When operating in such a dynamic and competitive market, keeping in track of the leadership skills is directly connected to the performance of the company/institution. Regardless of the number of people you are leading, the main responsibility of a leader stands in creating an empowering environment for the employees, making sure everybody has all the needed tools, information and also a clear company vision to get the job done! Sometimes even when all the above is offered, goals and targets aren`t met, it`s exactly in these situations that the leadership should focus on getting all the signals that come from setbacks and make sure that all the lessons are learned in order to achieve a sustainable success.
Below it`s offered a list of 5 must-haves for each leader to add to the leadership skills that help to fill the gap between the company and the employees, that increase engagement and responsible choice among staff members.It is important to note that every leader has it`s own approach and all of the below should be implemented according to individual profile and communication style.
1. Be the Humble Leader
There is nothing that employees need less than an egoistic, self-sufficient leader. Make sure to create space for other people to show their engagement,sometimes it`s better to step back and let someone else lead. Being able to switch position and create the right space for other people to take charge and also responsibility is part of identifying high potential employees and getting new insights and adding them to the actual leadership style.
There is nothing that shouts more for humility than replacing I for Us!
2. Share the Vision and ask for input
One of the most encountered inhibitors of performance is the unclear company vision. If employees are unclear about where the company is directed so will they actions be. Make sure to share the company vision and be open to receive inputs from the employees, this way they will feel included in decision making and act from a place of belonging. Being open to receive input is not enough as often people tend to retrieve and wait for directions, so asking for input should be made a custom.
Start asking for input by questioning: If it was in your hands, what would you do differently?
3. Give Credit instead of Taking Credit
People need to know when they are doing well, there is no bonus or reward that exceeds the recognition they get for their work. It`s proven that financial rewards act as a temporary performance boost but tend to loose effect in time and a sustainable way to keep people in track is making sure they are getting all the recognition they need by applying several techniques. One of the most important factor to take into consideration is the way that recognition is being communicated, it`s frequency and the number of people that are informed of one`s recognition. When employees feel rewarded and appreciated there is a minor chance of losing high potential employees for the company.
A recommendation for giving credit to employees is by sharing recognition weekly for team members.
4. Ask for feedback
Feedback is a crucial part of team communication, and it is already known that a clear and effective communication are a strategic component of success. When treating feedback it’s important to implement the give and take approach to feedback. Not just giving feedback in a proper way is enough, you should be open to receive feedback and consider it from a constructive point of view.Feedback must be a part of daily operations, no matter if you are requesting for feedback after a task assignment or you are receiving feedback for a concluded operation, it always provides extra space for improvement.
Make feedback give and take a daily habit for your company and start by walking the talk and implementing it for your own decisions.
5. Include “personal” in the professional environment
As human beings we function as a system where all the parts are connected to each other so it is not uncommon to discover that a certain personal issue is causing its effects in the working environment as well. As a leader your role is not to solve one’s personal issue, but what definitely helps is showing interests and empathy. By simply being curious of the employee’s life out of the work, knowing the interests and hobbies of your team members creates a better connection in the company. Use the information you get from the employees to build better teams, include activities that boost the team connection and actually get to know each other in other dimensions.
Make daily conversations with employees and get as much information you can from these conversations, you can use this information to enhance the connection and create trust!
No matter what you’re leading , a company, a team, or even your family it is necessary to create a space of safety and appreciation. Being a leader doesn’t mean to always be in front, it means that regardless of where you’re standing as a leader you are being responsible for your choices and you are committed to create an environment that inspires people to give their best!