4 Signs of Ineligible People to Be Leaders

Have you ever seen a colleague who you do not think has leadership skills, is suddenly appointed manager or team leader? Maybe he was appointed a sales manager because during the work, the sales he earned the most among other sales employees. Or maybe he was appointed manager just because he has had work experience for years. Practices like this happen a lot in the company, when actually the person who is appointed is not necessarily right. Having good performance in a job only means that an employee is capable of executing orders well. He is capable of carrying out instructions, but does that also mean he is capable of leading? Not necessarily. The characteristics of people who do not deserve to lead When a person becomes the leader of a team, the task that he has to do will change. Although he still spends some of his time on fieldwork like his subordinates, his portion will be reduced. For example, a design team leader, or an Art Director, may not even draw a single design. The ability to lead will not be seen only from the numbers. Many qualitative elements need attention, too, such as courage, ambition, and a willingness to keep trying new things. According to Glenn Llopis, an American entrepreneurial expert, one does not deserve to be a leader if he: - Has no influence or ability beyond the job description that can encourage maximum growth, either organizational growth or revenue growth - open minded, unable to accept differences of views, and unable to find common ground among people of different minds - Quickly satisfied, so as not to leverage the collaborative relationship to bring profit to the company itself - Unwise, meaning not being able to turn their knowledge into a strategy that can bring sustainable growth The importance of "mental innovation" It's useless to have years of experience and knowledge if it turns out to be out of date and unworkable in today's situation. Though the business world continues to grow and evolve. Leaders should be able to identify problems quickly and take advantage of opportunities to bring about meaningful growth. According to Llopis, this can be achieved when a leader has a mindset called "mental innovation" (innovation mentality). Mental innovation means the drive to continue to evolve and stay ahead of the changing world of work and markets. Mental innovation means we work today by thinking about what will happen tomorrow. There are six essential elements in mental innovation, namely: - Looking beyond the obvious opportunities to create something unique - Identify and catch up on performance, to stay relevant - Avoiding a sense of satisfaction and avoiding unnecessary tension, to keep prospering in an era of knowledge-based economy - Maximize everyone's potential at work - Adapt to demographic changes and their needs, to create sustainable growth - Looking for common ground and similarity among people who have different thoughts The elements of leadership in mental innovation are not measurable quantitatively, and certainly will not appear in the annual performance report. But these traits are crucial to achieving a company's long-term goal of sustainable growth. Without a vision to continue to innovate, a large company can collapse at any time due to the emergence of disruption (disruption) of innovation from other parties. Like the words spoken by Nokia CEO, Stephen Elop, when selling his company to Microsoft. "We did not do anything wrong, but we lost." Are there any leaders or holders in your company who are not worthy of leadership? Or even yourself who have no mental innovation? Do not misbehave employees, because the wrong leaders can bring the company to ruin. This news is from line today