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Difference between manager and leader

A manager is a person who manages subordinates and business results.

A leader is someone who pulls his subordinates toward a goal.

Compared to managers who value numbers and support, and subordinates who value not making mistakes or failures.

Leaders value the ability of their subordinates to act voluntarily and grow even if they fail.

If it is the manager who gives instructions to his subordinates based on his past experience, the leader is to instill the vision he should aim for and work with his subordinates to open up the future.

Managers aren't necessary at all, but in this day and age, leaders are sought after.
However, an organization with a leader who is too strong runs the risk of becoming an "instruction-waiting group" that seeks the leader's instructions without thinking for himself. I think that an organization in which each person can think and act independently and cooperate with each other is a truly strong organization, not an organization that cannot move without the instructions of a leader.

Build trust as a leader by listening

Members need to have a relationship of trust with their leaders in order to act independently.

"A sense of security" where you can talk to the leader about anything
The leader understands himself well, the "confidence" that comes from it, and
You will be able to take action to meet the expectations of leaders.

Instead of suddenly asking for action

Don't forget to build up the sense of security → self-confidence → action.
Building a sense of security requires the leader to listen to the members.

• Listen to the end without interrupting the members' stories

• Listen while sympathizing with the feelings of the members

• Create an atmosphere that makes it easy for members to talk

Instead of touching your computer or smartphone, focus on listening to the other person.
The Chinese character "listening" is required to be listened not only by hearing but also by looking at the other person and feeling with the heart so that it can be decomposed into ears, + (plus), eyes, and heart. Creates an easy-to-speak atmosphere with aizuchi and gentle facial expressions that match the pace of the other party.

Motivate with feedback

Feedback is to convey what you feel from the other person as it is, without evaluating good and evil.

"You've done XX"

"△△ has not been done yet"

"I'm not fine today."

"I'm doing my best until late"

With feedback from the leader, I felt that I was caring for myself.

You may be motivated, or you may be asked to consult with "actually ...".

Feedback can be negative as well as positive. In any case, feedback of the facts is necessary as a leader.

The point is to give appropriate feedback on the spot as much as possible without taking time. It is necessary to have an attitude of communication as a leader who pays attention to the members and speaks to them.

It is also important for leaders to understand the strengths of their members and work to utilize them in their work.

What are you worried about

What is the problem

Leaders have a good understanding of their condition,

By feeling that you are valued

It creates self-esteem and leads to self-confidence.

Motivate members with appropriate feedback along with listening.

Effective questions that encourage action

When members are worried or not doing what they want, the leader will help with questions.
Ask questions that members can think of, rather than directives such as "do this" and "fix here". Of course, in some cases, instructions and commands are also required, so it is necessary to use them properly.

If the members are not satisfied with the instructions, they will feel "punished" and feel unwilling to act.
There is also the danger that you will be "waiting for instructions" to do what you are told rather than thinking for yourself.

This will not activate the tissue.

That's where question support helps members to think for themselves.

"How far have you been made?"

"What have you tried so far?"

"What do you think is the challenge now?"
"What can I do now? What do I want to do?"

"What do you want me (leader) to do?"

These questions have the unique awareness of the members involved, and through conversations with the leaders, we can see what we should do. Encourage members to take action with effective questions.