- February 8, 2022
- Posted by: kshady
- Category: leadership skills
The success of your team, your business, and yourself may be substantially impacted by learning how to be a successful leader.
Understanding your motivations and strengths and shortcomings is essential to being a successful manager or leader.
Open communication, employee growth and development, and providing and accepting feedback are all ways great leaders interact with their teams.
Effective leadership requires more than just delegating chores from a desk in the corner. In addition to the people they manage, effective leaders have a significant influence on their organization. Employees who work under outstanding leaders report higher levels of happiness, productivity, and loyalty to the company, all of which have a positive impact on the bottom line.
A great leader, according to Dana Brownlee, the creator of Professionalism Matters, is one who improves the lives of others around them. In my opinion, a great leader inspires his or her subordinates to develop and become better leaders in their own right.
Your team members may have gotten disengaged or stagnate in their job if you take a glance around and see that they aren’t as enthusiastic as they once were. A weak leadership approach may be identified by exhibiting the following traits, according to Brownlee.
In the last month, no one in your team has objected to any of your suggestions.
- You devote more attention to your professional development than to that of your coworkers.
No more than three non-work-related chats per week with a coworker.
- If asked about your top three goals for the year, various members of your team would have different replies.
Members of the team are frightened of failing.
More than half of new leaders fail within the first 18 months of their positions, according to a recent research by the Center for Creative Leadership. Leaders should avoid contributing to this depressing statistic by using effective leadership techniques that encourage their teams to achieve their objectives.
the best ways to be a good leader is to improve your team’s engagement and success
CEOs, directors, and other leadership professionals shared their thoughts on the best ways to implement these initiatives.
1. Engage in honest, open communication.
To be a great leader, you must be able to communicate effectively with your team members. Teclogiq’s founder and director, Sanjay Patoliya, emphasized that your honesty and openness should be an example for your employees.
“When you’re in charge of a group of people, it’s critical, to be honest,” he remarked. To put it another way, “Your firm and its workers mirror your character. If you prioritize upholding high standards of integrity and ethical conduct, your team will follow.”
Good managers may adapt their interactions and communication methods to fit the needs of the team as a whole, as noted by Brownlee. “Each team member’s chosen manner of contact (e.g., texting, emailing, or face-to-face) is taken into consideration. They’re also excellent listeners and genuinely interested in the perspectives of others.”
Using active communication skills and being open and honest with your coworkers may help develop trust and boost morale. For e-commerce solutions firm Ecwid founder Ruslan Fazlyev, authenticity is more crucial than anything else.
Speaking of various leadership styles, “there’s no right or wrong,” he remarked. “However, there are two types of counterfeit goods: real and false. Fake leadership does not have a following.”
Your staff will reciprocate if you communicate openly and truthfully with them. Because each team member has a unique communication style, it’s critical to adjust your communication to fit their preferences.
2. Connect with your team members.
In order to effectively lead a team, both the leader and the members of the group must have a high level of mutual trust and understanding. Leaders must learn to connect in order to accomplish this.
Leaders who are “more human,” according to leadership author and consultant Terry “Starbucker” St. Marie, must have a positive outlook, a strong sense of purpose, empathetic qualities, compassion, humility, and love in their hearts. You’ll be well on your way to forming true bonds with your coworkers if you possess these essential characteristics.
Building a strong culture of responsibility and excellent performance begins with creating a personal relationship with your coworkers, according to St. Marie. “With that culture in place, the team may achieve a lucrative firm, a happy team, and a delighted leader.”
Focus on getting to know each team member’s personality, interests, strengths, weaknesses, hobbies, and preferences in order to create a relationship with them. As a result, you’ll have a better understanding of their motives and aspirations.
Patoliya said that leaders that are successful enable their employees to create their own sense of self-determination and provide value based on their own skills. Allowing your team members to take responsibility and accountability for their actions enhances their confidence in themselves and their leadership, as well as their productivity.
