rent a bull Leadership: Are You a Bully Leader?

Bullies do not exist only on the playground.They also sit in the office of the manager or CEO.The leader of the bully is sharp, authoritative, angry, and uncomfortable with the person in contact with it.
The bully leaders believe they are bringing together troops to bring all of them in.But this is not the case.Bully leaders give orders, threaten the consequences, and use strong, harsh statements to motivate people to do what leaders want to do.The result is limited.This is what the bully leader is unaware.Bullying leaders is terrible for people, so they do what they need to do, but it's a sacrifice.
Sacrifice takes place in the work done.
People do what they need to do, that's all.They are not beyond and beyond.They don't share their knowledge and ideas with the leaders.Bully leaders want and need to be people with great ideas.
They don't want to share the spotlight.
The bullies think their approach works because they see the results.They don't see the limitations or impact of their style.What they see is the result.The result needs to happen.The domineering leadership style has been strengthened and continued.
What they don't see is the possible outcome of a more open and powerful leadership style.They did not see the impact of their leadership on their employees.They did not recognize the negative effects.
These negative effects are costly for the company.People have no power.The bully leader missed the great ideas of their employees.-People respond to a decline in motivation, interest and commitment or loyalty.
and quality.
-People may have physical reactions that increase absenteeism.-People may have their emotional reactions, reflecting the bullying atmosphere that leaders create in the organization.What is the motivation of bully leadership?Bully leaders to control.
They lack trust in others.
They believe that no one can do the job as well as they do.Because of their fear and lack of trust, they assert that they are aggressive.They also have a history of using bullying technology to control their world.
It has a history of working for them, bringing strength to them and maintaining their own safety.The result of bully leadership is far less than the result of enabling coach leadership.This effective leader believes that people can and will do their job.
The staff exceeded expectations through their authorization.Foster existing customer relationships and pursue greater results.A bully leader can transform and become a competent coach leader through conscious focus and work.
-Recognizing that their bullying approach is ineffectivePromise change-strategies-Work with the team, from being bullied to being directed.This step is the most difficult because it requires the trust of both sides and this team has not been trusted in the past.Leaders must build trust and patience during this transitional period.
Their commitment to change must be extraordinary to show their trust in others and their willingness to risk their own vulnerability.-Recognize the achievements of the team and every success.It can be transferred to cooperative leaders, who focus on their work.
Or kick the bully out of the organization.And cooperation, and see changes in the results within the company.The benefits are amazing.You will see improvements in employee performance, loyalty, idea generation and sharing, team work, focus and implementation of strategic goals.
These all contribute to the overall success of the organization