Davkah Heritage Forums

  It has been said that if you dont know the difference between a manager and a leader, you are believably a manager, transforming a manager to turn a leader is a long and heedful process, the skills in handling finance and inventory are different to the attainments required to lead people, either as individuals or teams, the skills asked in leadership are often confused with the cognitive knowledge side of a job, training in leadership requires a totally different approach than training in, say, supply chain management. Before any training takes place, one basic question needs to be asked and answered, the question is, what does it take to do this job at the highest possible level, it is clear that most jobs in the business world require a degree of emotional competence with a high level of interpersonal influence, time and again, it has been found that the successful people in business are not always the ones with the greatest brainpower but the ones with the greater emotional competence, the basics of emotional intelligence include self awareness, self regulation, motivation, empathy and social skills, these are the primary attributes that support the development of emotional competence. Once again, before any training takes place each individual should be measured, this appraisal should come from multiple perspectives, this will produce a picture of the individual, giving feedback on the assessments has to be done by people with empathy, self awareness and sensitivity, if the faulty people give the feedback the result will be disastrous, the feedback must be balanced because focusing on failings or weak points and not noting the strong points is demoralizing, putting people on training courses is a waste of time if those training leaders are not prompted to learn, generally talking, only about twenty percent of the group are quick to put in the work necessary to modify workplace behavior.