How to Succeed in Business World

Introduction

In the business environment, one needs to develop good communication and leadership skills to record business growth as well as prosperity. Effective communication is grouped into various categories that is communication between individuals, communication within groups as well as communication between leaders. In a business environment leaders must cultivate a healthy communication channel between themselves and team members or employees within an organization. Successful leaders have realized that communication is an effective tool in the growth of the business or any organization. This is so because using communication leaders can motivate employees or workers thus increasing productivity within an organization (Ensley et al 2003).

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Communicating with others

In a business setting, a manager should cultivate the art of communicating fluently with his or her junior workers. This calls for ample training on leadership skills. Communication doesn’t entail speaking alone; it entails effective use of body language, writing as well as understanding other people’s ideas. As a leader, you should understand the art of avoiding communication barriers experienced while delivering a speech or a message. Three rules are followed to achieve this goal; the rules include clarity of mind, use of simple and understandable language as well as emphasizing key points. One common cause of communication barriers is the presence of cultural differences among people. To eradicate this barrier, people use international dialects such as English and French thus enhancing communication (Zaccaro et al. (2001).

To communicate effectively with each other, a leader must cultivate the art of transparency. You should be yourself. To communicate effectively, business leaders must cultivate originality; for example, a leader should come up with a unique style of communication. To succeed in business one must motivate his or her staff. This improves productivity as well as healthy relations in the workplace. Prudent business leaders have managed to motivate their workers using efficient communication skills as well as ideas (Katzenbach, 1997).

Cultivating a habit of appreciating staff members for a job well done, increases productivity and loyalty because an employee feels honored and considered. Many business leaders have experienced business failure as a result of a lack of staff motivation. Some leaders experience failures after using motivational skills wrongly; for example, many business owners have used money as an incentive but still record losses in their businesses. This is because as much as money is a cool incentive; the absence of security, as well as respect to staff, spells doom in any business or organization (Katzenbach, 1997).

It has been noted that a high profit is recorded when a business leader guarantees his/her staff job security in a company. Employees’ job security leads to an increased staff’s loyalty and dedication to work, thus high productivity. Employees treated with respect perform at their best due to a favorable working environment. It is natural for people to follow various mindsets and beliefs. Only successful leaders understand this phenomenon. To curb inconsistency in the management team, leaders of businesses, as well as other organizations, should enroll in leadership training to sharpen their skills for the good of their businesses as well as organizations (Yukl, 1998).

Working in groups

Working in groups entails cultivating the art of team spirit as well as unity thus the famous saying “unity is strength”. Two styles of leading are widely used within groups; this includes single leadership as well as shared leadership. Teams using the latter style, that is, the shared leadership performs better compared to teams or groups using the single leadership style (Yukl, 1998).

Leadership theories

There are two leadership theories that are theory X and theory Y. The X theory refers to the controlling style of leadership where staff or members within a group are subjected to strict rules. This is also referred to as the “stick and carrot” style of management. People are normally indolent thus need constant monitoring and punishment to work efficiently (Douglas, 1960).

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The X theory was efficient in old civilizations; in modern civilization, this theory is not efficient in enhancing productivity within a business or a group. Managers and group leaders who use the X theory of leadership experience total failure within their organizations. X theory of leadership frustrates employees thus ruining their motivation. This style of leadership transforms employees into introverts who work just because they are scared of consequences and not motivated. In such working environments, productivity is declined and fruitless.

On the other hand, the Y theory of leadership is the opposite of the X leadership theory. Y theory of leadership inspires workers since it promotes communication between employees and administration. It entails motivation of employees thus increasing business productivity as well as success. Y theory of leadership instills confidence as well as creativity among workers. In this theory, leaders come up with ideas of rewarding hardworking employees thus improving the quality of work. The modern civilization longs for such a leadership style where staff is motivated, rewarded, and assured of their security within an organization. Leaders who are witty enough understand and use this theory in the management of business empires and organizations (Douglas, 1960).

Shared leadership & self-managed teams

Self-managed teams are teams where group or team members choose their leader who occupies a dominant position. The leader has a responsibility as well as authority over the team. Depending on the style used by the chosen leader, leadership styles influence the team’s motivational as well as cognitive processes (Zaccaro et al. (2001). In addition, leadership styles influence behaviors, attitudes as well as beliefs of team members (Ensley, Pearson & Pearce, 2003).

