Leadership
is a dynamic environment. There are a lot of moving parts.
It is a great responsibility for leaders to keep track of all of these parts.
Not only are they responsible for some aspect (or all) of the business and its growth and success, they are also responsible for the people under them too.
It’s those people that actually contribute to the success or failure of those business goals.
It is a great responsibility for leaders to keep track of all of these parts.
Not only are they responsible for some aspect (or all) of the business and its growth and success, they are also responsible for the people under them too.
It’s those people that actually contribute to the success or failure of those business goals.
Too
often, leaders (or people in leadership positions) ignore the care and feeding
of their employees and partners. The truth is, it’s part of a leader’s job to
help their people succeed as much as it is to have the business succeed.
I believe that it is, perhaps, the most important part of a leader’s job.
I believe that it is, perhaps, the most important part of a leader’s job.
So
when your people are neglected or, worse, berated, why are some leaders
surprised when they fall short of their goals? Why do they seem confused to see
a high turnover rate among their people?
If you’re one of those people in a leadership role and have honestly asked yourself either or both of those questions, you may be using negative leadership.
Negative leadership, in my view, is when a leader doesn’t take care of his/her people and doesn't instill them with the same desire to succeed as he/she has.
Instead of finding the good in people they point out the faults and often blame others for their own misgivings. It is not a good environment in which to work or grow.
If you’re one of those people in a leadership role and have honestly asked yourself either or both of those questions, you may be using negative leadership.
Negative leadership, in my view, is when a leader doesn’t take care of his/her people and doesn't instill them with the same desire to succeed as he/she has.
Instead of finding the good in people they point out the faults and often blame others for their own misgivings. It is not a good environment in which to work or grow.
Positive
leadership is the opposite.
A positive leader gets to know what motivates his/her people. He/she takes interest in their success as well as that of the business.
They understand that their people are what makes their business succeed. They make their people part of the solution and not just implement it.
They instill confidence in their people’s view of them as a leader and of the organization, and they instill self-confidence in their people. They give positive feedback more than they do negative feedback.
They want their people to believe in what they are doing and feel as though they have a stake in it.
Basically, they engage their people so that they want to come to work.
A positive leader gets to know what motivates his/her people. He/she takes interest in their success as well as that of the business.
They understand that their people are what makes their business succeed. They make their people part of the solution and not just implement it.
They instill confidence in their people’s view of them as a leader and of the organization, and they instill self-confidence in their people. They give positive feedback more than they do negative feedback.
They want their people to believe in what they are doing and feel as though they have a stake in it.
Basically, they engage their people so that they want to come to work.
There
is a line here where a leader can overdo it.
Know your people and know their primary motivators.
By doing this you will know how to adapt to each of them and their drivers. Then you will know which people require more interaction and which require/desire little to none.
This is important because most people know when they are being played and they can see right through it. Be sincere!
Know your people and know their primary motivators.
By doing this you will know how to adapt to each of them and their drivers. Then you will know which people require more interaction and which require/desire little to none.
This is important because most people know when they are being played and they can see right through it. Be sincere!
Also
remember, you will not please everyone all of the time. Stop trying.
But if you are doing your job as a leader correctly, you are trying to find things to praise your people for instead of just pointing out the negative.
People work better in a supportive environment.
But if you are doing your job as a leader correctly, you are trying to find things to praise your people for instead of just pointing out the negative.
People work better in a supportive environment.
I
call that Positive Leadership.
For more information about how The Cobalt Group can help you with leadership development or employee engagement, or any business or leadership challenges you are facing, Contact us.
We want to hear what you think. Leave a comment and let’s start a discussion.
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