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“Let’s Talk Business” with Richard Coles 21st Century Leaders Journey

September 23, 2017 Headline News, Training No Comments Email Email

“I think what leaders have to do is to provide a vision for the future. And what has been remarkable to me . . . is the power of a vision.

If you can present (that vision) to people, either to people inside of the organization who have been damaged or people outside the organization who have lost faith in what the organization can do, the power is remarkable.”- Unknown

The old values of management are becoming less and less relevant in today’s climate where technological and social changes produce a workforce who prefers to agree rather than obey. This in turn requires a style of management leaning towards helping people to do their jobs better, as well as to development and growth. We need to collaborate and cooperate more.

Management today involves operating in an environment of ever improving communication systems requiring faster and more accurate decision making. More communication is not always better communication so, those in the team are still expecting time for face to face communication. Working under such circumstance forces the manager to be often torn between the pressures of exerting ‘strong’ leadership on the one hand, and allowing participative methods on the other. An approach of ‘situational leadership’ is needed more than ever.

One thing is for sure; leadership is a complex issue when exercised by the individual. It is a combination of organising and motivating, setting goals and controlling through effective communication, while giving people confidence in what they are doing.  The confidence given by the manager to his team develops through giving value to their jobs, them as an individual, and to them as a team.

The success of managers as leaders depends, primarily, on their ability to communicate to all the people for whom they are responsible.  They need to convey what they need and the importance of doing it.  It involves the acceptance of change, the commitment to customer services (internally and externally), the achievement of more with less, and eventually the harnessing of experience, personal skill and training to generate development.

Failures in communication are costly.  If a manager does not relay the problem to the team, they work in the same mode and inadvertently maintain that problem believing it is the right method of operation.  This costs the organisation money and change becomes difficult as it then involves personalities and not systems.

However, where there is change, full benefits can only be achieved when there is an adequate communication system for explaining face to face, directly to employees, what is required and why.  This develops interaction and teamwork, so allowing everyone to work towards a common goal.  Such communication results in greater productivity through more effective work and greater co-operation.

There is no monopoly of wisdom at the top of organisations.  We cannot afford to waste ideas and inventiveness of employees at any level.  The way present new employees have been trained at school, university and indeed training programmes is probably through involvement.  They therefore expect to be involved in the workplace, and people need to understand what they must do and why; how they are performing against budgets and targets set, and what their conditions of employment are. Work needs to be stretching, meaningful and grow the individual.

Richard Coles, Owner of Coles International Training & Consulting researches, develops and delivers real world learning and organizational solutions to clients’ needs and problems around the world. One area of specialization is Customer Service and leadership initiatives. Richard was in the airline business for over 30 years in prominent roles and worked for the best, KLM, Qantas and Emirates, so understands the travel industry well. To discuss your training needs, challenges, goals and strategy, visit and email Richard on:

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