There are numerous philosophies of leadership and various approaches to leaders connections with those whom they lead. Some ideas conclude a leader must remain personally disconnected from their followers. However, the authors Porter-O'Grady and Malloch as well as Dale Carnegie disagree with this particular thought process. Instead, they believe leadership is done through place of influence, which is built on personal relations. The authors agree on several ways to achieve and build relationships between leaders and their constituents. First, individuals need to feel connected on a personal level. People want for others to ask them how they are doing and genuinely mean it. Second, a leader can build and maintain personal connectivity by focusing on the wants and needs of those who follow them. Finally, all people wish to feel appreciated. They want to know that what they do and who they matters to the leader and their organization. It is easy to see there are several different ideas of how leaders should lead and how they should or should not relate to people. Tim Porter-O’Grady, Kathy Malloch, and Dale Carnegie think there are multiple ways to lead however the most important leadership skill is the influence that comes from a relationship and personal connection.
The first concept of leadership is genuinely allowing staff members to feel appreciated. Carnegie (1936/1981) recognizes that the only way one can get someone to do something is by making the other person want to do it (p. 17). Most people want to have good health, food, sleep, and money, however one most ungratified aspects is a feeling of importance. As staff members are struggling in a changing society, individuals feel unappreciated and burnt out. The concept of appreciation will allow staff members to become enthusiastic about their role. Leaders must seek to find what is best in each employee and put those skills to use. Using these skills can develop not only appreciation but also encouragement and ambition to do a better job. Those who work under criticism will not work well, however those who are appreciated will be encouraged to greatness. Carnegie (1936/1981) summarizes this by stating, “Let’s cease thinking of our accomplishments, our wants. Let’s try to figure out the other person’s good points” (p. 29). Be sincere in appreciation.
Porter and O’Grady look at appreciation from more of a team view. Porter and O’Grady (2011) state, “All team members should believe they have value and are there because they have a unique contribution to make” (p. 175). As individual appreciation is needed, mutual appreciation among the team is essential as well. Without appreciation, team integrity is compromised. Throughout the team, each member should be made aware of how important his or her role is. As this is accomplished, team members can then allow others amongst the team to feel appreciated and honorable towards their own roles. So instead of organizations...