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Showing posts with label Dr. Susan Sasiadek. Show all posts
Showing posts with label Dr. Susan Sasiadek. Show all posts

Monday, May 4, 2015

The Heart of an Entrepreneur



 By Dr. Susan Sasiadek (March 13, 2015)


While working on my MBA it was clear to me that the number one goal for all companies was to turn a profit.  I remember learning early on that owning a business is much like the game of Monopoly; as long as you have money, you re in the game. Once you are out of money, the game is over. So why then wouldn’t the focus of owning a business be centered on profits?  For many companies this is exactly where the focus is. However, there has been a dynamic shift in the thinking as to why entrepreneurs set out to create a business and how to maintain a successful organization.

One of the beliefs that lies within the hearts of many entrepreneurs is to do what you have a passion for and the profits will follow. A similar concept I have often shared with young college students; do what you love and the money will come.  Although this sounds easy enough, many times people and organizations lose their focus of what it is they set out to achieve.  As the world is constantly changing so do companies and the people that work for them. How can one start a business they are passionate about, ensure it will be successful and keep the heart of an entrepreneur?

I believe there are four key ingredients that are needed in order to maintain one’s passion and create a recipe for success. 
  • Create a mission that drives not only your company, but the employees that are invested in working for you.  
  •   When you start a business always have a purpose. One of the best ways to accomplish this is to have the business product/service with the end result to the client as the goal, not the profit (Cited by Paul Mitchell, Case, n.d.)
  • Incorporate a value system that is focuses on employees, giving back to the community and on your customers (Cited by Danny Meyer, Case, n.d.). Philanthropy needs to be part of your organizational culture.
  •  Embrace rejections and failures as they leave an imprint on you of valuable lessons from which your business will grow (Cited by Paul Mitchell, Case, n.d.).
The greatest asset for any organization are the employees that work diligently to drive the mission, embrace the values and focus on each customer. In order to create an organizational culture in which the employees are driven to perform at this level, it is imperative to have leaders within the organization that create the dynamics of the culture in which, employees not only want to come to work each day, but look forward to coming to work. An environment in which the passion of the founder is passed on to all levels within the organization. Danny Meyer, the CEO and founder of Shake Shack once shared that the “best way to be greedy is to focus on your employee’s first, then your community and third, on your customers (Case, n.d.).

Taking the time to identify your organization’s focus, purpose and mission, will not only help to create the organizational  culture in which the values and passion come alive; it will also help to ensure a servant style of leadership that focuses on the people first and profits second.

Case, Jean . (n.d.) . Two years to build a billion-dollar brand – with meaning. Forbes under 30 Summit .  Retrieved on March 13, 2015, from http://www.forbes.com/under30video/#/sessions-and-speakers/3855955367001

Thursday, November 6, 2014

Quality Leadership

By Dr. Susan Sasiadek

In today’s society there are ongoing changes to our economy, healthcare, education and numerous other areas; all of which are impacted by leadership. The way each community views leadership and the manner in which leaders are followed dictates the results that impact our world. There are many theories that define various models of leadership. These range from Transformational leadership, Servant leadership all the way to Transactional leadership. All of these have unique traits that classify a leader based on their style into one category or another. Today, leadership is expanding, as the demand for high quality leadership continues to be on the rise; organizations continue to grow and the expectation of the employee’s increase. What constitutes as a high quality leader? There are three attributes that are essential for the leaders of the 21st Century; Empowered Leadership, Empowered Emotional Intelligence and Hybrid Leaders.

Empowered leadership consists of two elements. First the ability to empower the employees in a positive and productive manner that will help the organization in addition to helping the employees continue to grow. The empowerment of employees is not a means of assigning additional work to an employee or expecting the employee to make decisions they are not qualified to make. Empowerment is a way of working with employees through encouragement to partake in various aspects of the organization through planning, developing strategies, searching for new ideas and developing better methods within the organization (Sasiadek, 2006; Goddard & Brown, 1995). The second element to empowered leadership pertains directly to the organizational leader in an effort to inspire, captivate imaginations and raise the bar in terms of the level of expectations. In a recent study it was shared that “leaders need to create environments in which employees trust each other; only then will people feel comfortable about experimenting with new ideas and safe enough to take reasonable risks” (2006, pg31; Dobbs, 1993).

Emotional intelligence is closely related to empowered leadership as the combination of the two allow leaders to have a clearer understanding of the people they work with and how to motivate them. According to Jamieson (2014) “empowerment through emotional intelligence is the way to utilize one’s communication skills, the ability to create rapport and empathy with people, to influence outcomes and the behaviors of other people” (para 4). As human beings emotions play a significant part of our life. These emotions can and do carry over to our work environment. “When an emotion is triggered in one’s brain, the nervous systems responds by creating feelings in the body and certain thoughts in one’s mind (Lamia, 2010, para1). These thoughts and feelings can impact the motivation one has in terms of completing a task or participating in work projects. There are five key areas that are important to understand when it comes to emotional intelligence. They are: self-regulation, motivation, social skills, self-awareness and empathy (EQmentor, 2009). As a leader it is important to have the ability to work with people and understand these emotions and the impact they have on individuals. Leaders that are able to ask the right questions of employee(s) are better able to manage the emotions and lead employee in the right direction to continue to be motivated and productive. 

