What Are the Different Indicators of Leadership Potential?

Passionate leadership refers to the leadership style in which managers ignite the passion of employees, make full use of their potential to work, and greatly improve the level of work performance. Passionate leadership is a special form of motivation. Passion and incentive mechanism are mutually mapped and support each other. Under passion leadership, it will promote the development of benign mechanisms; under good mechanisms, passion leadership will play a greater role.

Passionate leadership

Case 1: Passionate leadership builds a successful management team

Under the conditions of fierce market competition, the improvement of leadership is vital to the development of the company. For a good professional manager, an important indicator of whether he has extraordinary leadership is whether he can maximize the potential of his employees. The leadership of modern enterprises no longer only takes management as the sole goal, developing the potential of employees, and improving the overall internal quality of the team will be an important means for professional managers in leadership. Recently, passionate leadership has become a new way of leadership motivation. It should be said that passion is the driving force behind corporate culture, because with passion, the potential of the enterprise can be developed to the extreme. ^[1]

Management + passionate leadership = potential development ^[1]

The ultimate purpose of incentives in human resource management is to inspire human potential, apply the potential of employees to work, and maximize the performance level of work. However, from the management mode of most enterprises in China, the incentives in human resource management are mostly limited to material rewards and some shallower rewards similar to titles and promotions. This form of motivation is necessary, but the leadership style of the leaders themselves is a fairly good incentive. In the internal management of an enterprise, if it is said that the management of a company through a standardized business model is a vertical axis, only by adding a passionate corporate culture as a horizontal axis can the potential of employees be maximized. Assuming that the leader assigns a subordinate to complete a task, the work of the employee can be fully exerted, and the leader can only use the supervision mechanism to regulate the employee. However, the role of passionate leadership can be manifested to a large extent in how to make employees perform their work ability abnormally. Passion and mechanism are a mapping process and are mutually supportive. Under the leadership of passion, the development of benign mechanisms will be promoted; under good mechanisms, passion leadership will play a greater role. ^[1]

Kodak s global vice president Ye Ying said when summing up the successful experience of the company, the leaders of the company use the passion of leadership to keep employees passionate. The most important way is to reflect the company's respect for the individual and make employees feel the corporate culture Humane atmosphere, use passion to keep passion. Therefore, I often hear people in the industry's evaluation of Kodak: Not only is the decision-making team very passionate, but also the various teams in the entire company are very passionate, and even people outside the company are infected with passion. Under passionate leadership, it is sometimes difficult to say whether the passion of the leadership moved the employee or the passion of the employee touched the leadership. In the atmosphere of passionate leadership, the sense of accomplishment and belonging is to let leaders and employees take the opportunity to work together as a kind of fate and harmonize with each other. Every success motivates everyone to do the next job, and even makes people Work and life are fused together. With the cultivation of passionate leadership, the tree of potential is easier to take root, sprout and become a forest. ^[1]

Injecting power into the company with passionate leadership ^[1]

It is not only the management system that infects employees, but also the corporate culture. This culture is supported by all aspects, including various management modes of the enterprise. In the atmosphere of passionate leadership, each employee will work with enthusiasm. ^[1]

If an enterprise wants to maintain long-term passion, the leader must maintain a consistent style, be good at discovering problems in management, promptly promote process changes, and spread the seeds of passion among the various teams of the enterprise, so that everyone has innovation. thinking. For a mature company, it will have less innovation and change. Therefore, it is necessary to inject passionate leadership into the company and orderly to inspire the passionate leadership, just like injecting fresh nutrients into the company and continuously providing it to the company. Motivation to create value. ^[1]

Passionate leadership is a successful manifestation of team building ^[1]

A team, not necessarily the boss, can be the leader. Different activities and jobs have different leaders. Some job leaders are not based on the level of the job. The plan and methods of the people at the forefront of the business are often more effective. Work authorization is interactive, so that more people have the opportunity to give play to their strengths. In this case, what passionate leadership gives to employees is authorization and trust. When it comes to practice, leaders often empower employees with passion, plan a circle for employees in advance, and give directions to employees in their efforts. The play and display in the circle gives employees a lot of room for development. But many times, the management of many companies is not like this, it will impose personal things on employees, everything is left to the boss. In this way, the enthusiasm of the team is gone, and the enthusiasm naturally disappears. For a department, it cannot be a single person to promote a culture. If a passionate culture is promoted throughout the enterprise, it is impossible to use personal strength to promote it. The culture of passionate leadership must be the creation of an enterprise team and the result of team participation. But personal efforts play a big role in promoting passionate leadership. If the people around you are passionate, you can personally raise the passion of employees in your department to a higher level. ^[1]

The success of passionate leadership comes from rational leadership ^[1]

