / motivation of “abilities”. The “human factor” is indispensable for the correct development of a good Quality Management System. The Directorate’s concern for its personnel in relation to its capacity to carry out the established work entails ensuring its training (both formatively and in the provision of the necessary material resources) as well as to recognize the merits developed by the workers In the performance of their work and their progressive autonomy (see application of the Situational Leadership Model by Hersey and Branchard). The control of the “aptitudes” as well as the “attitudes” in the workplace determines a privileged information for the Management so that the human potential of the entity can be harnessed to the maximum, in this point it is of special importance the correct management Of the so-called “knowledge workers”
  •  Overview / Teamwork. The management of the change to be made, the development of efficient work and the achievement of synergies among the different participants of the company corresponds to consider the organization as a set of related processes where the workflow is observed and the necessary resources are adjusted. Everything in the entity is related from the attention of the calls of the clients to the policy of purchases to suppliers. The development of work groups where some areas communicate with others under the Direction multiplies the possibilities of improvement in the company to be able to develop joint actions that benefit several departments and that improve the efficiency of the different processes.
    Identify a vision of the company. The leadership of a company entails knowing how to identify the situation of the entity in the future and to get that vision shared by the employees of the entity considering at all times the culture of the company. The determination of a long-term objective marks for the Direction a path that will be developed via improvements and objectives in the short and medium term in a progressive way but in line with the general goal. The lack of this long-term vision as well as the “collision” between day-to-day work and this vision is detrimental to the interests of the company and the active participation of the personnel in the Management System and are the breeding ground for The so-called Seven Deadly Illnesses of the Direction.
  • Honesty. It could not be lacking as an aspect to consider in the leadership the ethical point. No one can lead and / or work for a change if it is not from this attitude. The “monitoring” of fear or lack of integrity are factors that can give results in the short term but leave out of the System multiple options for improvement and strengthen that existing systems are increasingly entrenched in their problems and mistakes leading in most Cases to a superficial treatment of problems and a waste of resources *.

*Observation. Many may question this last point. Since my experience is a fundamental section, I have observed Directors and / or Managers concerned about their staff, workers (like most of their employees), communicators and concerned about the development of their organizations that in developing their work without bending None receives daily the recognition of all its staff.Under a Quality Management System, good leadership (And the promotion of its development) will lead to the development of work teams, the delegation of authority and “situar” instruments to promote communication between all areas of the organization, all with a view to progressive, orderly and focused growth of Company, in line with its management strategy relying on all the resources of the same and taking full advantage of its potential in order to ensure the survival and success of the company over time and avoiding the Halo Effect.

“Leadership is to give People a platform for running ideas that work. “Seth Godin, entrepreneur and American expert in business marketing

Positive and Quality leadership

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