Hybrid leadership is defined as a “blend between the strengths of male leadership behaviors and values with the strengths of female leadership behaviors and values” (Bourgeois, 2003, pg4). It has been established that when one blends the leadership styles of both men and women; the results equate to a more impactful and effective leader (Bourgeois, 2003). In a study conducted by The Center for Workforce Excellence Company it was established that there are several key characteristics that men and women tend to favor. In the study it identified that men tend to be more strategic thinkers, visionaries, independent thinkers, analytical and values leadership and the drive in others (Bourgeois, 2003). Women on the other hand, tend to be more collaborative, open communicators, support empowerment, understand the need for work/life balance, attention to details and openly demonstrates value placed on others (2003). By combining the strengths of both genders, leaders are able to work more effectivity in addition to optimizing better results for the organization. 

Leadership behaviors continue to change with the times. Many of the leadership styles used in the 21st Century were unheard of in the 20th Century. According to Steve Denning, the 20th Century was more” focused on finite goals of delivering goods and services to make money” (2010, para 1). However today there is a more “infinite goal of delighting customers…” (2010, para 1). The understanding of stakeholders; both internally and externally will impact not only the reputation of the organization, but also the manner in which employees operate and thrive. The recession of 2007-2009 forced many companies to change the manner in which they operate, which included the styles and behaviors of leadership. In order for the 21st century leader to be successful it is important that they understand the traditional styles of leadership. It is even more important today that leaders are able to incorporate the styles of empowered leadership, emotional intelligence and the understanding and application of hybrid leadership.

Dr. Susan Sasiadek has worked in higher education for the past 16 years. She holds a Doctorate in Organization and Management with a specialization in Leadership, two master degrees; MBA with an emphasis in Marketing and M.A. in Organizational Management with an emphasis in Human Resources and a Bachelors in Fine Arts with a specialization in Vocal Performance. Susan has an interest in empowerment, organizational behavior and strategic leadership. Dr. Sasiadek can be reached at susan.sasiadek@gmail.com

Citations


Bourgeois, Trudy . (2003) . The leadership evolution: creating the hybrid leader . The Center for Workforce Excellence Company . Retrieved from http://www.google.com/url?sa=t&rct=j&q=&esrc=s&frm=1&source=web&cd=2&sq i=2&ved=0CCoQFjAB&url=http%3A%2F%2Fwww.lesaffaires.com%2Fuploads% 2Freferences%2F1266_creatingthehybridleader.pdf&ei=W_XsU_XTOs_woATpxI CQBg&usg=AFQjCNHAGqnYVbv4Bab0Jw0uu9tmPkWwsA&sig2=ZWv8kjUcXxH 5Khyw0Xk06Q

Denning, Steve . (2010, Aug-24) . The biggest difference between 20th and 21st Century Management . Retrieved from the-biggest-difference-between-20th-and- 21st-century-management

Dobbs, J. (1993-Feb) . The empowerment environment . Training and Development Journal . 47(2), 55-57

EQmentor Inc. (2009) . EQpowerment: emotional intelligence achieved . Retrieved from http://www.google.com/url?sa=t&rct=j&q=&esrc=s&frm=1&source=web&cd=9&ve d=0CFwQFjAI&url=http%3A%2F%2Fwww.eqmentor.com%2Fmanagedcontent% 2Fsales%2Fdocs%2FEmotional%2520Intelligence%2520WP.pdf&ei=lvDGU6n9 Acz_oQSC8ILYAw&usg=AFQjCNEYaje9HFCA6TvMBRsimTdgdHpShg&sig2=6T ZsE7aRqL6Ss88UzgXtcQ

Jamieson, Ray . (2014-Feb) . Empowerment through emotional intelligence . Life Change 90 . Retrieved from http://www.lifechange90.com/empowerment- through-emotional-intelligence/

Lamia, Ph.D., Mary C. (2010-Dec 31) . Like it or not, emotions will drive the decisions you make today . Psychology Today . Retrieved from http://www.psychologytoday.com/blog/intense-emotions-and-strong- feelings/201012/it-or-not-emotions-will-drive-the-decisions-you-mak

Sasiadek, Ph.D, Susan . (2006-May) . Individual influence factors that impact employee empowerment: a multicase study . Ann Arbor, MI. ProQuest Information and Learning Company