We all know leaders need to do a lot of things. Have a clear vision is just one of many things being discussed. I couldn’t agree more, but the key is to keep it simple and focus on what we can do as leaders, to make it about the people and be the best example we can be.
It all starts with losing the ego. When we eliminate ego, we can become “a part of” instead of “apart from”. This is crucial in developing trust with your employees. Most people want someone who treats them like they matter and makes them feel “a part of” the team. The following LEADERSHIP acronym has some suggestions and principles to practice, that can help eliminate ego or at least reduce it some.
This is our best assessment tool. Listen to your employees or people in general. Everyone has a voice and deserves to be heard. Ask questions and really listen. Look at yourself first. If you are asking others to do something or act a certain way, make sure you are doing it as well. Learn from others. Everyone is capable of teaching us something.
Employee engagement has been a popular topic recently. Leaders need to engage with their employees. Be interested. Take a minute when you can and let them know you care. Be an Example. Always.
Asses every situation, all issues, obstacles and opportunities. Take appropriate Action based on your assessments.
Develop new leaders. This is a must. We need more quality leaders. Be a mentor and show others how it is done. Make good and timely Decisions. Above all else, make a Difference.
Encourage others. It means a lot to be encouraged by a leader. This also sets a good example for other employees to encourage each other. Have Enthusiasm. Show your followers (employees) you are excited about your job as a leader.
Show respect for all your employees and staff. They all deserve it, from the CEO to the maintenance person. Recognize and Reward others for their efforts. Be Responsible. Always.
Leaders must Serve others. It is not about you. It is about them. Put them first and they will follow you. Always try and Smile and keep a positive attitude. Share your knowledge with everyone.
Help out when you can. A Hands-on leader will be more liked and respected. Be Honest and practice Humility.
Inspire and Influence others.
As a leader, you can make a huge difference in the lives of others. Believe in them. Give them Hope.
Lead with Passion and a Purpose.
People can tell when you have it and when you don’t. Plan. You have all heard it. When you fail to plan, you plan to fail. Be Prepared for anything. You just never know. Put others first. Always.
These two don’t fit with the acronym, but they are very crucial for leaders. Practice Gratitude and be Optimistic. If we continue to practice the basics, we will not have to “get back to them.”
If we as leaders practice these basic and simple principles, the rest will come a lot easier, your employees will be more likely to “follow the Leader” and the future of leadership will continue to shine brightly
Remember, with ego you are “apart from.” Lose the ego and be “a part of”. It’s a beautiful thing.
What do you think ?
Curated by Trevor Lee
You can gauge the health of a virtual team by measuring the average lag time between when team members identify a problem and when they discuss it.
If you and your colleagues don’t trust one another, issues will go unaddressed for much longer than they should.
That’s why it is critical for members of a virtual team to establish trust and a sense of safety up front.
Trusting people is hard when you don’t work with them face-to-face, but even the smallest of gestures can help: Be generous with information.
If someone is struggling with a project or task, be the first to offer help. And when someone on the team has even a minor success, send a congratulatory email.
A little kindness goes a long way in encouraging others to give you the benefit of the doubt
when stresses inevitably arise.
Use Empathy to Improve Your Next Meeting
Improving meetings isn’t just about inviting the right people and being prepared. You also need to employ empathy, an emotional intelligence competency that can help you better manage discussions.
Empathy allows you to read people: Who is supporting whom? Who is coasting? Where is the resistance?
Carefully reading people will also help you understand the conflicts in the group so that you can manage the power dynamics. You may think these sorts of politics are unimportant, but power matters — and it plays out in meetings. Learning to read how the flow of power is moving and shifting can help you lead the group.
It’s your job to make sure people leave your meeting feeling good about what happened, their contributions, and you as the leader.
Collaboration takes time and resources. So if you want people to work together, you have to make it as easy as possible.
For example, you can use simple, off-the-shelf tools like Dropbox and Skype to help people share and communicate. (Be sure that any programs you use work seamlessly with your IT system.)
If some of your employees aren’t confident with the technology, pair them with someone who is. People are much more likely to adopt a new technology if they have someone they can turn to for help, rather than learning it on their own or relying on an IT hotline.
And for major collaboration projects, consider assigning co-leaders who can shoulder the administrative burdens.
Leader or servant? Do the leaders in your organisation have a style tending more toward coercive, persuasive power. Are they larger-than-life figures, or are they more prone to a leadership style based on personal humility and team support?
Larger-than-life leaders have played important roles in the business world, however if you are more comfortable with inclusion rather than coercion, you may be able to evolve a leadership style that is becoming recognized as a requirement for transforming organizations from good to truly great.
Servant leadership, which is based on the premise of service to a purpose larger than self, emphasizes a holistic approach to work; a sense of community, a sharing of power in decision-making and a vision. So how are servant-leaders different?
Servant-leaders possess a mixture of personal humility and professional resolve. They are servants first, and the desire to lead flows from the desire to improve the life and work of those around and under them.
The servant-leader possesses:
High emotional intelligence
Ability to conceptualize beyond day-to-day concerns
Commitment to the growth of others
Regard for community (consciousness)
An ability for healing and restoring others
While the concept of servant-leadership may seem counter-intuitive to our image of leadership, results show its strength. The good news is that the talented leader can, with help and guidance, develop the skills of the servant-leader and create truly great organizations.
In summary is your organisation on a journey from Command and Control to Coordinate and Cultivate ?
In a world of instantaneous global connection, one of the most authentic modes of communication still is just listening to someone. But listening can be a challenging skill to master. How can you build your ability? Start by creating space in your day. Block off time in your calendar to reflect on a recent conversation and to prepare for the next one. When a colleague or employee asks for advice, make sure you understand the situation. Before answering, ask a question. Clarify what they really need. And give people your full attention. Look them in the eye.
Put down your phone and close your laptop. Leaders who make time for uninterrupted face-to-face conversation find that it’s one of their best management tools.
It can be difficult for leaders (especially senior ones new to their roles) to pause before acting. But when was the last time you stopped to ask, “Why are we doing it that way?” Leaders must constantly explore new ideas and seek out new thinking from those around them. You need to regularly ask uncomfortable questions and think about whether to change or abandon an existing strategy.
The best leaders step back and look at the big picture every so often.
They surround themselves with diverse teams and capitalize on opportunities to hear and experiment with new ideas.
They give themselves time to surface divergent opinions that ultimately lead to smarter business decisions.
Adapted from “When Was the Last Time You Asked, ‘Why Are We Doing It This Way?’”
by Hal Gregersen
Trevor Lee – EP International
We provide C-suite services in the field of talent acquisition, development and retention.