There are many bosses out there, but what about leaders? What’s the difference? A boss can be defined as someone who has power over you and makes decisions for you. Whereas a leader inspires people to work together. Leaders don’t just tell their employees what needs to happen; they create an environment where everyone has the opportunity to contribute ideas and opinions that will help them reach their goals faster. Which are you? Are you just a boss or are you a leader too?
If you want more of your employees’ best efforts towards reaching your company’s goals, then you do need to be a good boss, but more importantly, you need to be a great leader. Fortunately, being a great leader isn’t complicated. This article will outline simple tips that can help you improve your skills in this area.
Be a Good Listener.
Just because you’re the leader doesn’t mean that your employees will always agree with everything you say. They might have some really great ideas and ways to solve problems, but if they don’t feel heard then they won’t feel encouraged to say what’s on their mind.
You can be a good listener by giving your undivided attention to your employees when they are speaking. Don’t be distracted by other things going on around you, and avoid interrupting them with unsolicited advice or feedback unless they ask for it. When they are done speaking don’t dismiss what they said. Give them your honest opinion on what they shared, and thank them for sharing.
In addition, make sure that everyone feels comfortable enough to speak up when necessary within your team meetings. There should be a level playing field where no one feels too intimidated to speak up.
Another great way to be a good listener is to actually encourage your employees to share their thoughts. They might be reluctant to share their thoughts, but if you ask them for their honest opinion on something they will be more inclined to share. And of course, when they start speaking, listen.
Speak the Truth.
Boosting employee morale is amazing, and will keep your team in high spirits. So it’s great to be quick to compliment and praise your employees. But only when they really deserve it. Never flatter your employees because you want them to feel good. If you do so, they will never know where they need to improve if you don’t let them know.
So if you have to give negative feedback, do so. When you are giving your employees criticism be sure to keep it constructive. Do not bash or make fun of anyone in any way whatsoever. Also, try to provide those who make mistakes with solutions or suggestions on how they can do better next time.
Your employees will notice how frank you are, and they will appreciate it. Then when you praise them for doing a good job, they’ll know you really mean it.
Show Empathy for Others.
To build a strong team that is going to perform well, everyone has to feel valued and important. If someone makes a mistake, step back from the situation for a moment before reacting so you can think about how they must be feeling in this situation instead of focusing on your own emotions or thoughts.
In addition, when something good happens do not forget to recognize the people who helped you get there. Put yourself in their shoes, would you have liked to be thanked for whatever role you played in making something good happen? Once again, step back from your position so that you can appreciate their contribution without taking all the credit for yourself.
If you learn that one of your employees is going through a rough time, reach out to them. If you can’t offer something like giving them a couple of days off, at least let them know you’re sorry that they’re going through a hard time. This will make your employees feel cared for and more willing to work with you in the future because they felt that you care about them.
Make Decisions Based on Facts, Not Emotions.
The most important part in being a good leader is to be able to make decisions that will benefit your business. To do this, you have to look at the facts and figures of every decision before acting on it. And when deciding between two options go with the one which makes more sense based on all available information without letting emotions get in the way.
This is absolutely much easier said than done because you have an emotional attachment to your business and its employees. So there will be times when you might be tempted to make decisions based on emotions instead of facts. But if you let emotion rule over your decisions, how can you expect to make the right choice?
When you make a decision based mostly on emotions you might feel good. But any feelings of elation will be short-lived. After your temporary high of appeasing your emotions passes, you will then be forced to deal with the reality of your situation and the consequences of your decision. Unfortunately, those consequences might be the downfall of your entire business. Save yourself the trouble, and stick to the facts when making decisions.
Be Accountable
No one is perfect. As a leader, this is a fact that you have to acknowledge. And you have to do so willingly and openly. Of course, you want your employees to look up to you.
Encourage Employees to Have Input in Decision-Making Processes.
But even though you are the one in charge, that doesn’t mean you have to do everything yourself. And that’s why it is important for your employees to feel like they can contribute and share their input on decisions.
Your role as a leader is not just about telling people what needs to be done but also making sure everyone has the tools necessary for success. So make sure all of your staff feels empowered enough to give suggestions or speak up when something isn’t quite right with regards to company goals and initiatives. If an employee sees some room for improvement, let them know you appreciate them letting you know so this way problems don’t get out of hand before anyone even realizes there was anything wrong.
Encourage feedback from your employees.
One simple way to show you care about what’s going on in the minds of your employees is by asking them for feedback. This doesn’t have to be a formal process or questionnaire filled out every few months. Just ask questions that will give you insight into how they feel, and then respond accordingly with actions if needed because not everyone might feel comfortable giving their input unless prompted first so don’t assume anything based on one question.
For example, during meetings, if someone makes an insightful point let them know it was helpful while also making sure other people are aware of this contribution so it isn’t forgotten over time which can easily happen without acknowledgment from management staff members who were present at said meeting but didn’t think anyone made any noteworthy remarks.
A simple “Good job, Joe!” or “It’s great to hear your thoughts” can go a long way.
Our Conclusion
If you want to be a leader, then we have strategies that can teach you how. We’ll teach you what it means to lead from the heart and soul by being empathetic with those around us as well as encouraging healthy dialogue in your company’s decision-making processes. In order for any of this to work, though, people must feel valued enough at their jobs so they will contribute fully not just when things are going great but also during times of struggle or uncertainty–that is where accountability comes into play. Top Tier Coaching Services has helped hundreds of executives change behaviors and become better leaders through coaching sessions that focus on these six principles mentioned above. Now it’s time for YOU! Contact us today!
