Contents:
An employee may need something different from the manager to really understand work processes. As a manager, you need to first understand the strengths and weaknesses of each of your team members. You must consider how a person works, interacts, what motivates him and how he would want to be acknowledged for his achievements. It is critical that while understanding your employees, you must adjust your work style to maximise their performance.
Is it public praise and accolades that motivate the worker?
See how well you do when leading those not inclined to follow. The best leaders are not only capable of effectively leading those who hold. And if you struggle with just one, your reports will [ ] They want to make big things happen and advance their careers. But no one will follow if you're not leading for the right reasons. That means you don't look the other way when your superiors adopt shady practices or engage in conflicts-of-interest.
See that the employee is not being pushed to the corner. If you keep assuming that everyone else is like you, you are likely to hit a number of stumbling blocks, and the work at hand will only be delayed. As a manager, you may want to assign new projects to everyone as per their potential. As long as your employee is growing and stretching, your company will benefit from employee satisfaction and high productivity levels. Bored employees tend to slack on performance. Make sure you are in constant communication with your employees to see if they are challenged enough.
You think your employees are smarter when it comes to perks, but they underperform on company projects?
Some people perform well with directives, but most want to know why they are given a task and what it will accomplish. They want to be part of the bigger picture, and would perform at their optimum levels when they develop ownership for the project. Workplace motivation is important. Workers are motivated by perks, respect and appreciation. If they feel that they are being micromanaged, their creativity and motivation will slack off. The more you understand what they need, the better the chances of creating the right environment to keep them motivated.
It is important to note the reward system that you set up for your office. Do you provide positive reinforcement for improved performance and good behavior? The more you reward appropriately, the higher the productivity levels.
Managers can give workers the choice to pursue a project that they are passionate about. Not only will they know what they are going to do, but also have a stake in what the final results of their work will look like. The problem here is one of human resources. A new recruit who graduated with a degree in marketing may not be able to deliver in the finance department.
Have your subordinates been given an on-the-job training to gain knowledge and develop essential skills to produce the desired output?
He writes, "The key insight here is simple: It is an 'awareness,' and for so long in my businesses, I too was not aware. Define standards and expectations by giving a clear set of targets that are to be achieved. A great leader graciously accepts her fair share of the responsibility when things go wrong. Confident leaders lead through values, vision, and vulnerability. You don't have to be "best buds," but you must have at least a few human elements in common in order to effectively work together to accomplish common business goals.
Also, have the employees been equipped with appropriate tools, resources and support to complete their tasks? Make sure that your HR get the right employees with the required skillset for a certain position. Your employee may simply lack the will to do the work that is assigned. There is no simple solution to this problem. Great leaders give them room to grow and innovate. These are the leaders who people want to work for.
Unlike the micromanager leader whose insecurity leads them to create teams that include people 'just like them. There was a college student who was working for our church as an intern for a college credit. He wanted to learn the ins and outs of church leadership, so I asked him to come along to the DMV. Sure enough, it was a three-hour wait, but I spent that time answering all of the intern's questions about leadership.
It was real quality time to invest in the young man. Now when I have a task that will involve a long wait time such as going to the DMV or doctor's office or waiting for a plane flight or going on a long ride in the car, etc. Chris Elrod, the Senior Pastor at Impact! The more they know, the more you all are part of the same dream and vision and you'll all work harder to get where you need to go as a team.
If you're keeping information from your team members, they'll lose trust and start to feel like they're not contributing to the bigger picture. That's when they look elsewhere. John Hingley, co-founder of startup Dasheroo. When leaders disrespect their new team, team members start asking each other the following questions: If your old organization or team was so good, why did you leave? If your old organization is so good, why don't you go back? It has to be a compelling vision that gets your people excited and focused.
Latch onto that picture as though it has already happened. Transport yourself into the future so you can see it with picture clarity.
Share it with your team so they can see it and do what it takes to achieve it. People aren't necessarily born with great leadership skills. As such, organizations can't just sit back and hope people will be great leaders. Leaders need to be shaped and molded. And by leaders, I don't just mean executives--I mean managers at every level of the organization.
Too often frontline managers are overlooked when it comes to leadership development, when the reality is that 70 percent to 80 percent of the workforce reports to frontline managers. The results of a study we did with Harvard Business Review Analytic Services reveals 79 percent of global executives believe lack of frontline leadership capability negatively impacts company performance. As such, it's critical to the success of any organization that these people be given the tools, resources, and development to succeed.
They have no need to pull rank or resort to command and control to get results. Instead, they're effective because they're knowledgeable, admired, trusted, and respected. This helps them secure buy-in automatically, without requiring egregious rules or strong oversight designed to force compliance.
Frank Sonnenberg, author of the book Follow Your Conscience. It is an 'awareness,' and for so long in my businesses, I too was not aware. Leaders aren't born; they evolve. And to evolve you must first be self-aware. To develop leadership skills, allow yourself to be open, honest, and real. Be confident, not arrogant. Confident leaders lead through values, vision, and vulnerability.
Arrogant leaders lead through fear, blame, and ego.
Executives and managers think they have to be all buttoned up and have the path up the mountain all mapped out, then they shout the directions back down to their organization. But really, leadership is about alignment, and that means we can achieve a lot more if we all go up that mountain together. Sonya Shelton, founder and owner of Executive Leadership Consulting. Don't make your leadership about being in charge, being right, getting promoted, or looking the best. Make leadership about the cause of the organization, serving the legitimate needs of those you're leading, and not taking yourself so darn seriously.
You'll have people lining up to work for and with you and the results will follow. Always be aware of your posture when you are sitting, standing and walking. Roll shoulders up, back, and down. Straighten your spine; leaders don't slouch. Nor do they intimidate with off-putting body language such as crossed arms, puffed out chest and finger waving. Align your appearance, head-to-toe, with how you wish to be known.
Aligning your appearance also means dressing the part head-to-toe. This includes wardrobe, haircut, eyeglasses and even shoes. Leaders look the part--not like they just rolled out of bed. A pressed dress shirt or wool sweater, well-fitting trousers, leather shoes and belt is a good uniform to adopt. Update your eyeglasses every other year and get a good haircut. Dress, head-to-toe, as the leader you want to be.