I\u2019ve often thought that great leaders are \u201cjust born that way\u201d, like great parents or talented singers. But that\u2019s not necessarily true. Your leadership style can grow and improve over time. I\u2019ve seen it with my own eyes!<\/p>\n
Here are ten tips that show how leaders can create impact and get the most out of their teams.<\/p>\n
Sounds clich\u00e9, but it\u2019s true and so simple. Great leaders inspire trust and admiration through what they do, not what they say. Many leaders say they stand behind their team, but great leaders walk the talk by demonstrating pride in\u00a0and giving praise to, their staff every day. Harping on people all day long about what they \u201cshould\u201d do doesn\u2019t come close to producing the results that come simply when leading by example.<\/p>\n
Coaching is something every leader must do. Set up individual 1:1 meetings with your team members to review their progress, and offer direction and guidance when needed. When someone on your team has blundered, you need to address it sooner than later. People don\u2019t change overnight, so don\u2019t get frustrated if progress takes a while; just be prepared to repeat the message multiple times. It might take several coaching and feedback sessions to reverse the negative trend. Positive feedback is also critical: When an employee takes a turn for the better, offer sincere and positive feedback.<\/p>\n
People don\u2019t change overnight, so don\u2019t get frustrated if progress takes a while; just be prepared to repeat the message multiple times. It might take several coaching sessions and a great deal of feedback to reverse the negative trend. Positive feedback is also critical: When an employee takes a turn for the better, offer sincere and positive feedback.<\/p>\n
Sometimes I get so frustrated when facing a roadblock, I quickly melt down and throw up my hands in surrender. But great leaders don\u2019t. They handle crises with aplomb, and in ways that inspire others to replicate. A good leader will stay positive and calm during a crisis, and look at each predicament as an opportunity to have fun, be creative, and find a juicy solution.<\/p>\n
Have you ever heard that expression: \u201cThere\u2019s never time to do things right, but there\u2019s always time to do things over?\u201d I\u2019ve been employed by managers who are so anxious to complete a task, they act in haste rather than think things through. And we all know this can come back to bite you. Sometimes, you just can\u2019t click a switch and come up with the right solution. You need to walk away\u00a0and dedicate yourself to another activity. You may even want to take the night to sleep on it. The brain produces marvels when you give it time and space.<\/p>\n
Your team members are smart and talented. Chances are, many have skills that you don\u2019t. So take advantage of the resources you\u2019ve got, and tap into the bounty before you! In meetings, welcome what your people have to say. It might take a little while for them to gather the courage, so reiterate the request and don\u2019t be uncomfortable with the silence that may follow. Eventually, someone is bound to speak up. Don\u2019t dismiss or belittle your team\u2019s ideas; they\u2019ll shut down if you do. Instead, listen and encourage them to say more.<\/p>\n
If you\u2019re listening, you\u2019re not talking \u2013 which means you\u2019re learning a ton. Being an active listener also helps you build strong relationships and best of all\u00a0guarantees you\u2019ll create a culture of respect and transparency.<\/p>\n
One of my very first managers said to me, \u201cYou should never be surprised in your annual performance review. If you are, the manager is to blame for not communicating adequately with you throughout the year.\u201d And she was right. Confrontation isn\u2019t for everyone, but for a leader, it\u2019s essential. Whether it\u2019s positive or critical feedback\u2014 you need to dole it out, on the spot and often. Your frequent acknowledgment of your team\u2019s work assists in their grooming and development.<\/p>\n
As a leader, keeping notes is critical. Not just for you and your employees, but especially for those times when situations require escalation. Document your meetings, particularly with those who are in need of remediation. It will help you both keep track of action items and identify areas of progress. If problems become severe enough to lead to disciplinary action or termination, documentation will become even more crucial.<\/p>\n
I\u2019ve always said, \u201cBeing a good leader is all about making the right hire.\u201d As a manager, one thing I had a knack for was making great hires. I don\u2019t know if it was just dumb luck, or if I had the right kind of intuition. But boy, the difference between working with a great team vs. a \u201cso-so\u201d team is enormous. So do your due diligence when making a hire. If you have a gut feeling or a bad vibe, explore it. Don\u2019t just hire someone you like, or someone who has the right skills. Make sure the candidate you choose has the right chemistry with all the players on your team.<\/p>\n
The best leaders will do anything for their teams and consistently demonstrate that they have their people\u2019s backs, no matter what. There is absolutely no upside to throwing your people under the bus. You are the shepherd of your team, and whatever happens, on your watch is your responsibility. Send the message to your colleagues and upper management that you have complete faith in your people: The rewards will come back to you in spades.<\/p>\n","protected":false},"excerpt":{"rendered":"
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