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Posted: 2006-05-20 / Author: Jared Shippel

B E E Leadership And Dynamic Character Development

BEE Leadership

As a leader you want the best team to support you. But what if some members of your team don’t believe in themselves – or some believe too much? This is a serious problem, particularly in the Black Economic Transformation process in South Africa. People’s level and quality of productivity is a result of their own belief in their character. Often some team members don’t believe in themselves, and this can undermine not only the overall success you want your business to achieve, but your own success as well. On the other hand, if some team members believe too much about themselves, they could land up either undermining other team members or fall short of expectations. Group dynamics usually include both, and often have undesirable results that need to be solved, prevented or completely re-engineered. It is vitally important for companies to be conscious of the self-perception a new member to their team has of their character, as well as the contribution they can – and are willing – to make. The company also has to be aware of the perceptions the new team member has of other team members and vice versa. This is vital in determining whether these perceptions can lead to the detriment or success of the company. Many companies believe that by understanding the basic personality of each team member, motivating factors for each can be determined. Possibly the most prevalent personality tool in the business world is the MBTI (Myers-Briggs Type Inventory), which provides important personality theories to the team leader to understand team members. These include: Intuitive Thinking: Intellectually orientated, these people have a strong drive to know and understand everything. They usually question authority before accepting it. Intuitive Feeling: A personality who has a strong drive to continue developing their character and personality. They seek unity and uniqueness, and have a quest for self-actualization – they want to grow and help others. Sensing/Judging: A personality who values belonging and feels the need to be useful to the people he or she is connected with. They are highly responsible and “doing the right thing” is of high priority to them. Sensitivity and Perceiving: A personality who enjoys action and excitement; they value freedom, are optimistic, cheerful and need to be kept positively challenged and occupied. It is important to establish what motivates your staff and clients, and have a good understanding of the types of personalities you are dealing with – look to transform the weaknesses into strengths, and then hone these strengths into actions of excellence. This is practically achieved by the Success Generating Strategies Model, which powerfully and efficiently transforms companies into market and industry leaders. Based on the principle that all transactions are made up of all interactions, and that each transaction has the potential to either make or lose money for the company, this model poses a frightening possibility of what each company might be losing from each error. In some instances this equals billions of Rands, depending on the number of interactions. Convert this to a more constructive path – billions can be made! The model itself is a powerful tool that streamlines companies by mitigating and removing risks, in organizations, that are hindering progress and productivity. The end result of this process is profound. Gross profit in companies sky-rockets. Employees are happier, more efficient and far more productive. Absenteeism rates are decreased and economic nightmares such as strike action can be completely averted. Allen Berkowitz has developed the SGS Model through years of research and experience. He is a consultant and facilitator for Lankon Consulting.


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