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Great Quotes Written By Lalit Bhojwani


Lalit Bhojwani

Lalit Bhojwani

1. “Long ago a man said that the earth is round but people laughed at him and declared him mental patient.Now we all know who were fool that time.” Lalit Bhojwani

2. “A good sales person is not only one who can sell others products and services but one who can sell his strength at a good cost at any time.” Lalit Bhojwani

3. “I am sure 3rd world war will be fought with E-mails, PPTs, SMSs and Social Networking Websites.” Lalit Bhojwani

4. “Beat me with the truth, don’t torture me with lies.” Lalit Bhojwani

5. “No doubt dealing with people is like digging gold but be careful where you throw the dirt.” Lalit Bhojwani

6. “If u want perform better than you have to believe in yourself.” Lalit Bhojwani

7. “So what if People don’t care how much knowledge you have,don’t stop and keep getting it as there is no substitute for knowledge.” Lalit Bhojwani

8. “So what if the pawn and king go to the same box when chess game is over. But the king still goes with the crown.” Lalit Bhojwani

9. “We can forget all the problems and tension when we sleep above the water or Lap of beautiful nature. Nature gives us force to overcome all the complexity.” Lalit Bhojwani

10. “Who said – Alcohol doesn’t solve any problems, but then again, neither does milk.I know at least 1000 problems solved by milk and water.” Lalit Bhojwani

11. “The Sun can handle the clouds, but it cant fight with an eclipse. Lalit Bhojwani

12. “Yes,my dictionary is not incomplete and there is a word called “impossible”: but it means failure is impossible.” Lalit Bhojwani

13. “Choosing least popular path does not necessarily mean wrong path. Sometimes it can be the best path.” Lalit Bhojwani

14. “Everybody enjoys teaching, why don`t everybody enjoy learning?” Lalit Bhojwani

15. “I don`t understand why can`t you learn the new and interesting way of learning? Why do you fear to change the old and boring ways of learning.” Lalit Bhojwani

16. “Doing the things perfectly is more important or being perfect is more important?” Lalit Bhojwani

17. “There is a big difference between crazy and mad and that difference is the most important factor that determines your happiness, success and winning.” Lalit Bhojwani

18. “Change your thoughts and you Change Your Focus.Change Your Actions and you Change Your Habits.Change you habits and you change result” Lalit Bhojwani

19. “Life is all about teaching and learning.Either you are teaching or learning something.” Lalit Bhojwani

20. “No one is too big to practice courtesy in the world of social Media world.” Lalit Bhojwani

21. “Learning is the DNA of Remarkable Leadership.” Lalit Bhojwani

22. “Anyone can be a star but it takes hard work to be a #superstar.” Lalit Bhojwani

23. “Tell me about a person`s fake profile in online world. I will tell you about his integrity.” Lalit Bhojwani

24. “”ENTHUSIASM” is the key to #success and secret of success.” Lalit Bhojwani

25. “Every morning when I wake up I feel world is better than yesterday. How do you feel ?” Lalit Bhojwani

26. “You learn the fastest whe you enjoy the process of learning.” Lalit Bhojwani

27. “Learn or don`t learn. There is no TRY.” Lalit Bhojwani

28. “If you want to build a better INDIA, then do one thing “build yourself better”. Lalit Bhojwani

29. “People who make fake profiles on Social Media do not deserve to teach us what is right or what is wrong.” Lalit Bhojwani

30. “Morning is the best time because Morning comes with a new day, new hopes, new opportunities and it`s up to you turn the day into a Great day.” Lalit Bhojwani

31. “The worst enemy of writing is self doubt.” Lalit Bhojwani

32. “Twitter is a good and powerful weapon that can be used to change the world.” Lalit Bhojwani

33. “Integrity without courage is useless and courage without integrity is meaningless.” Lalit Bhojwani

34. “Leadership is inspiration and if you are not inspiring you are not a leader.” Lalit Bhojwani

35. “I cannot assure you that you will be able to achieve your goals if you write them, but I can assure you that you will not achieve your goals if you don`t write them.” Lalit Bhojwani

36. “Rise above mediocrity, get competitive edge and be a world class competitor instead of wasting time in strikes. Strike is not a solution and you can not run away from problems. Find a better way and you can find it.” Lalit Bhojwani

37 “Sometimes discipline drains the great creativity.” Lalit Bhojwani

38. “Mediocre people will continue their mediocrity, but they can not stop a Genius.” Lalit Bhojwani

39. “Mediocrity always get confused between wisdom and cleverness.” Lalit Bhojwani

40. “Craziness encourages creativity not discipline.” Lalit Bhojwani

41. “Your problem isn’t the problem.Your attitude towards the problem is the problem.” Lalit Bhojwani

42. “Passion may not always bring happiness, but there is no happiness without Passion.” Lalit Bhojwani

43. “Fortunately or unfortunately we are all going towards one and the same direction ->DEATH.” Lalit Bhojwani

44. “The opposite of learning is not unlearning,it is ‘not learning’.Learning & unlearning both are important in winning.” Lalit Bhojwani

45. “If you want to learn fast, forget comfort and ease fast.” Lalit Bhojwani

46. “You cannot learn something new without changing something old. Change always brings some new learning opportunities.” Lalit Bhojwani

47. “I don`t know about winning or losing, but I know one thing – if you give your best, you will get success sooner or later.” Lalit Bhojwani

48. “There are two main functions of “words” expressing your thoughts and hiding your thoughts.” Lalit Bhojwani

49. “The true value of any good opportunity is known when it is missed.” Lalit Bhojwani

50. “I practice, therefore I win.” Lalit Bhojwani

51. “I learn, therefore I am.” Lalit Bhojwani

52. “Learn in adversity and success will follow you.” Lalit Bhojwani

53. “Life is a process of learning and you are always learning Whether You Like It or Not.” Lalit Bhojwani

54. “Leadership is inspiration and if you are not inspiring others, then you are not a leader.” Lalit Bhojwani

55. “I don`t know practice makes perfect or better, but I am sure practice makes winner and lack of it losers.” Lalit Bhojwani

56. “Career without failures is like food without salt.” Lalit Bhojwani

57. “Winning without learning is not possible.” Lalit Bhojwani

58. “It does not matter what u think,only thing that matters is what you believe.Your belief is more important than ur thoughts.” Lalit Bhojwani

59. “The most unlucky man is who has never failed.” Lalit Bhojwani

60. “Ability ensures you that you are able to solve a complicated problem but attitude is whether you will solve it or not.” Lalit Bhojwani

61. “You can learn anything, if you are not afraid to try” Lalit Bhojwani

62. “If you Love stability, don’t hire Leaders.” Lalit Bhojwani

63. “The good news is you can achieve success without hard work.The bad news is you cannot maintain it without hard work.” Lalit Bhojwani

