Management consultancy

Management consultancy

Research shows that leaders who develop healthy behaviors and then turn them into everyday habits make smart decisions more quickly. Their habits also help them to adhere to disciplined procedures to analyze the situation and achieve successful results.

Here are three habits that often appear in successful leaders:

1- Know when to stay away from opportunities.

The royal family that founded the fast food chain In & Out Burger has kept the limited menu offerings for 60 years. Although competing restaurants expanded their menus, IN-N-Out Burger restaurants felt they were quality-guaranteed and had to adhere to a few items.

2-Balancing short- and long-term goals.

"If you're chasing short-term goals at the expense of long-term goals, you could lose the biggest trophy," says Thor Muller. That's why the race to achieve huge numbers per month or every quarter without pursuing long-term goals can destabilize the company. IN-N-Out Burger executives have made their success measure of product quality consistency.

3- Control only what should be controlled.

"Leaders don't run every big and small, they're setting a clear direction and then they figure out why this trend makes sense, for example, IN-N-Out Burger interns learn how to operate equipment? However, managers do not have to commit to a script when dealing with customers. Company leaders control the training process to ensure that employees have learned all aspects of business technology, but also give team members the confidence to communicate with the public in their own way" says Leen Baker

If you are advising a new manager, start by setting guidelines. These principles will become the cornerstone on which you can build trust. A relationship of trust enables responsible people to instill loyalty, extract maximum effort from others and encourage teamwork.

Prepare your managers to develop dynamic leaders by helping them develop these four skills and trends:

1. The ability to speak English easily.

The people who hide behind the buzzwords are making fun of their employees. Managers who go beyond acronyms and industry language for clear communication are the easiest to understand. This makes them look more confident and trustworthy.

2. Usually ask smart questions.

"Leaders who want to learn from others are quick to come together," their questions pave the way for a dynamic exchange of ideas and information, making employees feel valued and their views as important as contributors"says Jason Jennings.

3- Desire to listen.

Surely, you want your managers to emulate the model of that kind of guy. Wait until participants answer your questions instead of postponing it very soon. Keep in mind what others say so you don't have to make them repeat it again. Remain silent when you tend to show that you know everything and thus help others become the focus of attention.

4- Commit to tangible deep-rooted values.

"Leaders are easy to talk about," says Jason. So make sure that your rising stardom is not just a subtle expression of the organization's core values (such as honesty, integrity and customer status), but also to act on and follow through. Create a culture where everyone feels comfortable when discussing what matters most and why it matters most. Staff trusts heads who share the same values.

One of the most tried-and-tested models of behavioural change assumes five stages of change: premeditation, meditation, preparation, action, and prevention. The idea does not involve urgency or overcoming certain stages, but needs to complete each stage and then move on to the next stage.

1- Pre-meditation.

You have no intention of changing, either because you lack information, or because you have failed before and are frustrated.

2- Meditation.

This means people who say they will consider introducing change in the next six months. In fact, they may swing for much longer. "Help yourself move on to the next stage by putting a list of the pros and cons, then study the negatives and think about how to overcome them," says Harvard Watch.

3- Preparation.

At this point, you know what needs to change, trust that you can do it, and start making plans. After initial steps have been taken. You should now develop an action plan with realistic objectives.

4- The procedure.

After I have done the change. Now start to meet the challenges that arise from this change. Try alternatives. Be clear about your motivation. Get support.

5- Prevention.

"When you practice new behavior for six months, you'll be in the prevention phase," watch says. You may tend to stop thinking about change, but you will not, you should incorporate this change into everything and avoid relapse.