According to the above statements, leadership processes or styles affect a team’s processes or responses. The traditional way of leadership entails team members choosing a leader who manages the team. This style of leadership is common in single-managed teams where the leader controls all activities. This style of leadership is associated with some disadvantages. For example, a team can choose a leader who uses the X theory of leadership where employees and team members are subjected to an iron fist style of leadership. In such teams, team members have been robbed of the freedom of practicing their rights of speech and creativity. Since the style is associated with fear, employees turn out to be introverts. The net result of this is poor performance and productivity within the team.

A self-managed team has an advantage when the leader is chosen understands the necessity of freedom within a team and group. Such leaders motivate team members with good pay, respect as well as security assurance. The end result is increased profit margins as well as productivity. In modern times, administrators of businesses, organizations as well as teams use a shared leadership style of management. In this model, many members within a team are empowered and independent to share responsibilities as well as tasks (Ensley et al, 2003; Katzenbach, 1997).

In the shared leadership style, the decision-making process is characterized by ample interactions between the team members. The advantage of this leadership method is the creation of a favorable working environment. Since each team member is empowered to tackle some responsibilities, team members develop leadership skills. An organization headed in such a style promotes democracy thus an increase in productivity and profits (Yukl, 1998).

Leadership in the workplace

Leadership is very important in any workplace or company. This awareness emerged in the seventies where various organizations grappled with problems associated with poor leadership. Ample training is necessary to ensure the productivity and success of any organization. Successful organizations have one thing in common that is; administrators are bestowed with leadership knowledge and experience.

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There is a big difference between a leader and a manager as illustrated by Warren Bennis (1989). For example, a manager rules or administers while a leader innovates. As a leader one should find new ways or alternatives when a problem crops up.

Another definition depicts leaders as original while managers as a copy. Managers follow customary administrative tactics which are learned in school. The danger with this is that some problems faced by organizations or businesses firms are not addressed at school. As a leader, one should be creative enough to solve any type of problem facing an organization (Warren, 1989).

According to (Katzenbach, 1997) a leader is a person who inspires trust among team leaders while a manager centers his or her administration on organization structure or system. He also refers to a leader as a person whose focus is long-ranged. Such an individual has a wide perspective in his or her arguments and decision-making. On the other hand, a manager has a shallow perspective focus since his or her decision and arguments are based on the organization’s system structure. Another difference between a manager and a leader is that a leader focuses on the horizon while a manager focuses on the bottom line.

Warren (1989) denotes, that a leader challenges the status quo while a manager supports it. A manager performs things right while a leader does or performs the right things. From the above differences between a leader and a manager, one gets a clear picture of the necessity of a leader within an organization. Organizations led by a prudent leader achieve great success due to increased productivity and performance. Due to inspiration cultivated by a leader, employees or team members work in a favorable environment where they practice their democratic rights, creativity as well as independence.

Conclusion

Leaders are not born they are made. This saying summarizes the whole message in that one has to train to become a good leader. Everyone has the capacity of becoming a leader the only difference is the rate of understanding and embracing qualities required to be a leader. No organization, business empire, or company can survive without incorporating good communication and leadership skills. Productivity within a company is dependent on effective communication between the administration and employees (warren 1989).

Apart from communication, the success of an organization or business depends on the nature of the leadership style used. For example, organizations using a shared leadership style of administration perform well compared to organizations using the self-managed model of leadership. This is so because, in the former method of administration, employees cultivate a culture of making decisions and creativity. The latter style of administration is harmful especially when a leader rules using an iron hand (Zaccaro et al, 2001).

Another important fact determining the success of a business understands the difference between a leader and a manager as stipulated by Warren Bennis. A leader leads a company into prosperity and growth while a manager rules using a laid system structure (Douglas, 1960).

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References

  1. Douglas Mc Gregor, 1960, The Human Side of Enterprise. Prentice Hall: New York.
  2. Ensley, M. D., Pearson, A., & Pearce, C. L. (2003). Top management Team process, shared leadership, and new venture performance. Oxford University Press: London.
  3. Katzenbach, J. R. 1997. The myth of top management team: Harvard Business Review, 75, 83-93.
  4. Warren Bannis, 1989, Good Leadership and Management. Prentice Hall: New York.
  5. Yukl, G. (1998). Leadership in organizations (4th ed.). Upper Saddle River, NJ: Prentice Hall.
  6. Zaccaro, S. J., Rittman, A. L., & Marks, M. A. (2001). Team leadership. Leadership Quarterly, 12, 451-483.
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