64. “Learning is not an advantage as everybody learns, but learning fast & better is the ultimate competitive advantage.” Lalit Bhojwani

65. “If you are in my team and don`t perform well, that’s not your fault; it’s mine.” Lalit Bhojwani

66. “It does not matter what u think,only thing that matters is what you believe.Your belief is more important than your thoughts.” Lalit Bhojwani

67. “It does not matter what u think,only thing that matters is what you believe.Your belief is more important than your thoughts.” Lalit Bhojwani

68. “If you do not enjoy your work then it is called hard work and if you enjoy your work it is called passion.” Lalit Bhojwani

69. “Ability ensures that you can solve a complicated problem and attitude ensures whether you solve it or not.” Lalit Bhojwani

70. “You have no right to complain about any issue or about any problem, if you are not trying and willing to be part of the solution.” Lalit Bhojwani

71. “If you are seeing difficulties & problems you are going to lose, If you seeing opportunities & challenges you are going to win.” Lalit Bhojwani

72. “If you are focusing on your limitations & weaknesses you are going to lose,If you are focusing on your potentials & strengths you are going to win.” Lalit Bhojwani

73. “Failure is the daughter of negative attitude.” Lalit Bhojwani

74. “If you are regretting more and more, you are getting older and older. To be always young – Never Regret only Learn.” Lalit Bhojwani

75. “Life is not a problem to be solved, but without solving problems you cannot enjoy the life.” Lalit Bhojwani

76. “We are not living in information age, we are living in the age of information overload.” Lalit Bhojwani

77. “Change your thoughts & you Change your focus.Change your focus you change your actions, Change your actions &you Change your habits.Change your habits & you change result.” Lalit Bhojwani

78. “Who says kids fail? They never fail. Only parents and teachers fail.” Lalit Bhojwani

79. “Succeed more.People will forget your failures and use them like adjectives to make your new success story.” Lalit Bhojwani

80. “If you want to make more sales, talk less and listen more.” Lalit Bhojwani

81. “Success it the girl friend of Positive Attitude.” Lalit Bhojwani

82. “Only passion will lead you towards your destination. Nothing more, nothing less and nothing else.” Lalit Bhojwani

83. “If you are learning some hard things without hard work, it is you passion.” Lalit Bhojwani

84. “If you are not honest with yourself, you cannot be honest with others.” Lalit Bhojwani

85. “Your achievements and accomplishments are more important than your experience and memories.” Lalit Bhojwani

86. “If you do not expect miracles you are not a realistic.” Lalit Bhojwani

87. “If you are immune to make mistakes, you are immune to learn.” Lalit Bhojwani

88. “Everyone is born with passion but few are passionate to follow their passion.” Lalit Bhojwani

89. “If you are fearing of failure,you should not dream big. The bigger the dream the bigger the possibility of failure.” Lalit Bhojwani

90. “Life is less about luck and more about attitude.” Lalit Bhojwani

91. “Your thinking shapes your attitude and your attitude shapes your life.” Lalit Bhojwani

92. “Learn from the past, Plan for the future, live in the present, but above all enjoy every moment.” Lalit Bhojwani

93. “Your problem isn’t the problem. Your attitude towards the problem is the problem.” Lalit Bhojwani

94. “Your best years are ahead of you and this year is chief among them.” Lalit Bhojwani

95. “Passion may not always bring happiness, but there is no happiness without Passion.” Lalit Bhojwani

96. “Don’t get confused between cleverness and wisdom. You can get success with cleverness, but to enjoy it you have to be wise.” Lalit Bhojwani

97. “I LEARN therefore I am.” Lalit Bhojwani

98. “Your ability to inspire determines your capability to lead.” Lalit Bhojwani

99. “The more you inspire, the better you lead.” Lalit Bhojwani

100. “Lions do not write lion on their head. They are known by their actions.” Lalit Bhojwani

101. “Why are you selling? No one likes to be sold. Solve problems instead, as everyone likes to find solution for their problems.” Lalit Bhojwani

102. “If you want to lose regret, if you want to win learn.” Lalit Bhojwani
103. “Learning is the solution to failure.” Lalit Bhojwani
104. “Be wise, everybody is clever.” Lalit Bhojwani
105. “If honesty is the first chapter in the book of wisdom then integrity is the last chapter. In between you have to explore your own chapters.” Lalit Bhojwani
106. “Your problem becomes a challenge if you see it as a challenge.” Lalit Bhojwani
107. “How you lead yourself determines how you lead others.” Lalit Bhojwani
108. “Everyone who is afraid to fail, remains failure.” Lalit Bhojwani
109. “To solve complex problems, you need to think simple.” Lalit Bhojwani
110. “If you take care of your thoughts, they will take care of you.” Lalit Bhojwani
111. “If you do not want to achieve your goal, set it without timeline.” Lalit Bhojwani
112. “It is much more difficult to measure potential than performance.” Lalit Bhojwani
113. “No idea is also an idea.” Lalit Bhojwani
114. “No idea is better than wrong idea.” Lalit Bhojwani
115. “Without hard work you can get success but you cannot be successful.” Lalit Bhojwani
116. “Passion is the source of consistent happiness.Without it money,fame,prestige & power are useless to keep u consistently happy. Lalit Bhojwani
117. The greatest power is the power to inspire. Lalit Bhojwani
118. If you are failing to try, you are succeeding to fail. Lalit Bhojwani
119. Leaders who aren’t inspired by others can’t inspire others. Lalit Bhojwani
120. Great bosses know when you need pats on the back and kicks in the pants. Lalit Bhojwani
121. Leadership is more than influence. It is inspiration. Lalit Bhojwani
122. Tomorrow is an illusion. It never comes. Lalit Bhojwani
123. Quit the habit of quitting. Lalit Bhojwani
124. A weak comedian cannot crack a good joke without using shallow word. Lalit Bhojwani
125. A weak comedian needs dirty words to crack a good joke. Lalit Bhojwani
126. Having problems is not a problem. Not trying to solve them is a problem. Lalit Bhojwani

What is the Biggest Challenge for Big Business Owners ?


What is the Biggest Challenge for Big Business Owners ?

The answer is very simple and in one word i. e. Big. Yes the biggest challenge for Big Business Owners is Big. Let`s see how and why ? If you are big business owner than—

1. Your investment is big.
2. Your overheads are big.
3. You have to do big meetings, big conferences even for small issues because you are big business owners.
4. You have big responsibilities.
5. Your risk is big.
6. Your Manpower challenges are big.
7. Your Social, corporate and environmental responsibilities are big.
8. Your Research and Development (R & D ) expenses are big.
9. Your documentation, legal and formal work is big.
10. Your recruiting, performance evaluation and retirement processes are big and complicated.
11. You have to do big advertising campaign.
12. When small change happens in technology it impacts big on you.
Hence above these points clearly point out that big business like power business has to remember one word BIG as the biggest challenge for them is big.

