1. New Harvest Global Ministries
Annual Teachers Conference
July 2013
Topic: Leadership and Productivity
MrsDalindaNassu Dixon
Human Resources Manager
NHGM
LEADERSHIP STORY
A group of employees were asked to carry out a task of clearing a
road through a dense jungle on remote island to get to the coast
were an estuary provides a perfect site for a port.
The leaders organize the labour into efficient units and monitor
the distribution and use of capital assets – progress is excellent.
The leaders continue to monitor and evaluate progress, making
adjustments along the way to ensure the progress is maintained
and efficiency increased wherever possible.
Then, one day amidst all the hustle and bustle and activity, one
person climbs up a nearby tree. The person surveys the scene
from the top of the tree.
And shouts down to the assembled group below…….
“WRONG WAY!”

2. LEADERSHIP-is the ability to develop a vision that motivates others to move with
passion toward a common goal. (Leaders do the right thing).
TYPES OF LEADERSHIP STYLE
1. Autocratic:
Leader makes decision without reference to anyone else
2. Paternalistic:
Leader acts as a “father figure”
3. Democratic:
Encourages decision making from different perspectives – leadership
maybe emphasized throughout the organisation
4. Laissez-Faire:
“Let it be”- the leadership responsibilities are shared by all
LEADING / LEADERSHIP ABILITIES
Is there a set of characteristics that determine a good leader?
Psalms 78:70 – 72
Developing versatile leaders to affect all levels of society/work-life
David was a shepherd by profession; musician by calling; a king by appointment; a
prophet by unction; and a peot by hobby five (5) roles operating in one man, how
did he cope? He needed leadership abilities and qualities beyond himself.

3. Attributes of a Leader
1. Guiding Vision:- Effective leaders know what they want to do, and have the
strength of character to pursue their objectives in the face of opposition
and in spite of failures. The effect leader establishes achievable goals.
2. Passion:- effective leaders believe passionately in their goals. They have a
positive outlook on who they are, and they love what they do. Their passion
for life is guiding star for others to follow because they radiate promise
3. Integrity:-Because they know who they are, effective leaders are also
aware of their weakness. They only make promises they can follow through
on.
4. Honesty:- Leaders convey an aura of honesty in both their professional and
their personal lives.
5. Trust:- Effective leaders earn the trust of their followers and act on behalf
of their followers.
6. Curiosity:- Leaders are learners. They wonder about every aspect of charge.
They find out what they need to know in order to pursue their goals.
7. Risk:- Effective leaders take calculated risks when necessary to achieve
their objectives. If a mistake is made, the effective leader will learn from
the mistake and use it as an opportunity to explore other avenues.
8. Dedication:- The effective leader is dedicated to his or her charge, and will
work assiduously on behalf of those following. The leader gives himself or
herself entirely to the task when it is necessary.
9. Chrisma:- This may be the one attribute that is the most difficult to
cultivate. It conveys maturity, respect for your followers, compassion, a fine
sense of humor, and a love of humanity. Leaders have the capability to
motivate people to excel.
10.Listening:-Leaders listen! This is the most important attribute of all, Listen
to your followers.

4. WHO THEN IS A LEADER?
A leader is one who:-
1. Coordinate a series of activities to achieve an objective
2. One who changes the mind set of his followers
3. One who has ability to help others to maximize their potential
4. Brings out hidden potential in people
5. A leader takes people to where they don’t like going but ought to be
6. A leader knows the way even though everybody around is confused
7. Leaders solve Problems
THE PURPOSE OF LEADING
If your actions inspire others to dream more, learn more, do more and become
more, you are a leader.
VITAL QUESTIONS EVERY LEADER MUST ANSWER
1. Will the dream of others die because they are following me?
2. Will people be cheated in life because I am their leader?
We are to raise followers sharper than us to lead others
Objective: The core principle of effective Leadership
Learning to be a better Leader, will lead to growth (the size of the leader will
affect the assignment he is given).
Great leaders are taken from something for something superior (Elisha, David,
Peter, Paul etc.)
Part of what cripple leadership is people without opportunity cost (you never
forego anything for the call of God)

