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Lead Your Subordinates Forward
“When a man really finds himself at the top of the ladder of success, he is never alone, because no man can climb to genuine success without taking others along with him.” - Napoleon Hill. The spirit of helpfulness and sensitiveness to the follower’s needs and requirements, form the basis for great leadership. The brand of leadership where a leader propels himself forward, but leaves his followers behind is sure to meet with destruction. Let us consider the case of the great Mahatma Gandhi. Here was a man who had an ardent desire to take his countrymen forward. To awaken and kindle the spirit of freedom in the minds of his countrymen using the weapon of non-violence, an invincible philosophy that demanded fine grit, was no small task. Gandhi succeeded in this Herculean task because his sacrifices were aimed at providing freedom, enlightenment and justice to his countrymen. Consider yet another leader, the unflappable and most adored and respected, Abraham Lincoln. He succeeded in his grand endeavor of bringing truth and justice and understanding to the people of United States. Both these great souls may have been assassinated but their names have been engraved in the hearts of millions of people. If they are martyrs and they still continue to inspire millions of people, it is only because their brand of leadership was not based on self-aggrandizement and centered toward self. In India, Narayana Murthy of Infosys Ltd. is a corporate leader in his own right. CEOs may occupy positions, retire, and be in the limelight while they occupy their office but may soon be forgotten in course of time. But, the country would remember Narayana Murthy for many more years, not because he helped set up one of the biggest Indian multinational software companies, but because, here was a leader who not only enriched himself, but his employees as well. In industry, it is teamwork alone that brings success. No leader can think of getting the co-operation of a team, if self-aggrandizement alone were his objective. Lack of co-operation, teamwork and feeling of oneness has destroyed more business enterprises than have all other causes combined. The head of a company, who is motivated by self-interest alone, soon faces the disintegration of the leadership bond with the subordinates. Both the employers and employees suffer irreparable loss as a consequence. Thus, while it is pretty clear that a leader should be at the forefront, encouraging, motivating and nurturing talent, we find that many of our managers view their subordinates as potential threats. The moment a potential threat is spotted, no efforts are spared to corner, isolate and harass him, until the poor man leaves the organization. Other disgruntled employees soon leave, until the organization is left just with mediocre persons. While the manager may be happy that he would shine in contrast, It is unfortunate that he doesn’t realize that he can succeed in his job only if his department does well. No amount of coercion can make employees do well. Subordinates would adore, love and revere a leader, who has the genuine concern to take them forward. Never mind if a subordinate is smarter than the leader. If the leader shows an inclination to help the former, take him forward, he would work hard with his smartness to keep his leader in the elevated position. The moment the leader considers him intimidating and attempts to suppress him, the latter’s smartness would work toward the leader’s miserable downfall. A smart manager should therefore, in his own self-interest, work towards the progress of his subordinates and then without fail the organization and the leader himself are bound to succeed as well.
Editor's note: Most articles submitted to Chillibreeze go through a selection process. Only 30 percent of submitted articles are accepted for publication on the Chillibreeze.com featured article list. All accepted articles are edited and proofread for glaring errors of punctuation and grammar. Sentence structure is changed in certain cases and sometimes, entire sections are rewritten. If you notice any errors that have slipped through the cracks, do let us know! (Email us at info at chillibreeze dot com). Chillibreeze's disclaimer: This is a contributed article and was published on Chillibreeze in June, 2011. The views and opinions expressed in this article are those of the author(s) and do not reflect the views of Chillibreeze as a company. Chillibreeze has a strict anti-plagiarism policy. Please contact us to report any copyright issues related to this article. The relevance of the facts and figures cited (if any) could change after a period of time.
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