1. Lead-Across Principle #2
Competition among my peers and me is in between an informal circle that we have created to enhance our performance in the organization. We compete to beat the deadlines and take up new tasks as soon as one is through with the first task. It is a group competition which is performance oriented.
The competition contributes in the ways of developing each other among the group. It sets to help out the slow working individuals to enable the complete tasks on time and protect them from conflicting with the management. However, the competition harms our team in that at times some people end up submitting low-quality reports which are subject to numerous revisions due to the fast way of completing tasks ahead of fellow members of the group.
I draw a line when feelings of jealousy start having a toll on me or when I discover the same is happening to my peers. The moment I feel that I should have been the one who achieved a fete and not my peer, I draw away from the competition and find myself a new task. This ensures that I do not lose my motivation and morale for work.
2. Lead-Across Principle #6:
To create an environment where people are comfortable sharing their ideas I would implement an open approach to idea sharing. This approach would involve creating a platform and a culture where multiple ideas can be listened to, worked upon and shared. Collaborative brainstorming approaches keep people innovative hence improving their growth. There are various ways I can ensure that people that I do not like are also given an opportunity to share their ideas, but most importantly this can be achieved by not allowing personal attitudes overshadow the purpose or objectives. A leader should look beyond feelings for the good of the organization.
3. Lead-Across Principle #1
The six items in the leadership loop include caring, learning, appreciating, contributing, verbalizing and leading. Caring includes taking an interest in people, and it can be implemented through taking a focus on people by valuing them, trying to see from their viewpoints and appreciating them for their actions. Learning involves the act of getting to know people. Learning can be implemented through setting aside time to interact with fellow leaders and employees with the aim of getting to know their talents, opinions, interests among others. Appreciating is the act of respecting people. People and especially leaders find it easy to respect people with the same opinions as them as compared to those with different perspectives and opinions. Appreciating can be achieved through assuming the best out of other people’s opinions, especially in first encounters. Contributing refers to adding value to people. It can be implemented through sharing of one’s ideas and resources with others who may be short of the same. Verbalizing involves affirming people. Verbalizing can be implemented through genuinely praising and encouraging people with the aim of growing and developing them. Leading the act of influencing people. Influencing people can be implemented through developing relationships of trust and credibility. An example in a work related setting situation would best fit in the projects that an organization undertakes. Such a project for instance may include investment projects. At one time in a job I had been hired for a season our team’s leader observed almost all of the above items in the leadership loop. He would establish to know the viewpoints of his subordinates at all times before making a decision (caring), the leader would also set aside some bonding session where he would interact with the subordinates to get to learn them better(learning). The leader would also appreciate every member of his team and he would pay more attention especially to those with differing opinions from his (appreciating), and he would also engage us in private session where he would have a heart to heart conversion to boost our morale by encouraging us whenever we are short of motivation (verbalizing).
4. Lead-Across Principle #3, #4 & #5:
Friendship at the workplace is vital. It is the joy of knowing that one has a person who believes in him or her and is willing to stand by him or her. The author recommends making friends at the workplaces as it reaps many benefits including creating a suitable environment free from conflicts at the personal and organization level.
Friendships at the workplaces are beneficial in various ways. Firstly, friendship is the foundation through which influence in the workplace is built. Secondly, friendship is the framework for success individually and collectively as a team. Lastly, friends act as shelter during bad times at work. However, making friends in the workplace may lead to waste for the organization. Such waste may include employees engaging in time-wasting activities such as gossiping and chatting during working hours which affects their output and the overall output of the organization.
Both friendships are the same but what makes friendship between coworkers and classmates different is the environment and the purpose for the relationship. The level of friendship at work is on a higher level as compared to the level of friendship between classmates and as such the two relationships are different. A coworker friend is likely to help you more than a classmate-friend in real life especially because most classmate friendship is seasonal.
One of the greatest pitfalls of developing close intimate friendships at work involve the issues of breach of trust. The breach of trust manifests itself when coworkers use each other’s personal and confidential matters revealed to them in good faith for maliciously. A balance can be struck by separating social life from work life and if I have to share both lives, share only the level of information that cannot be used against me maliciously.
5. Lead-Across Principle #7:
Firstly, I hate failure. I always want to succeed in everything that I do which is not ideal given that not everything always goes as planned. This weakness can be mitigated by having an allowance for if things don’t go as planned. Secondly, I do not take change positively especially if it distorts my routine activities. Mitigation can be through identifying the best things I can do in the change process and teaching myself that change is inevitable. Lastly, I do not take people ignoring me lightly. This is something that troubles me when people fail to recognize me. Mitigation is by learning that people are different and that not everyone will be appreciative of my achievements, ideas, and opinions.