Any person in a position of power likely strives to be a better leader. After all, most of us have encountered unfair treatment as we climbed the ladder to success, and now that we secured a leadership role, being the best possible boss is an important goal.
What defines being a great leader? Is it being empathetic, empowering or motivational? Does it involve expecting only the best and pushing your staff to work at optimal levels? There are countless articles both online and in print that provide tips on improving your leadership skills. What do some of the most popular sources recommend leaders do to improve?
- Inc.com recommends investing in training, taking risks, creating a vision and challenging employees to optimal performance.
- Harvard Business Review states that successful leaders have richer personal lives, and to hone leadership skills, individuals must focus on all domains, including their personal and professional lives, their community and their self (body and spirit).
- Forbes takes the focus off employees entirely, and advises bosses to meditate to be better at their jobs.
With so much conflicting advice, what should you focus on if your goal for next year is to be a better leader? Do you budget for training your staff, or do you invest in spending time in your local community? Will either really benefit the relationship you have with your staff members?
We have only one piece of advice when it comes to exceptional leadership – skip all the popular advice (just not ours) and practice active listening! This one simple goal involves a few steps:
Many managers hold the false belief that as the most experienced members of the team, they must do all the talking. Bosses typically monopolize business meetings, prepare weekly to-do tasks for employees, and encourage subordinates to come to them when seeking help.
The problem is that with all the talking is leaders rarely stop and simply listen to their staff. Those that do, quickly realize that their staff will let them know (either verbally or through their actions) what it is they require for a happy and productive workplace.
Instead of micromanaging your staff, involve them in the plans and goals for your department. Invite them to contribute their opinions, raise objectives and suggest improvements. Doing so will empower your team to be driven and responsible.
Once you stop feeling responsible to lead the conversation, you can concentrate on becoming more aware of others around you. Remember that as a boss, your job is not only centered on overseeing job performance, but also ensuring your staff’s well-being and satisfaction. If they feel unappreciated, overworked or mistreated, your employee turnover will increase.
Start everyday by asking your employees how they feel; but also focus on their non-verbals. If they look stressed out, tired or sad, inquire about what is going on. Whether they feel pressured at work or are dealing with personal issues at home, a good leader will create awareness of their staff’s emotions, feelings and thoughts, making the workers feel valued and cared for.
Many managers mistakenly believe that since they hold senior titles, they no longer need to work as hard as their subordinates. However, when you require your staff to work nights and weekends, but you’re the last person to come in and the first to leave, your employees become disgruntled.
Strive to be selfless, and be the example of what a hard working and dedicated worker acts like. This way, your staff will respect you, and not resent their selfish boss.
While striving to become a leader leader is noble, you don’t need to spend company funds on management training; instead, just focus on listening, being aware, and being selfless to create the best company culture for your employees.