5. Control the Work Instead of People
Leaders are fundamentally charged with getting things done. ” Thus, the ultimate
objective for every leader is to be productive. Failure to do so results in the loss of
leadership, formally (demotion) or informally (ineffectiveness).
Controlling the People – The Micro View
Many leaders, especially those in the professional services industries, view
leadership as an exercise in micro-management. They constantly insert
themselves into their team members’ every effort. They either redirect team
effort by giving detailed, step-by-step instruction, or they usurp team effort by
just doing the work themselves. This is an example of controlling the people.
Things get done, but at the pace of one person’s ability and availability. There is
no leverage of team member talent or time. It’s strictly a linear result. The harder
the leader works – directing his/her team members – the more the team gets
done. The team languishes without the leader’s involvement. They are
accustomed to direction not self-direction.
Controlling the Work – The Macro View
A more effective way to lead is to focus on controlling the work instead of
controlling the people. Team members are generally hired because they are
thought capable of doing the work the position demands. Starting from that
perspective, a leader can assume the people will do what’s needed, that they will
self-initiate, that they will try. (Of course, if they won’t try, then the hiring process
and decision making surrounding it is flawed, which is a subject for a different
expert to address.)
Working from the assumption that team members want to work and succeed, a
leader can focus on controlling the work itself. This is a focus on the timing, the
flow and the quality of the work product. In many ways, it’s a developmental
effort as leaders focus on helping their people be more productive and to deliver
higher quality results. The end result of focusing on the work is that leaders are
leveraging the time and talent their team members have.

6. Tips on how to focus on controlling the work instead of the people:
 Deadline Specificity.
Clarity is king when it comes to deadlines. It is a contradiction in terms for a
leader to delegate a project with no deadline or, worse, an unclear deadline
like ASAP, which is only a vague notion of urgency. It’s the leader’s job to
set deadlines regardless of how the work was given to them. Controlling
the work mandates that clarity in deadlines be established at every step.
Without good deadlines, the entire team is pointed into a fog bank of what
needs to be done when. Sailing in the fog is a good way to run aground.
 Deadline Management – Help People Succeed.
When a project deadline passes without receiving the deliverable, a leader
has two choices: Demand a reason for the failure (controlling the person) or
request a meeting/teleconference to be “brought up to speed on the
project” (controlling the workflow). The latter focuses on the work itself
and not the person’s effort. If the meeting/teleconference is set for, say, in
three hours, the team member gets a chance to actually succeed with the
project (by delivering something if not everything) before a discussion
ensues on the timing issue. A team member who has delivered some or all
of a project is much more open to a discussion about deadline
management than a team member who’s already been berated about
missing a deadline.
 Extract Answers Versus Give Answers.
One of the most innocuous people-versus-work controllers is answering
every question team members ask of the leader. It seems so efficient, so
collaborative and so helpful. The reality is that by answering every question
asked, the leader is creating a team who ask questions. What the leader
needs is a team who can solve problems, i.e., do their jobs. Using the
Socratic method will shift people away from being askers and towards
being doers. Instead of answering questions, only ask questions in return.
Ask leading questions. Ask questions that guide team members to the
answers they seek. Help them learn the way to answers and, eventually,
they will seek solutions themselves first before seeking leadership advice.
They will become doers.

7. Shift Towards the Macro View of Leadership
By shifting focus away from controlling the people and towards controlling the
work, leaders can achieve much higher productivity. Along the way, the team will
become more independent and more effective. Leveraging the time and talent
each team member possesses produces a result that benefits the team member,
the leader and the firm

8. PRODUCTIVITY – Matthew 25:14-29
“According as his divine power (power to reproduce) hath given unto us all things
that pertain unto life and godliness, through the knowledge of him that hath
called us to glory and virtue”.
For the kingdom of heaven is as a man travelling into a far country, who called
his own servants, and delivered unto them his goods.
And unto one he gave five talents, to another two, and to another one; to every
man according to his several ability; and straightway took his journey.
Productivity requires personnel;delegation; raw material; opportunity and
competence without which the outcome will be stagnation and retardation.
Motion doesn’t mean movement – many are involve in lots of motions but no
movement. Movement propels the law of productivity to affect the five levels of
our work-life namely Physical; Mental; Emotional; Spiritual and Financial. How do
you feel when your contemporaries are elevated to the next level when you are
on the same level for four and five years?
Then he that had received the five talentswent and traded with the same, and
made them other five talents.
And likewise he that had received two, he also gained other two.
Then he(servant) that had received (delegation) the five talent (raw material)
went and traded (made use of the opportunity) with the same, and made them
other five talents (Productive personnel) And likewise he that receivedtwo, he
also gained other two.
What is productivity?
1. Making gains for the common good of all
2. The ability to increase on your performance
3. The skill to convert challenges into new products
4. Using your talents to solve problems extra-ordinarily
5. Increasing the available opportunities into gains
6. Seeing solutions when others are seeing problems
7. Providing strength and skills for others to win