But at same time there are big opportunities for you and these opportunities are big good news for big businesses because big opportunities turn into big achievements.

Social Networking Websites and their importance in Small Businesses


Social Media, Social Networking, Online Networking and Internet Marketing— these are words we hear everyday and get confused. What is the meaning of above words ? In simple words these are the platforms, tools and medium to communicate your message Globally and Locally. And communication of message is advertising for detail please follow my earlier Blog ———-p1t4mg-37

Now the second important question is What is the importance of social networking sites for Small Businesses? Before answering this question we have to understand the challenges that Small Businesses are facing today. What is the biggest challenge for Small Business Owners?

The answer is very simple and hidden in its word itself. That word is small, (Small business-small revenue- small profits – small thinking – small dreams – small goals ). Now the utmost challenge is how to convert this word small into big.

So my dear friends every small business can become global through proper marketing and advertising. We are now living in era of social boom that is why Social Networking websites are very important. So what are you waiting for? Use these platforms, take advantage of social boom and be global like multinational companies.
The second great benefit of these sites for small business is — You can get instant feedback about your product or services so that you can improve your product or services very quickly.
The third great benefit is– at the same time these sites provides a great learning opportunity for SMEs.
But at the same time there are some side effects of social media as well. But don`t worry Electricity and LPG Gas also have some side effects but we use it.
Take a lesson from this article and be Global.

Are you Confused Between Cost and Expenses ?


What is the difference between cost and expense? Difficult and confusing question – Confusing because both terms are used interchangeably difficult because no body has explained it in simple words. But I will explain you both these terms in simple words with a simple example —

Please see above ferrari and let`s suppose that Lalit Bhojwani had purchased this ferrari in ₹ 2,50,00000 on 16 January 2010 so ₹ 2,50,000 was the cost for Lalit Bhojwani that was going to expire. And after one year on 16 January 2011 Lalit Bhojwani has sold the car in ₹ 1,50,00000. It means the ferrari has depreciated ₹ 1,00,00000 and this ₹ 1,00,00000 is the expired cost for Lalit Bhojwani. That ₹ 1.00.00000 is expense for Lalit Bhojwani.

In property business if you purchase only land than this is the cost that will not expire because land does not depreciate.
Always remember Cost of Goods Sold = Expenses. (Though both are used interchangeably)

In short
COST = The resources we sacrificed and is going to expire
Expense = The sacrificed resources that has been expired.

Challenge in HR


http://rcm.amazon.com/e/cm?t=hubp0f723-20&o=1&p=8&l=as1&asins=1451648537&ref=tf_til&fc1=000000&IS2=1&lt1=_blank&m=amazon&lc1=0000FF&bc1=000000&bg1=FFFFFF&f=ifr

I have asked this question on

Linkedin and here are some great responses–

On 09/15/11 2:39 AM, Lisa Nofzinger wrote:
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What one of my former employers did was to let us have two casual days per week, and throw lots of parties. Praise and thanks go a long way as well.
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On 09/15/11 2:44 AM, Cyril Danthi wrote:
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Recognize the efforts made by the employees by having some criteria put in place and award certificates. Assure them that they are valuable to the organisation.
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On 09/15/11 2:50 AM, Christiaan Pol wrote:
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Hi Lalit,

I think you should challenge your employees. Give them a problem and let them find the solution for it. The variation in their activities will motivate your employees to do a better job. The benefits for you and your company are good solutions you wouldn’t think of on your one and they will do a better job in their current activities.
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On 09/15/11 3:21 AM, Christine Hueber wrote:
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Inspire them by having them do work they enjoy.
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On 09/15/11 4:14 AM, Jeffrey Driver wrote:
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Hi Lalit,

If you can’t afford raises, see if you can at least organise events, such as taking them out for a meal or drinks once a quarter or something.

Also, praise will go a long way. let them know they’re appreciated and be understanding about personal circumstances, so if they need some flexible working hours let them have it. If you can’t offer better wages than other companies you can at least give them a working environment they enjoy.
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On 09/15/11 4:41 AM, Kirsten Mortensen wrote:
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Praise, parties etc. are very important because these are ways to deliver immediate gratification — the things that can turn a day from bad or ho-hum into pleasant.

But IMO you should also pair this with some sort of strategy based on deferred gratification as well.

One way to do the latter is to engage employees in a way that allows them to directly contribute to the business’ success — and share in its fruits. Let them contribute ideas on how to cut costs, become more efficient, or find new business, and then set up an incentive program so that if their ideas work, they *do* get “raises” or bonuses of some kind.

Particularly in this economy, employees will appreciate this very much; they’ll see it as a fair trade off for not getting raises; and you’ll be more likely to keep them, because they will feel more invested in the company’s success.
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On 09/15/11 4:45 AM, Henri Vanroelen wrote:
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make your company a great place to work at, that people enjoy comming to.
BR
Henri V
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On 09/15/11 4:52 AM, Pat McGraw wrote:
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Find out what your employees value – casual days, work from home, recognition, socializing, etc. Have them make the list and establish the criteria for awarding these awards.

This is a great opportunity to create a fun work culture.
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On 09/15/11 4:56 AM, Karen Usher wrote:
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With great leadership . . .
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On 09/15/11 5:20 AM, Allen Laudenslager wrote:
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I used to bring Krispy Kreme donuts every few weeks. It’s the little things that show your appreciation. Yes, they’d still rather have the raise but recognition runs a close second!
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On 09/15/11 5:28 AM, Angelos Karageorgiou wrote:
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I will go with Mr Laudenslager proposal , just don’t overdo it so it gets silly!
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On 09/15/11 6:10 AM, John Scranton wrote:
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Recognition!
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On 09/15/11 6:21 AM, Guy Battaglia wrote:
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You would have to clarify ‘why’ you can’t give them a raise?
Is the rent too high?
Is business slow?
Are you having a difficult time with cash flow?
Are there lay offs in the future?

By understanding why you can’t afford might be the best motivator in the world.

Job security and financial increases can be leveraged against the growth and prosperity of the environment.
Maybe with out the 80’s Montage, but, when the need and and focus eventually find themselves at the same place, motivated people are the most amazing people of them all.

Good luck
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On 09/15/11 7:02 AM, Erica Friedman wrote:
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Don’t spend money on parties and lunches, when you’re saying you can’t afford raises.

Give them Time. Up their vacation, give them ad hoc paid days off that they can use when they want.

