Leader vs. Manager vs. Executive … one of these 3 terms does not belong here.

Which one? Leader! In business, leadership is a trait of a manager useful to exert formal authority in interacting with others. It is also a trait of the informal leaders, people that are managers of expertise.

Leadership is a concept to be discussed alone. There is no logical comparison between management and leadership because they are not opposite, but intertwined.

A manager is an administrator of people or knowledge. He takes care of people and the work environment and takes decision that must benefit those two. As long as a manager does not understand that he is not a boss with discretionary powers, he remains a stupid person, doing stupid things and abusing people.

An executive is a person that does things; he makes things happen by acting. From a Chief Executive Officer (CEO) to an Account Executive, they are all people that execute action in order to reach organization’s objectives.

All the responsibilities in a job description can be grouped using the above two characteristics: administrator (manager) and executive (“action man”). When one takes precedence, it gives the name to that job: manager of “something” or a description of the main action that the respective employee must perform.

If we are to better define the manager component, we have to analyze it in comparison with the executive component of a job.

If we are to better define and understand leadership, we have to analyze its formal and informal components, the types of manifestation, and the followership trait (inside and outside the company).

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For an employee the company is supposed to be a family, a place in which you feel good, this being the main motivation and not the money. How about we treat this as a business for both sides? It is always about money. If next to money comes a pleasant social interaction and higher purposes … is fine.

When you negotiate your salary, the employer will try to pay you the smallest amount possible. The funny part is that if you tell the interviewer that you are there for the money, they will put you at the end of the list. So you lie and the carousel starts: they will think they tricked you and expect performance, you will be unsatisfied and will do work in … the smallest amount possible.
Everybody loses.

It should be a fair trade. You give your time and your competencies and you ask in return what you need and not what is offered.

Remember: You are part of the negotiation process and not the subject of negotiation. Personal branding should become your favorite jacket. The more you know about yourself, the more conscious you become of your value on the labor market.

Everything that is said about organizational behavior must respect the fair trade principles.

• Transparency and accountability
• Payment of fair price
• Gender equity
• Decent work environment
• Trade relations

We are so used to having freedom of speech but we do not care about our freedom to act. No matter the country, although the employer asks more work and dedication from you every day … he loves you until you ask for a raise.

Long-term relationships are based on solidarity, trust and mutual respect. You as an employee are the customer that buys-in the need for profit of the company every day. The organization should buy in exchange your need: the need for money.

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• How do we grow our revenues?
• How can we manage costs better in the future?
• How can we retain our customers?

Beep!!! Too late! You should have answered this question yesterday!

While your manager uses the words business development strategy even to decide how many rolls of toilet paper will be bought next month, nothing really gets done. He never thinks ahead more than 2 years time. After that period or sooner he will be working for the competition bragging about his contribution to your strategy.

Strategy is not just a buzz word.  The same goes for business intelligence strategy. It is everything you do every minute except when you stay still. As an organization you must invest in people that define, plan, implement and review and let this attitude be your organizational culture.

Do not hire somebody that tells you: “I know where I am going and how to get there.” Find somebody that does it already.

What is good to know in business is that a sell rep is human. And greed is human too. He will pay more attention to get deals done NOW.  He will offer discounts “just this time” every time.

What is vital to know in business is if this type of sell rep works for you.

Motivation has two components: internal needs (intrinsic motivation) and external objects (extrinsic motivation).

Extrinsic motivation comes from external rewards (including besides money other benefits that can satisfy your inner needs) and feedback when you are treated as a human being. In the case in which you are a “very important resource”, motivation will come from getting paid, punishment if you break something and critics.

Intrinsic motivation is represented by internal forces that energize and direct you towards your goals. The inner needs do not address only your work environment, but your purpose of living. Therefore there is not always a good fit between what your job requires from you and what you really need.

Most of the studies emphasize that money are not the most important motivational factor. It is ridiculous. While for the company is all about the profit … because it’s business … for you it should also be about the money! Your intrinsic motivation should make you better in negotiation because nobody cares about what you want and the company will try to pay you the lowest amount that you will accept. There is nothing wrong with their attitude but is definitely something wrong with yours if you buy into the crap and settle for less than you think you deserve.

Maybe, just maybe, you will realize in the end a deeper truth: you will never make good money working for other people.

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I have learned in time to treat a company as a living organism that is always sick. Rarely did I see a company that was healthy. And once in a blue moon I got a chance to exchange a few words with it.

Why? Because it was moving so fast!

A healthy business organizational structure accepts only change and business innovation as normality. This acceptance is called organizational development.

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Primacy effect – the first impression, quick to appear but it last long. It is the main people selection tool that you use everyday. Try not to judge employees or employers based on that. You will loose precious time to realize that either you hired somebody that is not good for the job, either you work for somebody you have no respect for and is using you in ways you do not appreciate.

Contrast effect – it is not important how good you, but how good are you next to the other members of your team. People around you influence the way you are perceived. In business is important because an organization will move as fast as the slowest of its employees.

Halo effect – is the long term effect of the primacy bias. If you got it right the first time, you will get away easier with future low performance.

Similar-to-me effect – is the clone effect. The decision maker will hire a person that he perceive as similar with himself. The fact that the decision maker is a high performer does not guarantee the new comer will be the same.

Reliance on Central Traits - you will notice first what is interesting for you. If somebody is too formal you will perceive him as somebody that is hard to talk to. If a person is physically attractive you will perceive him as better professional.

Stereotyping – is the tendency to include people in social categories (lawyers) and ignore other differentiation factors. People are not their profession … or at least this is what we like to believe about ourselves.

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