3. Encourage personal and professional growth.
One of the most crucial aspects of being a great leader is serving as a vocal supporter of your subordinates. If you want to see them succeed, you should become involved.
HR consultant Keri Ohlrich, CEO of Abbracci Group, urged CEOs to set aside a budget, even if it is only a tiny one, to invest in their workers’ development.
“There is abundant chance to continue learning new skills or further refining current ones with alternatives as diverse as on-demand, virtual [and] in-person possibilities,” she added. Encourage your staff to study and apply what they’ve learned by giving them the freedom to do so.
It’s just as crucial to invest emotionally as it is financially. As the CEO of Calendar, John Rampton believes that strong leaders enable their staff to flourish by providing them with difficult challenges and coaching them as necessary.
According to him, the greatest way to inspire and encourage people is to give them the freedom and support they need to go for greater heights. “Employees like a good challenge and the sense of accomplishment that comes with conquering it. No matter how bad the issue may be, it’s best to let the person in question handle it on their own.”
They may be astonished at how much they can do when leaders trust in their people and offer them the chance to learn and develop. Don’t be scared to distribute responsibilities and to foster individual initiative and expression.
4. Keep a positive attitude.
Even while leaders would prefer that the day-to-day operations of their teams go without hiccups, that isn’t always possible. No matter how big or little the blunder, how you respond to adversity speaks volumes about your abilities as a leader.
This advice was given by author Robert Mann, who wrote The Measure of a Leader (iUniverse in 2013). “Consider three positive aspects of a situation before attempting to determine what exactly is wrong with it. People tend to interact more favorably with one another when they focus on the positive aspects of a situation.”
Mann has shown that once people point out the positive aspects of a difficult circumstance, they can think more clearly about the issue and come up with a solution. Leaders who want to enhance their plans face the same dilemma. You or a member of your team may have seen some action you’ve made that isn’t working, so look back at what has worked in the past.
By concentrating on solutions rather than issues, Patoliya suggests that you can keep your staff engaged. “More engaged and productive employees may be produced in a more favorable work environment. The influence a good leader may have on their workplace can be shown by demonstrating their passion and confidence.”
5. Teach employees instead of giving orders.
Rather than merely telling people what they need to do, a good leader understands how to demonstrate it. Coaches like Luke Iorio, presiden,t, and CEO of the Institute for Professional Excellence in Coaching (iPEC), believe that leaders should guide their employees toward a more collaborative and committed work environment rather than enticing them into it via coercion.
By persuading individuals to take certain actions in a certain manner, you will not attain the level of involvement that you want. Then he said something. Helping your team members perceive their possibilities is an important part of being a coach.. People will be far more invested in the project’s future if they have a say in how it is headed.”
Rampton emphasized the importance of teaching rather than commanding, saying that excellent leaders should help their employees flourish. “It’s impossible for people to progress if their leaders don’t teach them anything. Leaders need to be teaching to cultivate the next generation of leaders.”
6. Set clear employee goals and expectations.
Setting clear objectives and expectations for your employees is essential to ensuring their success in the workplace. Encourage your employees to ask questions and provide feedback when you create these goals. As a result, they are more likely to participate in the process.
ALTR Created Diamonds president Amish Shah says that excellent leaders will also explain the firm vision and how the aspirations of team members fit into that equation.
According to him, in order to excite and inspire their team, a leader must keep them updated on their goal. As a result, employees are more motivated to accomplish their best since they can see the end objective they’re working towards as a team. Having clearly defined objectives allows everyone to monitor progress and recognise accomplishments in a measurable way.”
Ohlrich also emphasized the need of conveying the implications of these objectives for the whole company. She argued that all employees, regardless of rank, should be able to explain how the job they perform contributes to the company’s success.
Don’t allow the objectives of the members of the team to get stagnant. Re-evaluate your objectives on a regular basis to make any necessary adjustments or re-arrangements. This will show your coworkers that you’re aware of what they’re doing and that you’re paying attention.
