Whatever you think of him, Sir Bob Geldof has to be applauded, in my opinion, for his tremendous humanitarianism and go-getting attitude.
http://www.londonbusinessforum.com/events/leadership_change.
Geldof and Midge Ure are once again working together to release a new Band Aid single to raise money for victims of Ebola. The new version will be recorded this Saturday and should be available for download on Monday morning. http://www.bbc.co.uk/news/entertainment-arts-29986704
Originally released in 1984, the single raised £8m for famine relief in Ethiopia. Some of you may remember the original line-up of some of the most iconic 80’s bands and singers:-
But what I respect most about Bob Geldof and Band Aid (and let's not forget Live Aid), is the legacy they continue to make between visionary leadership and global merger of the power of the music industry and popular music, with the very different but also powerful message of famine imagery to trigger philanthropic activity and among consumers of popular music. They are bound to do the same thing this year.
One of the main things about Geldof is his great vision and his ability to communicate that vision effectively so people can see the big picture and can contribute to it.
People want to work for more than a salary, to be part of something larger than themselves, something to be proud of and fight for, something they trust. Sound schmaltzy? I don’t think so, but take a look at 5 Top Tips for Leadership vision that probably ring true for Geldof:-
1. ‘Own’ it
Churchill said, “Before you can inspire with emotion you must be swamped with it yourself. Before you can move their tears, your own must flow. To convince them you must yourself believe.”
Your passion and conviction will be far more compelling that you words, the first person who should be excited about your vision, should be you.
2. Speak to their goals
Many leaders attempt to share their vision and connect it to their teams’ motivations as an afterthought.
Instead, spend time learning about the goals and aspirations of your people, and then connect the vision of the organisation to THEIR goals.
3. Keep it simple
People are not usually motivated by complicated theories and abstract ideas.
The best communicators take the complex and make it simple.
Great leaders use terms and explanations that are easy to understand so anyone can catch this vision and be able to explain it to others.
4. Get ‘buy-in’
People rarely do anything until they see the personable, measurable benefits of taking action – “what’s in it for me?”
Get your people actively involved in shaping the vision. Why? Because were all far more inclined to support the things we’ve helped to create and we’re all far more inclined to take care of the things we own.
No matter how persuasive you are, be prepared to encounter resistance. Change is uncomfortable. It often makes people feel anxious and insecure.
Once you’ve cast a vision, give people time to accept it. The only way to get past the fear is to develop a vision more compelling than the fear.
Look for ways to focus on the passion behind the vision and people’s fears will soon take a backseat to their excitement.
5. Model your own commitment
Your team are watching your every move – what you say and more importantly, what you DO.
They want to see how personally you quickly spot inconsistencies in your language and behaviour if you aren’t fully dedicated.
So be vigilant and hold yourself accountable to a high standard.
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