Only two rewards have any meaning, Time and Money. If you can’t give one, give the other, without condition.
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On 09/15/11 7:14 AM, Rajita Shetty wrote:
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I agree with Guy!! Employees will always appreciate honesty and not pseudo promises of pay hike and promotions. I believe that if you honestly speak about your situation and the reasons why pay hikes are not possible.. employees with the best interest of the company in their minds will understand. However, this shouldn’t be a reason at all times, else you will lose credibility. Highlight how each one is contributing to the growth of the company. It is also important that you share your company goals with your employees and your expectations from them..and make sure that these goals are realised in that time frame. This will foster trust and commitment. Employees will respect a leader who respects every employee starting from the lowest rung.. there are a lot of factors that goes into engaging an employee to the company…This will be a testing time to filter the best out of the superficial ones.
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On 09/15/11 8:58 AM, David Grossman wrote:
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Ask employees what brings them into work each day, and then see if their managers can give them a little bit more of whatever their answers are.

The answers will be unique to each individual.

They may not be the same as the way their managers would answer.

But they are invaluable information.
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On 09/15/11 9:05 AM, Brijendra Chaudhary wrote:
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– Recognition
– More Leaves
– Change upward designation
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On 09/15/11 9:07 AM, Tom Kearney wrote:
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1. Let one employee go and divide up his/her salary amongst the others. Of course they all would have to chip in and do extra work.

2. If they’re already making top dollar for their industry, it may not be a matter of ‘affording’ as much as their already making the prevailing wage.

3. If they still aren’t motivated to do their job, then the employer could tell them that they too aren’t motivated to write their paycheck. It slices both ways and there are plenty of unemployed – ready, willing and able candidates to jump at their position.

4. If an employer CAN’T give a raise, then it may be the company is punishing the employees for their own inability to CAN’T make more sales. In this case, it’s the employer who is not doing their job, and coming up with a much better business plan.

5. Let both the employer and all the employees address the bigger issue. It’s rarely motivation that’s the problem – it’s sales and profits.
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On 09/15/11 9:38 AM, Ken Solomon, CPA wrote:
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Praise and public recognition.

Little benefits like lunch, company t-shirts, and movie tickets.
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On 09/15/11 9:55 AM, Kelly Snyderman wrote:
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It completely depends on their behavioral style!

Some individuals want a simple “Thank you” or “I really appreciate your work”. This goes a long way for them.

Others are motivated by constantly being given responsibility, opportunities to learn and high expectations for their deliverables!

According to Daniel Pink, money is not the motivator we once thought it was. These internal motivators are more powerful than external rewards.
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On 09/15/11 10:00 AM, Dr. Laura Umfer wrote:
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Everything you can. More time off. Let them come late, leave early. Let them have flexibility with their schedules. Spoil them in any way that doesn’t hurt productivity. reinforce their good work. That never happens enough anywhere, and it does make a difference and costs nothing.
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On 09/15/11 11:23 AM, Fang Lu wrote:
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It is a costly mistake to get lost in the false theory that more money equals happy employees.
Believing this is costing you valuable time, revenue, employees…and even threatening your own job. Cash will always be a major factor in motivating people and a solid compensation plan is critical to attracting and keeping key personnel. But the key is that additional cash is not always the only answer and in many cases not even the best answer.
Too many bonus or commission checks get cashed, spent and forgotten just that quickly. Grocery stores and gasoline stations are among the necessary stops that
seem to get in the way of using your extra cash on something special for you.
One alternative to giving commissions or bonus dollars is to give gifts through a catalog point system.
The company you choose will provide you with catalogs, price sheets and point checks at no charge. The structure for your bonus plan can remain the same but instead of awarding cash to your employees you award equivalent points. Those points may then be used to purchase an enormous variety of gifts or travel plans from the catalog.
The stimulation involved is long-lasting. It begins with the employee being able to browse the catalog choosing what they will strive to earn. The catalog acts as a tangible reminder of their goal. The gift itself will last as evidence of their achievements.
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On 09/15/11 11:35 AM, Karl Moore wrote:
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there are several ways in which you can motivate your employees which the concept of the cash reward. One easy solution would be to create an employee of the month style programme, have an announcement and a small prize for the employee who has the best production rate or sales record. try to create some friendly competition, give praise to those that have done good jobs, or have improved on previous weeks.

A great way to improve motivation is to improve the work place environment, people will always work better in an environment they feel comfortable in. So try to ensure that the office is clean, smells nice, is well lit. but also try to improve co-worker interaction, have times when people can get together during break and talk and get to know each other, try to create some kind of comradery. Have special days like casual Friday or days where you offer different foods for lunch. try to make the work place feel like home.

Rather than offering cash rewards, why not try to reward with development, offer training in different jobs, allow your employees the chance to improve their skills and make them feel like their careers have some kind of progression.

The best thing you can do is to make them feel important, praise them for a job well done.
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On 09/15/11 1:10 PM, Tony Bustamante wrote:
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Ultimately, an employee’s satisfaction is derived from the work they do (an internal factor) and less with salary and pay grades (an external factor). If you have unhappy employees, consider re-aligning their work roles to better fit their competencies; and be sure to provide them with regular feedback — especially positive feedback, when possible.
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On 09/15/11 2:21 PM, Eric Kline wrote:
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Don’t count on a raise (money) to be the best motivator.
Many people are motivated by recognition/advancement, accomplishment, even by the satisfaction of doing something for others.
A raise can be a more expensive motivator than is needed, and potentially less potent than expected.

Eric Kline also recommends these expert(s) on this topic:
Bruce Nagy
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On 09/15/11 5:08 PM, Lisa Larter wrote:
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When I think of motivation, I think short term happiness. When I think about inspiration, I think about long term happiness.

One of the best books I ever read about happiness at work and inspiring individuals was Delivering Happiness by Tony Hsieh at Zappos.

Money does not buy happiness, it also does not inspire someone long term. We all have basic needs and you would be amazed at how far recognition, feedback and acknowledgement can take you in the workplace.

Often when we are stressed at work and money is tight – our natural instinct is to come from a place of scarcity because the business is financially strapped. When this happens we see every little thing that is wrong, every bit of work undone, every negative that can be found seems to be drawn to us.

Focus on finding the positive and giving feedback in a way that means something. you can tell someone they did a good job which does not leave a lasting impression, or you can give them skill based feedback that builds confidence, inspires them and motivates them at the same time.

For example, instead of good job, how about feedback on their leadership skills, or organizational skills, and pointing out how something they did had a positive impact on the business and letting them know you appreciate it and then… ask them how they became so good at this. Then – listen. Really listen to what they say. People want to work for an organization where their contribution matters and their leaders notice what they do.

We are not all always good at this – I know I am not. And when I catch myself always noticing the negative, I consciously take a step back and look for ways to inspire and lead – never just throw money at it because money does not change behavior and it certainly doesn’t buy lasting motivation.

Links:
http://www.deliveringhappiness.com/
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On 09/15/11 5:24 PM, Jacques Chartrain (Open Networker) wrote:
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I think you need to recognize that giving someone a raise is not a motivator, although failing to do so when commonly expected could be a demotivator if not handled properly.

