Your Role In History As An Entrepreneur

 Imagine Leadership

and Management

The traditional organizational chart is a construct left over from Alfred Sloan’s leadership at General Motors in the early 20th Century. That, my friends, is 100 years ago.

Adapted from the book 30 DAYS TO THE NEW ECONOMY written and published by Peggy Salvatore

In the 1980s, the hierarchical organizational chart was challenged by enterprises that found products were better built when workers had ownership of their production. The philosophy of pushing decision making down to the employee flattened the organizational chart somewhat and relationships became “matrixed.” In other words, people sometimes had multiple layers of reporting and responsibility as well as accountability and all those layers were spread throughout the organization.

The shift away from top-down thinking has been gradual. It paved the way for entrepreneurs in the New Economy to be comfortable spreading responsibility, accountability and rewards across the organization — based on performance, not role.

Leadership and management in the New Economy is about vision— and goal-setting.

It’s about being able to get out in front of the parade with a baton while respecting the fact that without a parade, Internet Joe is leading no one.

And here is where the distinction between leadership and management takes a leap.

True leadership isn’t conferred as much as it is earned.

True leaders are people who others follow, in fact emulate, for their innate qualities. This harkens back to our first and most important quality of leadership, and that is integrity. People naturally follow someone they trust; they know they will wind up somewhere worth going. That requires a bit of a track record.

Management skills can be learned. Management is about the ability to align and assign resources to achieve goals. Managers don’t require the kinds of rigorous traits of a true leader but they do require consistency, persistence and organization.

Managers don’t need to be leaders.

But great leaders get nowhere without great management of resources. If an entrepreneur is not a great organizer, it is critical she or he hires one.

A great idea, even with enthusiastic followers, goes nowhere without someone to arrange the resources in straight lines, all headed in the same direction.

Leadership and management don’t have to be embodied in the same individual. They do, however, need to be together at all times for efficient allocation of resources. An entrepreneur in the New Economy needs efficient organizational alignment with wise distribution of responsibility and accountability — even though your business map will not resemble, even remotely, Alfred Sloan’s hierarchical organizational chart at GM.

A successful Entrepreneurial Leader today

is not at the top of her or his organization.

He or she is in the lead, and that is a very different position.

# # #

For more information on Peggy Salvatore’s book: 30 Days to the New Economy [© Peggy Salvatore 2015. All Rights Reserved.] click on ENTREPRENEUR NEWS or visit ow.ly/RysnP for the E-book

 # # #

Hal@Businessworks.US     

Open Minds Open Doors

Thanks for your visit and make today a GREAT day for someone!

Exceptionally Rewarding?

OR Extremely Frustrating?

     Common to most volunteer groups  I’ve experienced as a management consultant and trainer is that they bite off more than they can chew! Goals are generally vague and too all-encompassing, which creates feelings of frustration, prompts rapid turnover, and frequently results in failure.

     Remember that group goal structures  and criteria are no different than the ones I’ve discussed here for individuals. http://bit.ly/aaCJpz     http://bit.ly/ay6N2C   are two good examples worth checking] 

     For a goal to be a genuine goal  and not a “wishlist” item, you’ll find at the above links — among other points — that a goal must be specific, realistic, flexible, and have a due date, and it must adhere to all 4 criteria. You may want to re-read the last sentence. It contains the guts of establishing goals that work for individuals as well as groups, and it’s worth giving some thought to each of the 4 criteria.

     Why are meaningful goals  particularly important in working with volunteers. Because achievement leads to feelings of success, and feelings of success are the ONLY attributes that can sustain and justify volunteer effort. 

All other problem solutions mean little unless (volunteer group) members feel that they are progressing toward an achievable goal.

     According to  the training profession benchmark University Associates Editors Jones and Pfeiffer in one of their classic  Annual Handbooks for Group Facilitators, “All other problem solutions mean little unless (volunteer group) members feel that they are progressing toward an achievable goal.”

     One way to accomplish the task  of setting realistic objectives — based on consensus and group decision-making methods — “is for volunteers to set aside a block of time to devote totally to planning,” say Jones and Pfeiffer.

     Volunteer groups,  the much-acclaimed editing team experts go on to say, also need to establish meaningful and appropriate contracts between group members and the organization. And these contracts need to spell out what each individual can and will do.

     To function at a high performance level,  volunteers should also have regularly-scheduled group meetings, individual written job descriptions, and a permanent agenda item of “Are we meeting our job descriptions and how should they be upgraded as we go forward?”

     Leadership and accountability  require designation of project leaders and a volunteer coordinator, plus a “buddy system” orientation arrangement for introducing new group members. Rewards (e.g., expense grants, certificates, academic credits, extra training opportunities, news release coverage, commendation letters), and attention to the process that evolves are all critical ingredients in making volunteer group leadership work.    

# # #