WHC MGMT Class- Methods of Leadership: Example 1

Happy New Year! Here is an excerpt from our Management Training Class on Leadership:

Leaders have historically used consequences for actions as a means of social control. Why? Leaders rely on the idea that people often learn what is right or wrong based on the perceived consequences of their actions. Good people work hard and get ahead. Bad people break the rules and go to jail. Thus, behavior can be modified and somewhat controlled with the ideas of punishment and reward. This sounds a bit harsh but, if a person learns that certain behaviors cause certain consequences, they tend to either do more or less of that action based on the consequence. Reward feels good. Punishment feels bad. They react to the consequence and change their behavior accordingly.

For example, if an employee fails to meet their minimum job requirements and they are disciplined, this reinforces policies and teaches the consequences for this type of behavior. The Leader must intercede (directly or indirectly) and give direction as to how to change their behavior. This may be through training and development or coaching. Employees who do not want to be disciplined further will change their behavior. Those who do not change their behavior will be further disciplined and eventually terminated.

However, if an employee exceeds their production goals and is applauded and recognized, this teaches the employee (and others) that reward is the consequence for this type of behavior. Those who desire to reap rewards will ensure that they continue to exceed their production standards- even as the bar is raised.

What about the employee that just barely meets expectations? Their achievements must be addressed as well. Inaction or lack of acknowledgement from the leader may also be interpreted as the consequence for achieving minimum results. For example, those who met minimum standard, but can do more, may continue to do the minimum because they feel no one notices. Or, those who meet minimum requirements with a great deal of effort, may start to decrease performance if no one offers more efficient techniques or ways to improve. Acknowledgment from the Leader is important. If nothing else, to convey that the Leader is watching.

To enforce boundaries and push behavior in a desired direction, leaders use these techniques to promote or modify desired behaviors. Use of discipline and punishment communicates to their followers that certain behaviors are not permitted or desired. In turn, rewards and recognition is an invaluable tool for relaying that certain behaviors are favorable and will advance the team toward achievement of objectives.

Constant monitoring of performance coupled with proper communication and feedback will bring desired results.

For more information, to schedule a training class, or if you would just like to share your thoughts, contact us contact@willholmesconsulting.com.

-Will Holmes
www.willholmesconsulting.com