More money doesn’t motive, at least never for long and few if any people can afford to give the kind of raise that would turn an unmotivated worker into a motivated one.

I believe that you have to handle the situation honestly and be as transparent as you are allowed to be. If you can’t give a raise because times are tough, you nedd to come clean and meet them face to face and explain it in a way that makes it feel like we are all working together.

Offering something else in place may help. Time off, flex shifts, relaxed dress code, discounted products, etc, may be of help.
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We need to find out why cant we give the employees a raise. Is it because of cost pressure or bleak business / macro situations or its a new / growing business or whether there is a performance issue.

if it is cost pressure, we need to be honest with the employees. let them know that we need to increase productivity, find new ways to become smarter at work, which will improve our efficiencies and pave way for increasing margin and hence pay hikes.

If the business isnt doing well or situation overall isnt good, then we need to rationalize the resources. Remove the bottom players, give people additional responsibility (and authority).. With lesser resources, we may be able to provide decent hikes.

if its a performance issue, then we need to tackle the problem head on. Bottom players, if not taken care off, will impact the motivation and productivity of all resources. So take the bottom players out and get fresh blood. With increased delivery, you may turn around and give people decent hikes in the future.

Whatever the situation may be, the bosses need to be honest and the team has to be patient.

However, we should continue to do motivational programs like Rewards and Recognition, provide them with Training on New Skills, take them out for Lunch/Dinners and keep communicating to them on what is the progress we are making.. It also is a good chance to build rapport with the employees. One on one conversations and relationship building during these times can create a strong anchor to the professional relationships..
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On 09/16/11 7:00 AM, Ankita kumari wrote:
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Employees are like Children having different expectations and demands from the company. Try to find out what motivates them apart from money and talk to them on a personnel level.
Certainly recognition is the best way and if it is done in family get together party, it will make a big impact. Secondly try to do less of criticizing and more of praise for their work and surprise them with a pizza party or something for achieving the goal.
Remember Happy employees= Loyal employees!!!!
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On 09/16/11 1:06 PM, Imagination Branding wrote:
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Hey Lalit,

One thing you could try to do is make an awards and employee recognition program which could be truly one of a kind by creating unique awards made especially for them. With easy to create employee recognitions, your employees will feel appreciated and special, and as a result, will work even harder at their job. With these simple gifts to employees, they’ll finally feel rewarded for all their hard work.

Links:
http://blog.imaginationbranding.com/2011/06/27/how-to-create-an-awards-for-recognition-program-for-your-employees/
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On 09/16/11 5:06 PM, Daniel Kong wrote:
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participation….give shares option or profit-sharing.
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Top 5 characteristics of a good leader


1. INTEGRITY
2. INSPIRING and OPTIMIST
3. ENTHUSIASM and COURAGE
4. LEADING BY EXAMPLE
5. CHARISMA
I have found above five characteristics common in every great leader yet to get insight I have asked a question on Linkedin— What are the top 5 characteristics of a good leader? Here are some great responses —

On 09/13/11 11:03 PM, Elvis Usanovic wrote:
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A good leader is capable of inspiring others to follow a cause both willingly and with vigor. A strong sense of confidence and good example are also qualities that a good leader can inspire to his followers

Operates well under pressure,or in a rapidly changing environment.
Sets attainable milestones
Communicates philosophy and values
Empowers us and sets a good example
Challenges me to do my best
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On 09/13/11 11:39 PM, Nadeem Ahmed wrote:
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He Should be

1. Social / Friendly among team
2. Good Communicator
3. Motivator / Convincer
4. Can Accomplish any Task by Himself / From others
5. Sincere / Loyal to the Task
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On 09/14/11 12:26 AM, Dinesh Choumal wrote:
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1. Self Confident and well conversant with his job.
2. Good communicative abilities.
3. Leads from front
4. Motivates and allocates achievable jobs to group.
5. Rewards with carrots & sticks.
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On 09/14/11 12:38 AM, Michael Oberlaender michael.oberlaender@gmail.com wrote:
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Hi Lalit,

Great question – and there are probably more characteristics than 5, but from my experience and ambition, a top leader is:

-acting with absolute integrity anytime anywhere,
-expressing confidence at all times,
-enabling the group members to succeed and reach the objective(s),
-communicating well at all levels,
-is self-reflected to always improve his own habbits.

Kind regards,

Michael
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On 09/14/11 12:43 AM, Stijn van Lieshout wrote:
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1. Good listener:
In my opinion the most important trait of a leader. A leader should be able to get the most of out of its employees right? To direct employees extensive social skills are needed and I think listening is the most important one. If you’re not adequately listening to you will never find out how to approach them. Each employee is different and the good leader recognizes this differences.

2. Bridge builder:
A leader should be able to identify and capture opportunities. The ability to manage the external environment.

3. Motivator:
A leader should be able to encourage its fellow employees to work hard for it’s team/company.

4. Expertise and experience
A leader that isn’t experienced in what he does and lacks expertise isn’t likely be taking serious by its subordinates.

5. Charisma:
This one should definitely be on the list in my opinion. Enough research has been done that highlights the importance of charisma. A good leader should be a role model.
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On 09/14/11 1:41 AM, Brijendra Chaudhary wrote:
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Being a good manager is like putting a jigsaw puzzle together. The first time you try to fit the pieces together, it takes a while to get everything to fit smoothly. The second time you attempt to make the pieces fit, you are a little more familiar with the pattern. Each time after that, it …
Being a good manager is like putting a jigsaw puzzle together. The first time you try to fit the pieces together, it takes a while to get everything to fit smoothly. The second time you attempt to make the pieces fit, you are a little more familiar with the pattern. Each time after that, it becomes more and more natural to easily match everything together and have it all turn out right.

The pieces of the puzzle a manager has to put together are:
1. advertising
2. recruiting
3. holding productive meetings
4. motivating a person who is in an emotional or financial slump
5. handling types of personalities they don’t relate to
6. recruiting people that are happy on other jobs, but are ready for change.

All of these techniques combined together make a great manager. In fact, great managers have ten characteristics, and if each of these ten characteristics is developed, you will become a great leader and a great manager.

Let’s start off with quality number one. The very first thing we find in a great manager is a total commitment to building a team that functions in unison to reach their goals. Great managers realize they are a team. Their team is made up of individuals that have different beliefs, values, and ideals, but they all have to function in unison to reach the goals of the company.

The second characteristic we find in a great manager is they live what they teach and they command respect by their example. You can’t be one thing and say another because you’ll lose respect. It’s not that important that your salespeople just like and admire you. It is important that they respect you first ?the other things will follow.

Quality number three is very important. Great managers don’t become buddies. They practice business detachment with subordinates off the job.

