Go the extra mile – be a great leader
Global research shows the number one reason employees leave organizations is down to their manager, lack of support, motivating environment and/or lack of recognition are only a few of the problems employees attribute to a ‘bad boss’, decide to be different and learn how to empower your people.
Steve jobs were renowned for being a tyrant, yet everyone still wanted to work with him, why? Perhaps, because he created an environment that ensured people were doing their best work, he gave them a safe space to make mistakes but demanded results. Here are some of the things you can do to be a manager that people want to work for:
Hire the right people, utilize them to their full potential and surround them with other A players
When a manager hires the right people and utilizes them at their highest point of contribution, they ensure engagement and unparalleled levels of productivity. This is essential for an organization to grow and innovation to happen.
Concrete vision and clear direction and expectations
Be clear about your vision and expectations, assign tasks in line with different people’s strengths. Assume they are smart and will figure it out even if the task seems daunting and unattainable at the time, a good leader will offer support but create space for them to figure it out alone.
Stretch capability
Challenges are an essential element of growth and professional development, setting stretch challenges for your employees to step up to creates a setting of innovation and an inspired workforce, which enhances productivity. Give full ownership to important projects and allow them to shine, be a coach, and support rather than micromanaging or offering your own perspective.
Failure is an opportunity to learn how to do something better
Create a safe environment for experiments, allows your people to be innovative and take risks without the fear of reprisal for any mistakes. Focus fully on the lessons that can be learned from any mistakes made and ensure they are avoided in the future.
You don’t have to have all of the answers
Appreciate the intelligence which exists in your team, after all, they were hired for based on heir skill set so let then do what they do best and above all assume they are intelligent and can figure it out if a task seems daunting to them. Be inclusive and always listen to suggestions, as well as encouraging debates without being the ‘know it all’ that has all the answers.
If you’re interested in finding out more about our leadership journeys, that can upskill your leaders with the tools needed to support their team, get in touch:
