Strategies

Strategies for better Performance
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Strategies for better Performance
Change usually is not warmly welcomed by all people in an organization. Some will feel happy and act positively while others will tend to resist. On my last professional practice where I fast experienced staff resting a program change made me questioned my leadership. I later realized that a leader must first build trust among teams before introducing changes. For excellent performance, better communication and decisions making, and working at the same level of speed, leaders must have confidence from their organizations (Covey, 2009).
One of the strategies I would use to establish trust between staff and me before implementing the change is to show confidence by practicing it. That is to say, I would have a clear motive and integrity, and excellent skills and better records of accomplishment (Convey, 2009). A good leader must be successful and leave a good and better future for his staffs for him to be remembered forever. Another strategy I would use is to ensure that every staff member knows that trust among each other is the key to success and it is the best thing to do for better cooperation.
According Day, Gu, and Sammons (2016) regarding the primary and secondary school leadership, trust is given to Principal by both staffs and parents has led to continuous work both within and outside the school, in building both rational and organizational trust. When staff members refused or pushed back during the implementation of the changes, I will send them to go and re-visit and understand the company mission, vision, values, and goals.

Through lack of understanding of company’s mission, vision, values, and purposes, the staffs will never understand changes (Day, Gu, & Sammons, 2016). The next strategy is to involve every team and get their views before making any difference. When the staff members are involved in leadership roles, it leads to the development of trust in the organization towards achieving its goals. There exists a direct association between how concerned workers are in the decision-making in their responsibilities or team and their general morale, inspiration, and contentment with their tasks. Companies who have a higher degree of worker participation in decision demonstrate higher degrees of employee drive and satisfaction. The employees will feel they are an appreciated part of a group and considered as a significant contributor to the team’s success. Hence, they develop a stronger connection of duty for making the decisions.
References
Day, C., Gu, Q., & Sammons, P. (April 01, 2016). The Impact of Leadership on Student Outcomes: How Successful School Leaders Use Transformational and Instructional Strategies to Make a Difference. Educational Administration Quarterly, 52, 2, 221-258.
Covey, S. M. R. (2009). How the best leaders build trust. Retrieved from https://www.leadershipnow.com/CoveyOnTrust.html