Number four is also very important. Don’t play favorites. What do I mean by this? Make a mental note of the words ‘justice?and ‘fairness.? These two words are critical in leadership ?that you are totally just and totally fair through everything. You’re going to have to realize that if you play favorites in the office, the group will know it, and you will lose respect. Not only that, they start saying to themselves, “The reason I’m not doing good is not my skills, not my ability. I’ve got a manger that gives the best business to other people. I can’t make it.?And by the way, the person you’re playing favorites with over the years can be the one that will cause you the biggest challenge when you go through change in policy or leadership, or when you really need something done. So remember, just be fair and don’t play favorites!

Number five is so critical. Great managers develop future vision. They see their company position, their market share, and their competitive edge in the future. But great managers also have to start seeing themselves in the future, the office in the future, the number of salespeople they’ll have, and how they are going to delegate. How do you develop future vision? It comes back to having a plan and a goal. You must learn how to delegate authority and eventually replace yourself. What do you delegate? Anything you can train anyone else to do which keeps you from doing three things: recruiting, managing, and training.

On 9/14/11 8:41 AM, Brijendra Chaudhary added the following clarification:
Number six. They attack pending problems and rapidly make tough decisions. Average managers don’t make decisions. In fact, they make decisions so slowly, that eventually there is no need for a decision. What they had to decide upon has already taken place, so there is no need to do anything, you see? Now, as far as making decisions about managing your office, there’s one thing I want to warn you about. Until you totally learn your skill of managing, rely on the people above you and run decisions past them. Rely on others for your knowledge and growth until, of course, you have all the answers.

Don’t forget number seven if you really want to build a great sales force: promote risk-taking. You want to promote risk-taking with your salespeople. What do I mean by risk-taking? I’m talking about your salespeople going out a little bit on the edge as to the things they own, the things they buy, and the way they live. In essence, they must gradually ‘up? their overhead as you teach them to ‘up?their income. As a good manager, we help people increase their overhead with balance, so that as they grow income-wise, they also grow emotionally and enjoy their income. Promote risk-taking. Teach your salespeople they have to take a little risk in order to grow.

And don’t forget number eight. Great managers are specialized at recruiting, training, and retaining top people. That is a great manager’s main specialty. Becoming a great trainer or teacher is necessary, because if you can’t duplicate yourself and the concepts you used as a super salesperson, you won’t be able to complete the entire puzzle.

Now number nine is interesting. Good managers look at change as healthy. Change excites an office. It keeps people on their toes. It motivates people to go far beyond what they normally would, and not only that, it keeps people out of a rut. That’s why great managers don’t do the same thing every day. They don’t come in at the same time every day. They don’t eat lunch at the same time every day. They keep everyone on their toes. I’ll tell you a basic truth about salespeople: if you have a set schedule, they will develop their schedule right around yours.

The last characteristic great managers must learn is to help people change their self-images by using their individual needs to be comfortable. Salespeople lack confidence because they are afraid and don’t know what is going to happen to them. A manager’s job is not only to instill confidence, but also to increase the way salespeople look at themselves. You see, self-image is a mirror reflection of who you think you are. It may not be who you are. Your goal is to develop your salespeople and to get them to grow far beyond their wildest dreams. It starts with how they see themselves

So, how do you develop the characteristics of a great manager? Well, first of all, you must work harder on yourself than you do on your job because you are totally in the people business, aren’t you? Copyright 1996 Tom Hopkins International
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On 09/14/11 1:58 AM, Rohan Nabar wrote:
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Hi Lalit:

As you’d know it is difficult to narrow down on 5 Qualities, for a leader at the top would need to have as many facets to handle himself/herself well, deal with the team and also business challenges. However I’m attempting to put down the 5 I think are fundamental.

1. Vision & ability to Communicate it to the whole Organization
2. Humility
3. Empathy
4. Ability to take decisions with minimal data
5. The want and ability to develop his team

These, according to me are the must haves!
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On 09/14/11 2:08 AM, Hrushikesh Kulkarni wrote:
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Humble and reserved
A leader is nothing without his followers.
clear vision of what he or she wishes to accomplish
A friendly, approachable aura
An aura of approachability can also be achieved when the leader does not take himself too seriously

Links:
http://www.thequalitiesofagoodleader.com/
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On 09/14/11 3:27 AM, Christine Hueber wrote:
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They lead by their example and inspire others.
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On 09/14/11 3:28 AM, Dick Taylor – CRMC/CDMC wrote:
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A good leader is:
1) Honest
2) Has Integrity
3) Maintains Loyalty UP and Loyalty DOWN
4) Is Consistent in Style
5) Is a Good Communicator
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On 09/14/11 3:38 AM, Faisal Zahir wrote:
——————–
1. Competence
2. Confidence
3. Caring

These are the only three that matter. Last one is the most rare to find, which is why its rare to find really great leaders.
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On 09/14/11 4:21 AM, Donna Krech wrote:
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I would have to say:
1) Trustworthiness.
2) Enthusiasm
3) Confidence (in themselves and their team)
4) Organization (being orderly)
5) Ambition (for the team and the business)
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On 09/14/11 4:46 AM, Andrei Kolodovski wrote:
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Ability to think deeply
Ability to plan strategically
Ability to make difficult decisions wisely
Ability to inspire people towards common vision
High emotional intelligence
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On 09/14/11 4:53 AM, Sumitra Mishra wrote:
——————–
Able communicator- communication has to be received as well as it is sent

To be able to guide and direct-be the leader and part of the team

To deal with crisis and come up with solutions that do not impede anybody’s interests.

To be a continuous learner.Being a leader or a senior doesn’t mark the end of the learning process,every stage,every day teaches something new.The person has to be open to knowledge.

To welcome bouquets and brickbats with the same fervor and learn from one’s mistakes.To teach one’s juniors not to make mistakes that may create situations proving costly to themselves or the organization.
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On 09/14/11 5:52 AM, Mustapha Derras wrote:
——————–
Honesty
Courage
Engagement
Passion
Humility

I would add :
Sincerity
Honor
Respect
Benevolence
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On 09/14/11 6:10 AM, Cynthia Byers Casto wrote:
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Courage
Integrity
Consistency
Exceptional communication skills
Passion
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On 09/14/11 7:31 AM, Kenneth Larson wrote:
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1. DEVELOPS the ability to cross organizational lines and make disparate groups or functional organizations work together with only the leader’s power of persuasion.

2. EVOLVES the art of directing resources without having them as direct reports while keeping home departments and functional bosses happy at the same time.

3. MANAGES to convince the executives in the company that the leader’s project (s) are the most important in the firm.

4. LIVES with the prospect that if a large scale project is late, fails or otherwise disappoints the powers that be, replacing the leader will be the designated corrective action.

