Do you simply manage the people who work for you – or do you truly lead?
Consider utilizing what naturally engages human beings at work, like appreciation and a sense of being a meaningful part of something bigger than themselves. The result is an increase in your company’s bottom line – while you tap into that deep well of human potential and create a competitive advantage for your group and your business. Here are five tips for taking your leadership further.
1. Make decisions as if people matter
Business doesn’t exist in a vacuum. Your computers or lab equipment don’t care if you hit quarterly goals. Leverage the resources who do care (i.e. employees) by meeting basic human needs at work. Remember what it’s like to be an employee. Even if you are a manager, you ARE STILL an employee, too. Show them you considered their needs and concerns in your thought process.
2. Be impeccable with your word
If you say you are going to do something, large or small, do it. Your employees are watching. They WANT to trust you. Give them a reason. It helps to tell them when you are following up on something you promised, like “I’m doing this thing as a result of our talk last week.”
3. Talk to people like YOU are a human being
People can see through stalling and spin. If you can’t discuss a matter, say so. Anticipate questions from your employees’ point of view, and practice. You may have to work with your response to ensure it’s authentic, sincere and respectful of their intelligence. Don’t shortchange this.
4. Make sure they understand what you’re saying
The meaning of the communication is the response it elicits. Why do we think we’ve communicated when we just drop people an email? And asking “Do you understand?” is fruitless. Who wants to look like a nincompoop by saying no? To test understanding, ask them what they heard you say, or what they are going to do based on what you said.
5. Get over yourself. Be open to what works
Leading is changing your behaviors so the other person follows. We wouldn’t put water in our car when it needs oil and expect it to perform. Why do we ignore what our employees need? Examples are appreciation, belonging, contribution and meaning. Using this knowledge doesn’t require that you be something you’re not. Make the adjustments that will work for you and your people – so they will WANT to work with you!
Originally posted on:Reimagine Work
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