If you want to prove yourself a great leader, you need inspired “followers.” As someone in a position of leadership in your company, you want to present yourself to your employees as someone they want to work for and put forth their best efforts. Great leaders know how to accomplish this and gain both the loyalty and high-quality production of those they lead.
Act as a Role Model.
Start by examining yourself: Do you come into work every day energized and excited about what you do? Do you set a good example through your own actions, working hard and enthusiastically pursuing your next goal? Employees will take their cues from you; they want to work for a person who truly cares about the company and the people working for them. Make it positive as well. If employees see you taking off at the end of the day to go home and be with your family or hit the gym, they’ll know it’s acceptable for them to do so as well – and make sure you tell them that!
Encourage; Don’t Just Guide.
Leaders who act as both cheerleader and coach let their employees know they value employees efforts and want to see them succeed. Let your workers know you believe in their abilities by encouraging them to take risks and supporting them in doing so, recognizing when they’ve worked hard and accomplished something, and instilling confidence in them – especially when they may doubt their own abilities.
Keep It Positive.
The old-school concept of negative feedback getting good results rarely works. Rather than having employees work hard out of fear, give them positive responses when they do something right. Too often, managers only meet with their employees when they’ve made a mistake; this sets a negative precedent. Staying positive also includes demonstrating empathy and support on both good and bad days. All employees want to work for someone who understands them; it builds a good rapport.
Rather than acting as the “Big Boss” behind a closed door, adopt an open-door policy (literally, if you have to) about coming in to discuss possible ideas, problems, and solutions. This sort of feedback and support empowers your employees and encourages them to do well. And make sure the team knows your goals and objectives – bring them in so they feel united in moving toward them together. Clarity of purpose helps employees prioritize their efforts and cut down on wasted time and frustration.
Consider how you want others to view you as a leader. Those who have employees following them willingly have great relationships with positive results. For advice on how to become that great leader, visit PrideStaff.