5. GROWS to crave the satisfaction that comes from succeeding at the above challenges and would not have any other job because no other pursuit makes the leader’s day go by as fast, grows the leader’s skills as sharp and totally occupies the leader’s intellect.
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On 09/14/11 7:52 AM, Leanne Smith wrote:
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A leader is not always the leader of a country or a ‘movement’. A leader can be in so many different walks of life, be it business, entertainment, sport, politics, charities etc.. But, in whatever field, it seems there are these certain traits that characterize a good leader.

1 A Vision

I do believe that a good leader needs to have a vision or a philosophy. He, or she, needs to have a personal belief or a set of principles to guide them toward a successful outcome. I believe also that a good leader needs to have the ability to convey his vision to others and to win them over to his side and get them to support the vision.

Sometimes, we have seen leaders guided by a corrupt vision or a dogma that leads them to act against the people they claim to lead. People such as Hitler or Stalin may fall into this category. But often we see leaders who have a beneficial vision, such as Gandhi. Good leaders will often eschew personal gain in favor of seeing their vision become reality.

2. Inspiring

A good leader would appear to be one who is inspiring; that is to say that they inspire people to follow them and support their aims. Their inspiration inspires other people to achieve and bring about change.

When you think of some leaders, such as captains of sports teams, you can see that they, themselves, may not be the greatest or most skillful of proponents. It is their ability to lead others and to get others to produce or perform their best which makes for a good leader or captain. It is their ability to get people to work together, to act as a team and to use their special skills for the benefit of a bigger aim which distinguishes a good leader.

3. Value Others

Leaders make other people produce their best, either as individuals or collectively. A good leader makes other people feel valued and genuinely values their worth and their contributions. As well as having a vision, a good leader is also a ‘people person’; they know how to influence people, how to win people over and how to make them feel valued.

4. Takes Action

A leader is a person who takes action, either directly or by encouraging and directing others. A leader is not a person who sits back and does nothing, a leader is not a person who waits for something to happen; unless waiting is what is required in order to prepare for acting at the correct moment.

5. Confidence

A leader has confidence. They have confidence in themselves, they have confidence in their vision. Perhaps above all, they have confidence in other people and in their skills or abilities. They convey this confidence in their words and their actions and this confidence is distilled into those who work with them.

Links:
http://bit.ly/oiruYM
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On 09/14/11 8:29 AM, Ross Blaine wrote:
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In this order they will develop and if rated on a 1 to 10 scale where 1 is not respected and 5 is unacceptable 10 is they demonstrate this attribution in all events they are are
1. Initiative…the ability to see in problems and gathered intelligence opportunities to improve the venture
2. Innovativeness…the skill to develop a plan using first and foremost the resources at hand and not be an inventor unless absolutely necessary
3. Integrity…the tenacity to deliver what is promised in the plan and if change is necessary to address any change in committments promptly and honestly
4 Trust…Be there, be supportive but also be tough minded in the drive to succeed
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On 09/14/11 9:58 AM, Sahar Andrade, MB.BCh wrote:
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– Integrity
– Leading by example
– Inspiring
– Fair
– Empowering
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On 09/14/11 10:18 AM, Bonny Franklin wrote:
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There are certain characters in a person whether they are innate in them or not they are looked up to as a leader. These people are trustworthy and have great integrity. they are enthusiastic about their cause and have the confidence to complete their goals and it usually is done for the better good of others. A great leader will also put together their needs aside to work for the betterment of others.
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On 09/14/11 10:52 AM, Scott Esposito wrote:
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I have evolved my opinion on this over time based on a longer history to see the impact of leadership styles on people and organizations. If you have these basics, everything else seems to falls into place. My top 5 are:

1) learning agility
2) active listener
3) holds self accountable
4) collaborator / team builder
5) principled behavior
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On 09/14/11 12:32 PM, Sean O’Neil wrote:
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-Experienced
-Solid Integrity
-Team philosophy
-Motivational
-Good listener
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On 09/14/11 1:31 PM, Laura Kalish wrote:
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1. confidence
2. flexibility
3. sense of fairness
4. good listening skills
5. ability to integrate creativity and logic in decision making
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On 09/14/11 1:37 PM, Carla Coe, MA, SPHR wrote:
——————–
Honesty
Integrity
Open Communication
Mentor
Ability to hold others accountable
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On 09/14/11 2:50 PM, David Lapin wrote:
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In my experience, the top five traits of leadership greatness are identified as:

1. Authenticity – Not only are exceptional leaders authentic to their own beliefs, they are agile in adapting to changing situations and diverse people.
2. Mastery – Great leaders master their defensive instincts and are always able to choose an appropriate response to the most testing of challenges.
3. Humility, Generosity & Vulnerability – Great leaders are humble enough to know they are part of something bigger than themselves, and they surround themselves with people we are at least in some way better than them. They can confront their own vulnerability and show sensitivity to the vulnerability of others, crafting environments
4. Awareness – Those who lead by greatness are aware of the different lenses through which people of different cultures and generations experience the world. They know how to build trust and respect across cultures and generational boundaries.
5. Wisdom – Exceptional leaders know how to trust their inner wisdom and access their greatness and how to unlock the greatness in others.

Links:
http://www.leadbygreatness.com
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Difference between Management and Leadership


_

Leadership is about behavior and belief. Management is about process. The main difference between management and leadership is focus. Leaders focus on long term results and vision while managers focus on short terms results. Although there are many differences between leadership and management and to get insight about these differences I have asked a question on Linkedin –What are the Chief Differences Between Management and Leadership?
Here are other differences—–

On 09/11/11 7:27 AM, Kristjan-Paul Raude wrote:
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Management – Managing people
Leadership – Leading people

Difference – Manager is leading normally with title, leaders are normally leading with example.
__________________________________________________________________________________________________________________________

On 09/11/11 7:40 AM, Tom Brody wrote:
——————–
MANAGEMENT. Persons in “management” are generally incompetant in technical matters, and are substantially incapable of understanding, reviewing, or evaluating the work of the people that they are “managing.” Management uses various techniques to overcome their incompetance, for example, by requiring employees to fill out forms on a regular and periodic basis to document their work-product and to document their ability at meeting deadlines. Management also “evaluates” the work of employees by sending work-product to capable parties, and in return, receives evaluations from the capable parties. Unfortunately, in this technique, the accomplishments of the emplyees are lost in the background noise.

LEADERSHIP. Persons in leadership are skilled the relevant technology, and are also skilled at arriving at creative solutions, and at devising novel inventions. When a leader is asked to evaluate an employee, the leader instantly understands the employee’s accomplishments, the employee’s value, and the employee’s creative contributions. To summarize, management is the sure-fire way for a company to lose its creative edge, and to demoralize the employee. Management is dispensible, without purpose, typically irresponsible, counterproductive, and repugnant. But good leadership is essential and worthy of praise and adulation.

