There is a difference between being pro-active and reactive. In most cases, people are reactive to their environment. Being reactive, however, is not the way to get ahead in life. If you want to get ahead, stay ahead and make the most out of your personal development endeavours, you need to be PROACTIVE.

3 Ways You Can Lead Your Way to Being Pro-Active

1. Take responsibility for your actions

Do not blame others for outcomes, road blocks or problems.  When you blame other sources, you are reacting to the situation. Instead, take a step out of the situation and look at it from an unbiased and unemotional standpoint. In this, you will find that you will be able to take responsibility for your actions and deal with them appropriately. As a leader, I used to think that my group is lazy and constantly lay blame that they only have their own interests at heart. However, when I started taking responsibility for the results I’m getting, I started asking better questions like “How can I make them more pro-active? Is there anything that I can do for them to own the work, rather than me telling them what to do?”

Only you have the power to take action and make changes for yourself; it is a choice. Taking the initiative to accept responsibility will lead to actions to avoid problems and will to purposeful outcome.

2. Define where you eventually want to be in life

Just as businesses have mission statements, it is recommended that you create a personal mission statement for your personal development process. Your mission statement can present itself in the form of goals. Making clear and direct long term goals will help guide you through your life. You need to be able to “see” yourself in that situation. By visualizing where you want to be, it will motivate you to get there.

3. Prioritize

Think about what things you feel are the most important. When you deem something highly important, you need to put it first; at the top of the list. As you reach your daily goals, you will keep in mind that they come second, third or fourth to the most important aspects of your life.

It is also good to note to not overextend yourself. When you overextend yourself, you are letting the most important aspects of your life slip. I have personally made a lot of mistakes by over-committing myself, doing too many things and yet not being able to give my best. I have repented and now know that it its worth doing, I should do it with all my intensity. Although it is sometimes hard to say “no” when situations arise, you need to consider between doing more or being more effective. You Choose!

Considering these three points, you will realize a proactive person is someone who has a choice, who also takes action on their aspirations. The only thing that holds a person back is themselves. Once the first step is taken, the rest fall into place. Remember, for things to change, I must first change.

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Recently I had the privilege to attend a Resilient Leadership Seminar in Singapore and there were a few great speakers there. Allow me to share with you in humility what I have gleaned from the great minds of three people:

1. Samuel Lock, MD of Clarion Consultants
2. Professor Chow Gan Moog, Head of Department of Materials Science and Engineering, National University of Singapore
3. Boyd Au, Founding Member of Public Listed Singapore Company, Enzer Corporation.

On providing Effective Leadership:

Here are the DOs:
• Do the best and right thing for the organisation and not for self gain.
• Dare to Dream and communicate your vision to others.
• Provide Exemplary Leadership- Integrity, Caring for others and a Willingness to sacrifice. 
• Admit mistakes when I am wrong and sincerely apologise for it.
• Take responsibility when things go wrong and credit others when things go well.

Here are the DON’Ts:
• Lead decisively. Do not lead from behind the line.
• Be Willing to be misunderstood and do not feel sorry for yourself.
• Don’t be a YES man. Disagree reasonably without being disagreeable.

Kenneth’s comments: A leader has to lead from the front. I am actually dismayed when I hear leaders asking more from their employees when they have not lived up the standards they have set. Even simple things like coming on time for work and meetings, if the leader cannot fulfil the requirements, he/she has no right to ask from their staff. Leaders have to be integral in everything they say and do, this is so that their followers will know that they mean what they say and say what they mean.

Another major point highlighted is that a leader should give credit to others when things go well and take responsibility when things fail. This is an act of humility that lifts our team higher that the leader itself; I feel that this is a fine example of servant leadership.

On creating a Strong Vision:

“A leadership has to have a clear mental picture of what is the future state of the organisation. It is a definite goal about what you see in 10 years time… It not only has to be clear, but it has to be consistently articulated and pursued.” Boyd Au

Kenneth’s comments: A compelling vision is constantly important for leaders to rally their troops. It has to be exciting and yet realistic. I personally feel that the leader’s main role is to constantly provide clarity of vision and a strong will to pursue it. Most organisations fail because they have not remained true to the vision that first created the organisation.

My challenge to you: As a leader, what is my organisation’s vision and how is it clearly translated to all levels of the staff? Am I constantly leading from the front and provide exemplary conduct for my staff to follow? 

If you like this article, please subscribe to our blog by getting the Free Report on “7 Transformational Secrets to creating a Dynamic and Cohesive Team”. If you have comments, I would love to hear them. Please post them below.

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In 2008, acccording to FORTUNE Magazine, Genentech was voted again to be the top 100 places to work in. This year they are ranked 5th place. To give you an idea of the immensity of this ranking, a total of 100,000 workers from 446 companies evaluated their employers.

Rather than just creating a whole benefits and compensation plan, it is much better to just study what why they have done correctly and learn from them.

Business Profile:
Researches and develops drugs that cure diseases.

Culture: 

• Having a clear sense of purpose in their jobs, which is to develop safer and more effective therapies through their drug discovery efforts, especially in serious or live threatening illnesses. This clarity of vision is constantly transmitted to remind all staff, right down to the janitors that they have a purpose in reaching that goal.
• Causal work environment; Everyday is “Dress Down” day. Even the CEO dresses in jeans and sneakers.
  Encourages freedom to make intelligent risk-taking.
• Employees can ask any questions “Why” and “Why not?”
• They celebrate major milestones or wins in their company, sometimes even with celebrity bands.
• Supports employee community service and donations.
• Posters of their patients are placed throughout of their workplace to remind employees of their mission.

Benefits:

• Staff are given an average of 160hrs/yr Professional Training
• Free access to full concierge service who can provide different services such as planning celebrations and finding hard to get tickets.
• Onsite child care.
• Doggie day care.
• Daycare and nursing rooms.
• Company store on campus.
• Free parking.
• Staff are given up to 20% on their work week to pursue their pet projects.
• 6 weeks of paid sabbatical for every six years of service.
• Onsite fitness centre.
• Free coffee and iced tea.
• Ho-Hos party on every Friday evening to get to socialise with co-workers or meet new friends
• Tuition Assitance Program, where 100% of costs of up to $10,000/yr is reimbursed.
• Bring your daughters and sons to work day is celebrated regularly.
• 95% of  employees are shareholders.
• Weekly polls are conducted to ensure that complaints are surfaced and things are working in the company. They are usually quickly dealt with.

Rewards:

• Employee referral programs of up to $2000 are given to employees who refer new hires.
• Additional cash bonus acknowledging key employees who contribute exceedingly above their responsibilities.

I understand that not all companies are able to afford similar benefits offered by Genentech because to have these systems in place is costly. However, they can be a huge reason for your staff to stay long term with you, especially when they know you care about them.

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