Hi Lillian! Thank you for your return response- I appreciate your detailed response and admire your writing style too. Yes- that would have been great to meet in person to discuss these questions, possibly one day when I come to the east coast? I think leaders overlook people as a strategic asset; because self-gain and ego are prime, but do you also think they are afraid of change? Studies reveal “leadership, by contrast, is about coping with change. Part of the reason it has become so important in recent years is that the business world has become more competitive and more volatile. More change always demands more leadership. Most U.S. corporations today are over-managed and under-led”(Kotter, 2015). As TSLs, how do we make sure readiness for change is sustainable and manageable for leaders? (Sorry another question!). I have conducted further research and have found the following:

“Taking Ground Back from Egotism

Egotism in leadership can be countered. But it takes a deliberate effort on the part of leaders to refocus and see things from a wider view. Trained coaches can be an excellent resource to guide leaders to a helpful perspective. In some cases, a leader can only make progress on becoming less egotistical through working with an experienced professional.

An effective leader requires a life of balance. Some ego tendencies are beneficial. Boldness and confidence are certainly assets in forging direction and inspiring followers. But these tendencies must be kept in check and proportioned with other important leadership attributes.

To minimize the unhealthy effects of ego, a leader must find a conscious balance between:

• Strengths and weaknesses
• Ambition and caution
• Confidence and doubt
• Foresight and hindsight
• Boldness and accountability
• Inspiration and being grounded
• Personal needs and the needs of others” (H, 2017).

Furthermore, I think leaders who have an ego have an ability to change, but it will take time to move forward and understand that people potential is above self-gain, but I can predict it will take time, dedication and inspiration from direct leadership will take time to change. Traditional leadership ( top-bottom) plays a large aspect, but I know in the 21^st century, people will have the ability to change their mindset.

In regards to measuring an individual to team commitment, you have indicated that certain behaviors are indicators, (like bring humble, hungry and smart), but what would happen if we provided individuals questions to answer the following questions:

“Organisational Commitment

• I tell my friends this is a good organisation to work for.
• I feel very little loyalty to this organisation*
• I would accept almost any type of job assignment in order to
• keep working for this organisation
• I find that my values and the organisation’s values are very similar.
• I understand how my job contributes to the organisations goals and objectives
• I have a good understanding of where the organisation is going
• I am proud to tell others that I am part of this organisation.
• My organisation is known as a good employer locally
• ! I am willing to put in a great deal of extra effort to help this organisation be successful.
• I would be just as happy working for a different organisation if the work was similar. *
• It would take very little change in my present circumstances to make me to leave this organisation.*
• I am extremely glad that I chose to work here rather than one of the other jobs I was considering at the time I joined.
• There’s not much to be gained by staying with this organisation indefinitely.*
• Often, I find it difficult to agree with this organisation’s policies on important matters relating to its employees.
•  I really care about the fate of this organisation.
• For me this is the best of all possible organisations for which to work.
•  Deciding to work for this organisation was a mistake on my part.
• I speak highly of my organisation to my friends.
• I think this is a good place to work.
•  My organisation inspires the best job performance from me.
• I am proud to be part of my section/department/service.
• I understand how my work contributes to the organisation goals and objectives.
• I would recommend this as a good place to work
• This has improved as a place to work over the past two years.
• I am confident that the results of the survey will be acted on.
• I work in a well-managed organisation
• Morale in this organisation is good

Service Commitment

• My organisation offers excellent service to our customers.
• Customer satisfaction is a priority in my organisation.
• My organisation responds well to customers when their needs change.
• My organisation’s customers feel that we strive to satisfy their needs.
• My organisation has one of the best reputations in the industry.
• My organisation tries to make its products/services easy to use.

Questions to Measure Commitment and Job Satisfaction

• I am encouraged to be creative and innovative to meet my customer’s needs.
• Rules and procedures enable me to meet my customer’s requirements.
• I am proud of the quality of our organisation’s products and services.
• My organisation gives me sufficient resources to satisfy customer needs.
• I enjoy providing the best service to customers.
• My manager is committed to high levels of customer service.
• This organisation cares about its customers I feel I have the necessary skills to provide good customer service.

Work Commitment

• The most important things that happen in life involve work.
• Work should be considered central to life.
• An individual’s life goals should be work oriented.
• Life is only worth living when people get absorbed in work.
• The major satisfaction in my life comes from my job.
• The most important things that happen to me involve my work.
• I live for my job.

Career Commitment

• My career is a central interest in my life.
• Working in my current profession is important to me.
• My career is likely to take me to work for other organisations beyond this one.
• Changing my career would be difficult for me to do now.
• Changing my career now would involve a considerable sacrifice
• Pursuing my career is important to my self-image.
• I know where my career is going
• I would recommend my profession as a career.
• I think my profession is a rewarding career.
• I would not want to work outside my profession.
• I would leave my profession if I could.”(Hayday, n.d).

Other than determining if an individual is humble, hungry and smart, I feel we need to dig deeper and analyse an employees’ innovation and motivation. We are in this together to determine employee commitment.

 

References:

Kotter, J. P. (2015, August 24). What Leaders Really Do. Retrieved October 12, 2018, from https://hbr.org/2001/12/what-leaders-really-do

1. (2017, June 14). The Dangers of Ego in Leadership. Retrieved October 12, 2018, from http://www.kashboxcoaching.com/the-dangers-of-ego-in-leadership/

Hayday, S. (n.d.). Questions to Measure Commitment and. Retrieved from https://www.employment-studies.co.uk/system/files/resources/files/mp19.pdf