9. But he that had receivedonewent and digged in the earth, and hid his lord’s
money.
The last servant was skilful but selfish. Having the same opportunity but decided
to kill time and his talent. Talent has a life span; killing time is reducing the
opportunities of your talent.
Many talented people who killed time, ends in drugs and alcohol to escape
persistent guilt.
The lord of the personnel came with appraisal, rebuke, promotion and demotion.
After a long time the lord of those servants cometh, and reckoneth with them.
And so he that had received five talents came and brought other five talents,
saying, Lord, thou deliveredst unto me five talents: behold, I have gained beside
them five talents more.
His lord said unto him, well done, thou good and faithful servant: thou hast been
faithful over a few things, I will make thee ruler over many things: enter thou
into the joy of thy lord.
He also that had received two talents came and said, Lord, thou deliveredst unto
me two talents: behold, I have gained two other talents beside them.
His lord said unto him, well done, good and faithful servant; thou hast been
faithful over a few things, I will make thee ruler over many things: enter thou
into the joy of thy lord.
The law of productivity also includes good conduct/attitude toward work; with
faithfulness and diligence in business. The results of bad conduct/attitude toward
work and unfaithfulness in business are as follows:
Then he which had received the one talent came and said, Lord, I knew thee that
thou art an hard man, reaping where thou hast not sown, and gathering where
thou hast not strawed: And I was afraid, and went and hid thy talent in the
earth: lo, there thou hast that is thine.
Bad attitudes:
1. I knew thee - Know it all
2. Hard man (Manipulation – using words to manipulate others from their
stance)

10. 3. Reaping where thou hast not sown (Black-mailing others)
4. Gathering where thou hast not laboured (Accusations)
5. I was afraid (Self-pity)
6. Thy talent (Selfishness)
One with bad attitude does not care about productivity but rather about self-
satisfaction.
His lord answered and said unto him, Thou wicked and slothful servant, thou
knewest that I reap where I sowed not, and gather where I have not strawed:
Thou oughtest therefore to have put my money to the exchangers, and then at
my coming I should have received mine own with usury.
Take therefore the talent from him, and give it unto him which hath ten talents.
The Lord made some frightening statements that I would like us to observe
carefully.
For unto every one that hath shall be given, and he shall have abundance: but
from him that hath not shall be taken away even that which he hath.
{For unto everyone that is productive, he is qualified to be promoted: but from
him that is unproductive even the little they have, it is required it be taken away
from them}.
The 7 drivers of workplace productivity
The Workplace Productivity outline focuses on seven complementary key drivers,
based on the concept that changes in workplace practices in one area will
generally reinforce changes in another. The Workplace Productivity Agenda
breaks workplace operations into seven drivers. These are considered important
areas for workplaces to focus on in order to improve their performance and
productivity. The drivers were highlighted by a working group of businesses and
union representatives along with academics and government in the Workplace
Productivity challenge report, the drivers provide a checklist for workplaces to see

11. where they could improve their operations, and the snapshot tool is a quick way
to see how your workplace stands against the drivers.
The drivers emphasize the need to align everyone in the workplace towards
better performance, and are about working smarter not harder.
There is no one-size-fits all solution to improving workplace productivity but these
drivers are a start for anyone looking to improving their workplace productivity.
 Get more productive
No matter what your organisationdoes, or how big or small it is, there are a range
of ways you can improve its productivity.There are also case studies about
establishments that have improved their workplace productivity.
The following productivity drivers give an overview of the types of changes you
can make to get your workplace more productive.
1. Building leadership and management capability
Effective leadership is about having a clear vision of where your business is
heading. It's about identifying new opportunities and inspiring your team to
pursue those opportunities. Leadership is required from individuals and from
teams.
2. Creating productive workplace cultures
Positive relationships between staff, teams and managers are a feature of
productive workplaces. A positive work environment motivates people and helps
them commit to the organisation. People feel encouraged to 'go the extra mile'.
It's also important to value people's insights and experience. Their ideas can help
your workplace to do things smarter and better. That means your organisation
will become more innovative and productive over time.
3. Encouraging Innovation and the use of technology
Innovation is a key part of raising workplace productivity. Productive workplaces
are innovative in the way they use technology, and plan and organise themselves.

12. They generally employ more highly-skilled and highly-paid workers and through
innovation they increase their market share.
4. Investing in people and skills
The more skills your staff have, the more innovative they can be. They will also be
more capable with new technology. Skilled workers can also work more quickly
with fewer mistakes. They generally require less supervision, accept more
responsibility and are better communicators. Training leads to higher skills and
wages and lower staff turnover.
5. Organising work
Productive workplaces have structures and processes that enable them to adapt
and grow as products, technology and markets change. A well-organised
workplace is able to get the best out its staff and technology.
6. Networking and Collaboration
You can improve your workplace productivity by exchanging ideas and
information with others in your industry. Collaborating with others can reduce the
cost of doing business and give you access to new ideas and new technologies.
7. Measuring what matters
It is really important to assess the value of any investment you make in improving
your workplace productivity. This helps you understand the things that make the
biggest difference. For example, is it the size of your organisation’s structure, the
skill levels of your staff, the size of your market or some other factor?