Within leadership and coaching, the situation of the importance of collaborators is raised. This point is reflected on below.
Internal collaborators and external collaborators
It is considered that internal collaborators or employees as a first priority, without forgetting that without external collaborators or clients there is no company. But without collaborators either. The company always starts with an entrepreneur, who came up with the business idea. And this happens before there is a customer.
However, the existence of a competent and innovative leadership team that creates and really supports internal collaborators is important. It is necessary that the company leader sees himself as a facilitator, and that internal collaborators or employees see themselves as responsible and autonomous executors. This creates a happy organization where employees are aligned with the customer, which generates magnificent results in achieving the objectives.
It is very important, equally, that the employees feel truly involved, taken into account, perceive the respect of their bosses and feel committed to the company, through an excellent relationship and communication, trust and respect. This would immediately produce increases in the company's income, in addition to many other qualitative benefits.
Therefore, both collaborators (internal and external) are essential for any organization, so it is essential to give customers an excellent, quality service to return them to the company. Employees must use their own talent, respect and take them into account as capable people, otherwise clients will not receive the service and attention they deserve.
Are leaders born or made?
Leaders are synonymous with great men, figures who have exerted a notorious influence as shapers of today's society. However, characters like Hitler, who can represent a type of negative leadership contrary to the known values, manipulative on the masses. In order to answer whether the leader is born or made, it is necessary to consider the effect of the leader on the followers and on the leader's own personality or his abilities, skills and capacities, without ceasing to be important when considering his performance in front of the leader. group that follows.
In this sense, it can be said that the leader becomes and also is born and refines his abilities as a leader. It is a leadership assumed by the circumstances, that results or that appears in the lives of many people: in the company, in the family, in school, in the university, in the church, in the government, in politics. It can even be a situational leadership, linked to certain circumstances and to a type of relationship.
On the other hand, there are leaders who not only are not born, but are not necessarily made, as a result of a deliberate process of leadership construction, but also arise and grow in certain environments. But there are others who explicitly propose it and become leaders by virtue of the responsibilities they assume and the influence they come to exercise over others due to their exemplary behavior and their ability to drive and help them achieve certain objectives..
Therefore, it can be concluded that leaders, although born with this gift, can make or refine their leadership powers. The idea is to develop a leadership that delegates to the group of followers the possibility of making decisions and autonomy (democratic leadership) and avoid authoritarian leadership (who makes decisions unilaterally or who uses the group as an excuse to pretend participation).).
