With the leaders attune to the dynamics of the culture and a greater understanding of themselves and the group reasoning that is effected management, we must re-identify the leaders in a light of moving forward with positive change, change that will be foreseen as making a difference in the everyday work life of the individual.

According to "finance guy" David Rogers (also the man behind The Psychology of Money), the effect of culture to the Bottom Line is often overlooked, and yet it can make a difference of up to 40% toward profitability in some cases. So how can productivity be affected by re-identifying the leader?

Basic rules:
§ Do not try to be everything to everybody, people will react differently to individuals from different categories and thinking processes. This requires re-balancing the management team to accommodate whole brain management.

§ Reevaluate current policies in accordance with basic human needs.

o Allow for advancement if goals are completed
o Allow for achievement in seeing the implementation
o Assist in belonging through self directed teams
o Allow responsibility by letting staff decisions stand
o Promote positive reinforcement for acknowledgment
o Assist in their control of their destiny by promoting risk taking
o Promote challenge by instilling trust
o Build room for excellence with training

§ Get feedback form management team on creating new, more empowering policies

§ Allow middle management the opportunity to get the rest of the staff involved in the brainstorming process for new policies.

§ Go through acquired information to determine what policies can be adopted in accordance with the companies overall strategies and mission while keeping to the foundation of human need development.

§ Once new policies are set be firm to the rules, this requires the leaders to clearly define the rules at every level of staff. Prepare a public event to instruct staff on why the company is doing this, exactly what the new rules and policies are, and what benefits the staff will receive.

§ The leaders must then give consistent feedback / guidance through the use of directive questions to focus on achievements and solving problems.

§ Leaders must hand over accountability individuals fully trusted and fully responsible. Job functions must be clearly defined and acknowledged in writing by managers and staff

§ Build a success attitude. Give positive reinforcement of tasks well done, or good ideas.

Reprimands should not be used for mistakes, instead, leaders should use directive questions. Reprimands should be used only in correcting purposeful negative behavior.

Strategies for more rapid Re-Identification

The perception of the leaders is not changed overnight, most individuals that see some initial changes may discount them as one off instances that will not last. If a blame culture exists, the level of trust for the leaders is usually not very high. To overcome this problem and expedite the leaders re-identification, the implementation of some extreme strategies relating to the fulfillment of humane needs would be in order. Some strategies are as follows:

o Tactics to show the leader will put himself at risk to protect his staff, and take full responsibility for the actions of others.
§ Example: (a prearranged scenario with an important client that the leaders have good rapport with) The client would complain and criticize an employee of the company about a meager mistake. The leader would then publicly reprimand the client, expressing that he should not criticize the employee, that the employee is one of his best employees and that if the client wishes to complain, he should direct those complaints to him since he is the one that is responsible…
§ This works on the responsibility and the belonging principals

o Expression of trust, this must be done on an individual basis with a valid reason.
§ Example: the Leader may speak to competent managers about an important projects they have been working on acknowledging their contribution and giving them more autonomy in their positions (autonomy will be a necessary shift for an empowered organization, this is simply a means by which to get it started and getting individuals to feel good about the additional responsibility and accountability that comes with it)
§ This works with acknowledgment, challenge and control

o Conscious effort to Acknowledge performance and competencies
§ This works with acknowledgment and excellence

o Putting the Human foot forward
§ Example: The leader publicly and honestly communicates previous shortcomings and accepts responsibility for the condition of the company. He asks for the assistance of the staff in feedback and suggestions to help him and the company improve.
§ This works with Belonging (managers and staff have more respect for the leader for his honesty and new effort)