Transform Your Organization Facilitator exercise effective leadership

This type of leadership is not that the working group in the meeting room and ordered them to certain tasks, is everything you do, you think about it before? Everything can not be decided by a committee meeting. The battlefield is no place for a "survey" of the situation. When one is in front of a group, there are times when a leader can and should bring people together to discuss how we can improve the performance of the company, but really asking everyone to participate in all levels of the corporate ladder. That is to exercise a leadership facilitator.

For this process to work, the leader has succeeded in creating an atmosphere where people feel comfortable not only to provide ideas and suggestions, but also where the acting leader since the beginning of the activity.

Acting in meetings from the beginning, not do what the group says it has to do, but it means that the leader must make clear to the group that their contribution as such, must be valued by their shape to act and how their activity will be used.

Often leaders believe that if your computer gives you an honest opinion of what should be done, take it as if you were putting a "red card". For this reason, the leader must make clear in advance how you will use this type of personal performance within the group, for example:

1-Only the group is asked to contribute ideas and is a leader who will make the final decision.

2-The leader asks for ideas and discuss the options with the group once you examined before a final decision.

3-The final decision will be taken together.

4-The leader gives his directives, and the team makes the final decision after reviewing all the ideas put together.

5-participation is given to the team and who will take the final decision.

Here are some examples of how you can explain what your intentions are when you are involved in the process of making final decisions. The advantage of having this kind of clarity, which is a critical step in the construction of certain values ​​within the group such as respect, trust and sympathy to you.

This model is a strategic outcome in the evolution of leadership.

I'll give some examples to see what is the difference between the various positions within the leadership.

One day, the leader enters the office, stand in front of the group and tells everyone, "have to do this ... .." is one way communication. It's like a typical example we have heard many times, the leader says "jump" and his followers just need to know how high they have to do.

In this type of leadership, the leader is still at the center of the group's activities, just going.

If we follow the progression of this scheme, the other leader out of this structure, and becomes part of the group. This type of communication, improve relationships among members, the leader is still responsible, but not pushed to do things, but "manages" people to follow him and become motivated to act.

To advance further as a leader, really need to take a step every day in the work area. This allows communication between the group more fluid. But this can not be made until it has helped team members to interact with each other in "a field that is level." That's why you should become familiar with the elements that can help build essential skills, and feel more free to work on the strategic elements of your work, rather than take care of the group's tactics.

This skill is required for this process to develop normally, because the area of ​​typical leader, rank and control can be exercised not be retractable, but will have to run from one department to another, and you can not exercise facilitative leadership if you are "stuck" in the center of activity, trying to run everything at once.

But keep this in mind when you walk away you do not disconnect! This is because "you can not expect what is not inspected." So as the team's skills grow, you must be accessible and remain the coach, so that everyone feels responsible for the results of the tasks.

The value is an essential attitude for a leader to have the ability to cope under great emotional pressure. I'll give an example, a senior manager sends a technical report to one of its leaders, is a very important project for the company, but this project does not reach its destination. The boss asks to shouts: Why the report does not reach its destination? What happened? In this situation, most people put a lot of excuses or ignores the issue, passing the question to another person, and this is an incorrect answer. A leading facilitator must have the courage to say something like "I am responsible and I will ensure that this does not happen again ...." This attitude needs a lot of value. The leader is the ultimate responsibility of the group to function and work properly. This depends directly on it.

Now, with this type of situation, the leader should have some conversations with his team about what happened in that report that never came. Clearly there were some mistakes in the communication process needs to be revised. Please note that during these conversations, you enter a game in a two-way street. It is the responsibility of the employee as to achieve that goal, and is the responsibility of the leader, make sure your people are complying with them.

Another essential skill of the facilitator is a leader possessing the ability to "listen to advice." It's about seeing the different points of view on the same topic, including those which normally would not agree. This is a powerful feature for a leader, as this may imply that make better decisions. For this, the leader must be able to capture all the main centers of information.

Must be able to keep open all the bridges with people, and create an atmosphere where people want to share the information with others, in large part due to the fact that it has earned the respect even of those normally do not see things the same way they do.

When you learn to master these skills, it is taking the high road to exercise excellent leadership facilitator. It's a big change in the vision of traditional leadership. It's a new way to interact with employees.

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