BE A POSITIVE INFLUENCER IN YOUR ORGANISATION

REGISTER NOW

BE A POSITIVE INFLUENCER IN YOUR ORGANISATION Authored by Ifade Olusegun

be-a-positive-influencer-in-your-organisation

The truth about leadership is that we are all leaders. The common and simplified definition which is mostly acceptable to everybody irrespective of their field is that, a leader is a person that has an influence over people.

If you are manager, you are a leader, because you have much influence over your subordinate. If you are a subordinate, you have an influence over your supervisor technically; because your performance is an issue to him or her and most time they dissipate time and effort to ensuring you meet certain expectation. Your position demands that they act on you. That is an influence!  In fact most managers that are emotionally unstable are at the mercy of their subordinate, since the latter can determine the mood-joy or sadness, his or her line manager should be at a particular time, with a deliberate actions. It could be deliberately submitting report late or failing to meet a target.

Our aim is to ensure that your influential leading is positive, since we all have influence. Therefore, having positive influence over those around us becomes a goal to achieve, as research has showed that, organizations where employees see themselves as a positive influencers are more productive and achieve peak performance in their day- to-day activities and also the employee that see themselves leading right get to the zenith of their career faster than those who don’t.

These are THREE steps to becoming positive influencer as an employee.

Empathy

The starting point of becoming a positive influencer as an employee is empathy. Empathy is the ability to experience and relate to the thoughts, emotions or experience of others. Empathy is more sensitive than sympathy. This is the ability to situate yourself in others shoes. It means asking yourself questions like, how will you feel as a manager if a subordinate delay this vital report that management is basing their decision on? How will you feel, if nobody is ready to put you through certain task? How will you feel if you are the employer and somebody is not performing right in their job? Will my company get better than the competitors, if I am working at this level of performance? Empathy shows your level of deep care for both the people and organization.

Trending Article BECOMING YOUR ORGANISATION’S COMPETITIVE ADVANTAGE

You must be ready to do more than you are paid for. Employees that withdraw their best because achieving outstanding result is all about going the extra mile which they believe is not paid for will always have negative influence on people around them and mostly to their manager, because their job will always have an aroma of imperfection. Being known as the goal-getter is about having a positive influence in the organization. When tasks are difficult and require best brain, and you are called to solve it, then you are leading right. Such Employees grow faster in the hierarchy of leadership because they give in their best to solve problems.  Remember, if you are willing to do more than you are paid to do, eventually, you will be paid to do more than you do.

Be Proactive

Do not be reactive to situations. The ability to be proactive provides a clear advantage in the workplace and most managers expect subordinates to demonstrate a proactive mentality. You must be proactive. Being proactive is all about developing the ability to anticipate solutions before the problem surface.  The most valuable employees are the ones who are proactive. By definition, this means they control situations by making things to happen rather than waiting to respond after things happen. People who are proactive don’t sit around waiting for answers to appear; they stand up and find the answers. They don’t wait for someone to hand them an instruction manual; they’re resourceful. They take charge of what need to be done before been called. It means having the ability to take full responsibility while others are seeking for whom to blame.

 

Authored: Ifade Olusegun

HR Business Development, Simeon’s Pivot Resources

EIA SPR

Print Friendly
REGISTER NOW

Leave a Reply

Your email address will not be published.

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>

Subscribe to Our Newsletter

Join Our Newsletter