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Influencer? Leader? Pretender? I bet you think you are …

Influencer? Leader? Pretender? As part of my leadership training I ask, which of these are you? I have found that most people are pretenders yet they consider themselves Leaders.

What’s the difference?

An influencer is someone who has ideas, can move things around on occasion, help leaders lead by becoming part of the leaders’ movement. An influencer follows the lead of the leader and in so doing becomes a noticed part of the leadership team and therefore carries influence in the decision making by the group and considered by the leader to be an important part of the leadership team.

An influence may lead on occasion but is typically valued by the leader for the way they accomplish tasks, how they help the group accomplish tasks and how they are visible and supportive of the leader.

But influencers come and go simply because so many leaders do not understand the dynamics of their own group. Many times the strongest influencers will be the core of a leaders success. If that leader does not recognize the true influencer of a group and selects their own influencer, the leader may find themselves at odds with their team or they may find their team fluctuating in how quickly they accomplish a task because a selected influencer typically does not have the following of the true influencer. In this instance the team will struggle, talk and debate, areas that the leader wants to accomplish simply because the influencer is not a strong enough personality to convey the leaders’ message.

The true influencer foes not have to apply any pressure or convey any power but typically simply leads under the guise of accomplishment. Leading by example.

On the other hand is the pretender. The pretender is that person who wants to be a leader. Probably just wants to be the influencer and takes on the pseudo-guise of the influencer. Thinks that by being on the leader’s elbow or their go-to person for requests that they will be seen as a leader themselves.

The pretender is the one standing and talking with people while the influencer and the team do all of the work around them. The pretender doesn’t even recognize the team or the accomplishment because they value their own input, their own placement in any environment and place themselves to be seen.

The pretender seldom is involved in the actual accomplishment but almost always tries to take credit for the job well done and never notices the snide remarks or rolling eyes as they often get rewarded by poor leaders who only see the pretender as the pretender wants to be seen.

The problem with a leader recognizing the pretender as the influencer of their group or organization is that it undermines both the influencer and the team in a negative way. It creates demotivation within the group and eventually a result is lack of motivation by the team because the influencer will finally step back from their support role of the leader and in doing so, open the pretender to need to take over the role which is completely unsupported by their team.

When the true influencer steps back a leader will notice the change, not only in the group dynamics but also in the accomplishment style, speed or quality of the group work. The pretender does not have the support or vision of the influencer.

It is crucial, as a leader, that you become aware of these differences.

Examples of the influencer versus the pretender are that when a job needs to be done, the influencer leads the team in its accomplishment while the pretender will talk to other weaker and less accomplishing members of the team while the actual work is taking place all around them. Then, in the final stage of the work or development, the pretender will try to take responsibility for the accomplishment by going to the leader to announce how the project is or has been completed before the influencer is even done doing the job.

Here then, is the difference between a leader and a great leader. The great leader recognizes the real accomplishment and who accomplished it, while a weaker leader may not only reward the pretender but accommodate them through some manner of recognition and promoting the wrong members of their team.

Now the problem with this article is that the pretender does not even have enough leadership in them to recognize that this article has been about them, while the leader and the influencer are both nodding and smiling at the thought that the pretender missed it altogether.

I am Steve Sapato, Leadership and self-improvement expert.

Hoping you have an extraordinary day.

 

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How to get GREAT employees

Why is it that some managers seem to always find good employees? Why are those few managers so blessed and why do so many others struggle to find those good employees.

That answer is in the answer to this question: when do you start hiring your next employee?

What was your immediate response? Was it, as soon as I know someone is leaving? Was it as soon as we get the permission from the boss or HR ?

The real answer is, you start hiring your next employee as soon as you hire this one.

Yes, most of you agree. But how does this process work for you?

Each member of your team is dependent upon each other member of your team as well as upon the supervisors and managers of those teams. Each member is given value and responsibility based upon how their team culture is developed. And based upon how you encourage and reward your team is how your team grows and how you will find your next great employee.

Many managers think they will find good employees and great employees from the talent pool that is either offered via their company or through agencies they utilize.

But the really great employees come from the recommendations of your current employees. It is their constant accolades and banter that tell others how good a place your department or organization is to work for. Great employees are always looking to work for great managers and companies that will promote and encourage their success.

It is how you treat all of your current employees that will bring you additional great employees. It is the words your current employees use to describe their organization and manager that have others waiting for an opening. The new employees coming to your department are because of the people that you make feel valued.

There are numerous methods and tactics that will help you become a great manager, because great managers are made not born, are gleaned from other Great Manager articles, additional books and further training.

Where you will find your next great employee will be from your own staff and the recommendations they make to other top quality potential employees.

Steve Sapato- the most famous unfamous speaker in America and trainer of Great Managers.  steve@mentalprosperityblog.com

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Study says… over 70% of all employees feel…

What are you employees feeling? Do you even know? Recent riots in many countries are exploding because governments have no clue their people are at a breaking point. What about you as a manager or leader? Do you know what your people are feeling?

Oh I’m not saying they are ready to riot! But a recent study found that over 70% of all, yes ALL employees did not feel valued.

That is an incredible number. Over 70% don’t feel heard, don’t feel important, don’t feel like they matter. 

What are you doing different than all of the other managers you know that would make you stand out from all the other managers so that your employees feel valued?

And if what you are thinking is, oh I am an exceptional manager so I know my people feel valued, then your people are probably part of that 70%. Think about it. All of the other managers are thinking the exact same thing you are. I am the great manager …

But if you do not know what you are doing differently or you have not done a survey asking for that kind of input or information discreetly and your people are confident that it is a private survey then you do not have that information. Which probably puts you in that 70%.

Want to make sure that your people feel valued? Ask them. Invite their input without the possibility of discovery. Or better yet… sit down with each of them and invite their input without repercussions. That of course, if they really believe you. And don’t think a computer survey or email input will even be considered discreet. We all believe that our bosses can find out what we do on our computer. Make is discreet by you sending out an email asking that they complete the questions and print them out so that they drop them into a bin throughout that week so there is no possibility of them being discovered. 

Then and only then do you even have the hope that the true feelings of your people will come out.

I wish you good managing and that by doing this you will find another method for becoming a GREAT MANAGER.

http://www.mentalprosperityblog.com   or  steve@stevesapato.com

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