GOVERNANCE
Leaders Should Strive To Bring Out The Best In People
By CS , Dr . Kellen Kiambati
If a leader takes on a new idea and introduces it to a team , the reaction of the team members will most likely follow the 80 / 20 Pareto rule . Twenty percent will be change friendly and fully supportive and doing eighty percent of the work effectively .
On the other hand , the remaining eighty percent will mostly likely resist the change no matter how good the idea is . They unknowingly sabotage the new idea through low energy , grumbling , absenteeism and lack of commitment and tend to be the critical mass sustaining negative reactions against the desired changes .
The major problem is that the working twenty percent must bear the load of the non-performers .
Given the above background , what exactly is the main challenge ? It is one simple element , attitude .
Attitude is all about team members mental and feeling perspectives . Attitude refers to a person ’ s general outlook or mindset towards something , which can be positive , negative , or neutral . It is a combination of beliefs , feelings , and behaviors that shape a person ’ s reactions and responses to different situations .
Attitude can have a significant impact on work performance because it affects the way people approach their job responsibilities , interact with others , and handle challenges .
Positive attitudes , such as optimism , enthusiasm , and a strong work ethic , can lead to better job performance because they motivate individuals to work harder , persist through obstacles , and strive for excellence .
Positive attitudes also tend to lead to better teamwork and collaboration , as individuals with positive attitudes tend to be more supportive of their colleagues and work towards common goals .
On the other hand , negative attitudes , such as cynicism , apathy , and a poor work ethic , can hinder job performance because they can lead to a lack of motivation , disengagement , and resistance to change .
Negative attitudes can also create conflict and tension in the workplace , which can further undermine productivity and morale .
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Leaders should attempt to understand what keeps team members from choosing an attitude that would best serve their organizations . The energy team members waste protecting themselves is energy unavailable to meet the organization ’ s needs .
Leaders should attempt to understand what keeps team members from choosing an attitude that would best serve their organizations . Evidence has shown selfimage and self-esteem contribute to the type of attitude team members exhibit . Selfimage is how people perceive themselves and how they believe others perceive them . Obviously , this has an impact on people ’ s self-esteem ranging from self-respect and self-worth .
With all these interactions between selfesteem and self-image , people are inclined to look at what is not working rather than what is working . Focusing too much on what is not working affects the collective attitudes of the entire organization . Ultimately , they move into a defensive and self-protective mode to avoid being blamed for the non-performance . The energy team members waste protecting themselves is energy unavailable to meet the organization ’ s needs .
In conclusion , leaders should be consciously aware that team member ’ s perception of themselves and how they believe others perceive them defines their self-esteem and image and it matters they put programmes in place to promote high self-esteem and image .
CS , Dr . Kellen Kiambati holds a BA - HRM from Kenyatta University , MBA from the Kenya Methodist University and a PhD in Business Administration with a focus in Strategic Management from JKUAT . She is a member of the Institute of Human Resource Management of Kenya . She can be reached via : Kellenkiambati @ gmail . com .
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