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As a person advances in responsibility within an organization a shift takes place. It is a shift from performing technical work one’s self to getting technical work done through others. At first, it seems like simply getting good at managing. But if you’ve been at this even a short time, you soon realize that it’s not always as easy as it looks. The truth is that what you are really managing is process, not people. Things get managed. People get led.

Managing is about things. It’s about process and task. You can manage time, products, inventory, and budgets. People, on other hand, must be led. What happens when someone attempts to manage people? We’ve all seen results. People resent being treated as “things”. What happens when we’re treated like “things”? We become alienated, resentful, resistant, complacent, and unenthused. Someone who treats people as things is often insensitive, unsympathetic, and focused on self rather than others. People, teams, and organizations must be led.

What does “leading” mean, as opposed to “managing”? Leading people comes down to Relationship Management. Effectively leading people, teams, or anyone else for that matter, relies on several competencies. These competencies are: •Developing Others - Building others' abilities •Inspirational Leadership - Having a compelling vision to lead with •Change Catalyst - The ability to initiate, manage, and lead in a new direction •Influence - The ability to utilize persuasion •Conflict Management - The ability to resolve disagreements •Teamwork and Collaboration - The ability to build and guide teams These ideas aren’t just my best guess. They’re supported by a good deal of research as well. These people skills are well defined and discussed within concepts set forth in groundbreaking work done by Daniel Goleman on Emotional Intelligence. Studies have demonstrated that leaders who consistently outperform their peers not only have technical skills required, but more importantly, have mastered most of aspects of Emotional Intelligence. The four main areas of Emotional Intelligence are: Self-Awareness, Self-Management, Social Awareness, and Relationship Management. You can read more about these and other leadership concepts on our website: www.XLeaders.com

Improving one’s Emotional Intelligence starts with some Self-Awareness competencies and ultimately leads to effective Relationship Management. Many of EI competencies are tightly related to one another, and improving competency in one area will often positively affect competency in other areas. Competence in each of these areas will help anyone become better at working with people. Proficiency in certain sets of these competencies will propel a leader and an organization towards greater productivity, greater satisfaction, and increased profitability. Leaders who build their Relationship Management skills find they have ability to improve profitability, growth, satisfaction, teamwork, and vision.