On 9/11/11 2:40 PM, Tom Brody added the following clarification:
I meant, “competitive edge,” not “creative edge.”
_______________________________________________________________________________________________________________________

On 09/11/11 8:30 AM, Robert Jakobson wrote:
——————–
As has been pointed out, this is well worn question.

But to answer it, Management is the managing of resources – be they people, projects, and assets. Leadership is just that – Leading people, projects and assets.

One is reactive (management), in that it responds to stimulus and derives a set of goals and plans. The other is active (leadership) in that it responds to vision of the leader based on a number of inputs (often derived by the leader) and response is generated from the vision of where the leader feels they need to be and how they need to get there.

It is arguable that management is primarilly a maintenance role – maintaining a status quo with little movement. Leadership generally is the driving factor of management. That’s a standard business model.

Now, for the reality check. Many people cannot tell the difference between the two and tend to promote successful managers into leadership roles. Because the manager has no experience with creating a vision, they are not capable of providing direction or driving to a goal. As a result everyone under them suffers.

Without an understanding of where you want to go – be it at the corporate or project level, you may be the most awesome manager in the world – projects will stall, become mired in a lack of direction, and fail. A leader definitely leads by example – you cannot lead a team, a project or a corporation if you yourself have no vision, no goal, no direction, and are not willing to act on these.
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On 09/11/11 10:40 AM, Bill Tyson wrote:
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Management is about getting things done to achieve desired outcomes through and with people. Leadership is more strategic; establishing a vision, a strategic direction, marshaling resources, establishing priorities and positively influencing people (including managers) to help you get there via flawless execution.
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On 09/11/11 10:53 AM, David Velasquez wrote:
——————–
The terms “management” and “leadership” are often interchanged. In fact, many people view them as basically the same thing. Yet management is as distinct from leadership as day is from night. Both are necessary, however, for a high-performance organization. By contrasting them and understanding their differences, we can better balance and improve these essential roles.
One key distinction between management and leadership is that we manage things and lead people. Things include physical assets, processes, and systems. People include customers, external partners, and people throughout our team or organization (or “internal partners”). When dealing with things, we talk about a way of doing. In the people realm, we’re talking about a way of being.

Management
Processes
Facts
Intellectual
Head
Position power
Control
Problem solving
Reactive
Doing things right
Rules
Goals
Light a fire under people
Written communications
Standardization

Leadership
People
Feelings
Emotional
Heart
Persuasion power
Commitment
Possibility thinking
Proactive
Doing the right things
Values
Vision
Stoke the fire within people
Verbal communications
Innovation
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On 09/11/11 12:31 PM, Judy Hojel wrote:
——————–
Hi Lalit,

When I was a Junior Manager we were given the definition that management was about getting results through the efforts of other people. This was to be achieved through a process of planning, organising, delegating, execution through leading, controlling and following up.

I still find this a useful definition for my work today, although clearly leadership activities must underpin each of these areas – setting a vision; getting buy-in and enlarging that vision; creating a positive, proactive, motivating and accountable environment; training, enabling and developing your people; providing opportunities for winning; and for giving praise and recognition. Hope this helps!

Private Note:
Hi Lalit,

It is a great question and one often asked here so do check back with previous answers – you might find something that helps you even more!

All the best,
Judy
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On 09/11/11 1:56 PM, Jacques Chartrain wrote:
——————–
Peter Drucker said that “Management is doing things right, while Leadership is doing the right things”.

Management is more about methodology, process and quality assurance. It’s about how your team or company does what it does. A good manager will ensure that the company is operating efficiently and that employees are effective in their job. It’s about intellect more than emotions. It’s a necessary part of operating a successful business, for without some degree of competent management, leaders can still fail.

Leadership is more about winning the hearst and mind and getting people pointed towards a common direction or objectif. The great leader do not only set the direction, but also create passion in their people’s heart to thrive to accomplish more than they would on their own. A great leader can accomplish nearly impossible things, assuming he has the right people and can give them the space to operate.
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On 09/11/11 3:01 PM, Mike Moore wrote:
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Management is about “how”, and Leadership is about “why”.
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On 09/11/11 4:15 PM, Kenneth Larson wrote:
——————–
The terms leader and manager cannot be used interchangeably. One is a science. The other is an art.

Leadership is a science and can be taught. I have known great military, scientific and technical leaders in their narrow bands of expertise who were lousy managers, did not aspire to be managers and generally were not managers. They could lead others, but lacked the vision to manage resources, time, communication and the big picture.

Excellent management is driven by innate personal qualities, which, when combined with leadership, create the management art. Below are two principal management attributes I have observed that make great managers different from great leaders:

1. They know how much leadership to offer and how much to let the individual grow on his or her own. They strike the right balance between specific and generic guidance so the unique individual traits of the workers come through in the business model and solutions to problems, system design and success of the firm are derived from the people running the enterprise and not from the leader.

2. They manage constructively by fostering an environment respectful of all points of view but manage by driving to fulfilling progressive objectives as a first priority and blend differences of opinion decisively.
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On 09/11/11 4:35 PM, Melinda Charlesworth wrote:
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I love the quote: “The key difference between a manager and a leader is the leader’s ability to change the way people think.” Abraham Zaleznik
A true leader is able to lead because people beleive in what they say and they have faith that they can suceed.
If the only reason you can give someone to do something is “because I’m the boss” that’s not leadership. A leader can explain their reasons in order to have people follow willingly not out of a sense of duty.
When a sporting team stops winning, we call on them to sack the ‘coach’ because the coach is the one who leads. Similarly, when a great coach starts coaching a new team, suddenly that team starts to win. Not because they are suddenly better players, but because they know that when “XX” is their coach they CAN win, its all about belief!
A manager tells you what to do, a leader inspires you to do it!

Links:
http://www.howareyoumanaging.com.au
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On 09/11/11 10:26 PM, Manish Kulkarni (manishpk68@gmail.com) wrote:
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Leadership is transferable skill, while management is non transferable. So if you have Leadership qualities you can lead in different industries.
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On 09/12/11 2:19 AM, IMM Recruitment wrote:
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Management plans results. Leadership inspires results.
Management can be effective in getting results, but rarely produces greatness. Leadership however cannot exist without proper management skills. So in my opinion, management is a skill, leadership is a personal attribute that encourages people to excell because the “leader” is simply leading – by example, with inspiration, and with a high level of management skill.
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On 09/12/11 5:29 AM, FRANCESCO FERZINI wrote:
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Hi Lalit,

Leaders shall create a vision, align people and inspire whereas management shall complete the process by making things happen.

American leadership scholar Warren Bennis said: leadership is “doing the right things”, management is “doing things right”.

Ciao
Francesco
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On 09/12/11 6:38 AM, Christine Hueber wrote:
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Management implements the vision of leadership.
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