Question

Think of an organization that you currently work for or one that you have worked for in the past. Does your organization tend to focus more on being adaptable or on controlling costs, errors and efficiencies? What Leadership traits are needed for each focus?

Answer 1

Consider an organization in past I can say that the organization have a balance when it comes to adaptability and controlling costs , errors and efficiencies.In terms of leadership traits what he/she as a leader should focus on is the efficiency , should be realistic in terms of goals and targets , lead should also focus on the quality , they should be good at supply chain management , also they should lead from front if any issues arise and set an example of controlling the situation.

Overseeing the operations of any business is a career in which the right business-minded individual can truly prosper. An leader is tasked with safeguarding that operations are both efficient and effective. However, this requires not only understanding a business’s overall goals and objectives, but using that information to run the business effectively. At its core, the skills needed for a effective career in operations include the ability to think analytically, communicate effectively, and implement efficiently.

For leadership traits of efficiencies an effective manager is defined as the master and leader of managing the input and output of resources. These professionals enhance processes to decrease the cost of goods per unit, making it possible to sell at a lower cost and leaving a margin just high enough to remain alert in competitive business atmospheres. Processes performed in this fashion are typically able to reward the hard work of the teams involved in creation. What is the secret weapon? Efficiency.There are various models such which are used by organizations one such being the JIT or Just in time , this is a famous tool used now a days for efficiency model , lean manufacturing.

One of the toughest parts of being a great leader is finding when a team member is struggling to meet performance goals and addressing delicate issues. Employees who aren’t performing only reduce the productivity and efficiency of their co-employees, and identifying possible solutions as a therapy is the difference between building trust in management and building fear for one’s position in strategic positions. Leaders need to make sure their management team keeps them informed of individuals who are outshining and individuals who are dropping behind. The ultimate goal should be uniformity – cheering top performers to perform at their peak, and finding ways to bring under performers up to morals.