Employees should be able to ask questions and provide input throughout the process of defining these goals. As a result, they are more likely to participate in the process.
7. Give direct feedback about performance.
Lead, honest feedback – even criticism – according to Toptal CEO and founder Taso Du Val is the most effective method to direct your employees. You also need to know where your company is heading so that you can provide them with the best recommendations.
Without being straightforward, Du Val said, individuals would never know what you think of them and their work, which means they will never be able to improve. “No matter how much you’ve spoken to your workers and leadership team about their performance, they’ll be unable to make judgments and take action if you don’t know where your firm is heading. Deadlines, regular product planning, performance evaluations, structure, and other procedures may all be readily implemented after these fundamental concepts have been established.”
Additionally, it’s important to recognize and reward employees for their hard work. Let them know if they’ve done a good job. You should congratulate the winners and praise them for their hard work.
“A productive atmosphere will be created by positive acknowledgment,” said Shah. Acknowledging accomplishment by explaining how it affects the company rather than with vague pats on the back is not only encouraging but also helps a person perform better in the long term. “”
8. Ask for feedback on your leadership.
It’s not only your coworkers that may benefit from candid criticism. Mentors, colleagues, and even your employees may be beneficial in helping you evaluate your leadership abilities. St. Marie says that discussing your leadership style and approach with colleagues and friends might provide you with the insight you need.
Coaching in leadership may also assist you in identifying growth opportunities. More than just books and seminars, working with a professional who can assist you in creating a strategy for reaching your leadership objectives may be very motivating.
“Coaching enables leaders to make the link and implement [changes] in a real-life environment,” Iorio added. “You need time to absorb, analyze, and reflect, and until you do so, you won’t be able to make lasting changes.”
Likewise, Fazlyev concurred, stating that your team may provide crucial insight into what is working, what isn’t, and what obstacles you must face succeeding.
9. Be open to new ideas.
To be a good leader, you must be able to accept that things will change. Instead of clinging to the status quo for the sake of stability, welcome innovation, and change. Try new things and think beyond the box. Everyone has a distinct viewpoint to offer, which should be embraced rather than resented.
“You fully embrace every option and potential when you’re open to hearing the opinions of the talent around you,” stated Shah. “Persevere until the job is done. If something doesn’t work, attempt to find out why and how rather than just throwing it in the trash.”
Enlist the help of the whole team while attempting to solve an issue. For actual innovation to take place, workers must be allowed to openly contribute fresh ideas.
The takeaway is: Make it a point for your personnel to bring in fresh ideas and points of view. As a result, you encourage your employees to be more creative and involved in the company’s success.
10. Understand your own motivation.
A person who regards their position as “simply a job” is likely to come across that way. To be a successful leader, you must be fueled by the appropriate drive. Is it more important to you to make a lot of money or to have a good reputation, or do you want to motivate others to achieve their goals?
St. Marie counseled leaders to ponder why they wish to be in positions of authority. “I see leadership as both a privilege and a calling. As long as you believe that becoming a leader and making a positive impact on the world is your destiny, then you’re definitely on the correct path to success.”
According to Ohlrich, you should also be aware of what drains your vitality. “Your team’s skill set will be more diverse if you know your team’s strengths and shortcomings. It aids you in avoiding the hiring of clones of yourself and forming a network of people who aren’t exactly like you.”
The way you deal with your staff is influenced by your leadership style, which is something that has to be assessed as well. There are nine various types of leadership styles, and the finest leaders can switch between them depending on the scenario and the people they’re leading. The Leading With Courage Academy offers a fast leadership self-assessment questionnaire that you may complete if you are already in a leadership position and are unsure of your strengths and weaknesses.
Remember that it takes time to become a good leader. Leadership is a talent that can be honed by anybody, even if they don’t have a natural aptitude for it. You can lead your team to success through hard work, devotion, and smart preparation.