For a mature enterprise, passion is passion based on reason, reason is core, passion is skin. As a leader, you need to be more cautious when motivating your employees. ^[1]

First, passion is injected. In order to absorb in an orderly manner ^[1]

When the leader's passionate words and behaviors activate the team, this passion can last for a period of time. However, the injection of passion must be applied in an orderly manner in order to be absorbed in an orderly manner. After the enterprise enters the formalization through passionate leadership, it needs to be treated coldly. Otherwise, after a period of time, the team will be as dull as before and need to inject passion. When corporate leaders run out of energy, the role of passionate leadership will seem inadequate. Therefore, the orderliness of passion injection is the key to success. ^[1]

First, leaders must constantly deny themselves. Without constant denial of self, it is difficult to have motivation to do things. It is necessary to clarify the company's future vision, and at the same time, let employees know whether this vision can be easily achieved, whether the crisis will really come, and let employees feel that the coming of the crisis has any adverse factors. ^[1]

Secondly, use your own courage to attract your followers infinitely. Entrepreneurs can never have followers without a driving force that can ignite the flames in the minds of their employees. When their passion has been used up, business leaders must continuously recharge themselves. This recharging includes constantly absorbing and accepting the opinions of others, and denying themselves to accept others at the same time. ^[1]

Thirdly, the injection of passion must be orderly and moderate. It must not be impulsive, and the leadership of passion cannot be instrumentalized, otherwise passion may become a kind of deception. ^[1]

Second, passionate leadership is based on experience ^[1]

Motivating with passionate leadership can put too much pressure on employees and can lead to dull teamwork. The pressure exerted by leaders on employees should be based on the experience of leaders. Just like the best chefs do nt have to taste the dishes themselves, they know how salty the salt is. Leaders' management of employees in business management also relies on experience. The strength of the team is tough, the pressure is full, and it will break when pressed. Too little pressure makes it inert. Therefore, the leader pressurizes the team, and when and how much, it is often based on experience. This may be the major difference between leaders and non-leaders. Leaders and non-leaders may be of the same level in front of the business, and even their subordinates will do better. However, the leadership experience The charm is revealed. Passionate leadership is necessary, but even more appropriate, only by injecting the right amount of passion into the hearts of employees can good results be achieved. This amount of grasp is experience, with the leadership's understanding of the team as a whole and the personality of the team members. ^[1]

Third, passionate leadership is based on knowledge leadership ^[1]

A knowledgeable leader is more likely to gain respect from your employees than a leader without knowledge. When a leader leads his team with passion, it is not just a slogan of passion. True passion leadership comes from real vision planning and from persuasive measures. For some entrepreneurial leaders, sometimes the passion for entrepreneurship is inherent, but the ability to lead a business for a long time is by no means exuberant, but more driven by knowledge. Leaders must be knowledgeable and constantly learn. Even some private entrepreneurs who have not received much education have accumulated a wealth of social knowledge in practice, otherwise they will not have vision and cannot see the direction of future development. However, leadership can't be cultivated with good education. Sometimes the more education you have, the more intangible restrictions you have. Therefore, it is difficult to give play to leadership skills. This can be seen from many returnees and MBAs. ^[1]

It should be said that there is a hero complex in every employee's mind. As long as the leader ignites it with care, it will be released brilliantly. The motivation method of passionate leadership is a seeder. If an enterprise wants to maintain long-term passion, the leader must maintain a consistent style, be good at discovering problems in management, promptly promote process change, and spread the seeds of passion like seeders. In the various teams of the enterprise, let everyone have innovative thinking. The potential of employees is actually like a dormant volcano, which constantly stimulates energetic employees, and at the same time affects those already inert old employees. Turning the dormant volcano into a volcano that erupts the passion can make the vitality of the company extremely to. At the same time, passionate leadership can not only establish a vibrant and innovative corporate culture within the enterprise, but also pass this passion on to customers through service. Let the enthusiasm of the enterprise shine more heat to a wider area and provide greater impetus for the development of the enterprise. ^[1]

Case 2: Classic case of passionate leadership

In 2002, Ye Ying was selected as the global vice president of Kodak. This is the first time a Chinese woman has appeared in a senior leadership position in a Fortune 500 company. Passion is the pursuit of Ye Ying's life, and also the characteristic of her leadership. The insider's evaluation of Kodak is: Not only is the decision-making team very passionate, but also the various teams in the entire company are very passionate, and even people outside the company are infected by that passion and that input. In summing up the successful experience of the company, Ye Ying said that the leaders of the company use the passion of leaders to make employees full of passion. In this way, the most important way is to reflect the company's personal respect for employees, so that employees can easily feel the humanity in the corporate culture. ^[1]