leadership

Be Humble

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HappyGroup

At some point in your life, I’m sure that someone told you that it’s important to promote yourself. You need to tell people about all the great things you’ve accomplished! You need to emphasize the positives and hide the negatives! That’s the way to be successful, right?

Well, not necessarily. In recent years, aggressive self-promotion has started to fall out of favor. It turns out that it may be much more effective to be humble, especially if you’re in a leadership position.

Humble leaders have been found to be better listeners and collaborators. They’re more willing to admit their mistakes, and learn from those mistakes. They’re more willing to share their success with the people who helped them achieve it. They’re also better at collaborating with others and empowering others to take the lead.

But in order to be effective, you have to commit to it! If you fake it, people will notice. And there’s this thing known as the “humblebrag” that you want to avoid at all costs. This is when you sound like you’re putting yourself down, but you’re actually bragging and promoting yourself. For instance:

  • Marsha: How was your evening?
  • Bob: Oh, it was exhausting. I’m terrible at taking care of myself! I put in so many hours working on the new project, I forgot to eat!

Bob is humblebragging, and he’s not fooling anyone. Humblebragging is obvious and annoying. There’s nothing humble about it.

So remember, acting like you’re humble isn’t enough. You really need to put it into practice. Admit your mistakes, recognize your shortcomings, be open to opinions and ideas that differ from your own, give others credit when credit is due, and be honest. It takes courage to be humble, but it’s worth the risk.

 

Lublin, J. S. (2015, October 20). The case for humble executives. The Wall Street Journal. Retrieved from http://www.wsj.com/articles/the-case-for-humble-executives-1445385076?tesla=y

Prime, J., & Salib, E. (2014, May 12). The best leaders are humble leaders. Harvard Business Review. Retrieved from https://hbr.org/2014/05/the-best-leaders-are-humble-leaders

 

What Type of Leader Are You – And What Type Is Best?

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Leadership_Planes

Are you in a leadership position at work? If so, you have a very important job! Leaders are critical to the success of businesses, organizations, and societies. They guide and support the people around them, helping them to deal with difficult challenges and find effective solutions.

There is generally believed to be three styles of leadership: authoritarian, democratic, and laissez-faire.

  • Leaders who use the authoritarian style make all the decisions. They don’t ask the rest of the group for their suggestions or opinions. They clearly explain “what, when, and how” things need to be done. They’re not bossy or abusive – they’re firm and decisive. They work independently, without input or assistance from the rest of the group.
  • Leaders using the democratic style work closely with their group. They discuss the decisions that need to be made, and ask for the group’s input. They listen to the group members’ ideas and opinions, and base their decisions on what the group members say.
  • Leaders using the laissez-faire style ask the members of their group to work independently and make their own decisions. They believe that the group members know what to do, and can get things done without any assistance. These leaders must have a lot of trust and confidence in their group members because they have to accept responsibility for the decisions that their group members make.

So which style do you think is best? One style might seem more appealing to you than the others. But actually, all three leadership styles can be effective. It just depends on the situation.

  • When you have all the necessary information and it’s important to act quickly and decisively, the authoritarian style is best.
  • When you don’t have all the information, you’re working with smart people, and you have time to get their input, the democratic style is best.
  • When you have complete confidence in your group members (and other important things to do), the laissez-faire style is best.

The best leaders can use all three styles and they can adjust their style to fit the situation. So in order to lead skillfully, you need to think about the situation and the people that you’re dealing with, and then adjust your style accordingly.

 

Working From Home Makes Bad Bosses Better

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Happy_Pyramid

It can be difficult to work for bosses who are micromanagers. Micromanaging bosses try to control every aspect of their employees’ work. Instead of giving their employees the freedom to work in their own way (and take advantage of their own personal strengths), they try to enforce their own personal style onto their employees. This can cause their employees to become frustrated, disengaged, and less productive.

But the pandemic has changed things. Now, with everyone working from home, bosses can no longer micromanage. It’s just not possible. They can no longer monitor and control exactly how their employees are getting their work done. They’re being forced to shift gears.

Instead of trying to control every aspect of a project, they have no choice but to focus on results. And instead of asking employees questions about how they’re getting their work done, they’re starting to ask more important questions. This includes questions like “What can I do to help you get your work done?” and “What obstacles can I remove for you?”

In short, they’re becoming better bosses. And their employees are becoming more satisfied, engaged, and productive as a result.

…

Culbert, S. A. (2020, August 3). How the pandemic can turn bad bosses into good ones. The Wall Street Journal, p. R3.

Three Things That Great Leaders Do Regularly

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Line_of_Ducks

At a lot of companies, leaders say that they’re there to serve the shareholders and make a profit. But according to author Marcel Schwantes, the best and most successful leaders feel like they’re there to serve their employees. If their employees are happy and productive, the customers will be happy with the services that they’re receiving, and the business will thrive. Great leaders need to care about their employees and show them that their work is valued and appreciated.

So how is this done? What should great leaders do to show their employees that they care, and ensure that their employees are happy and productive? Here are three things that every leader should do regularly:

  1. Talk to your employees about what they like to do best – Get to know your employees and find out what they like to do. And then let them do it. Employees do their best work (and are the most productive) when they’re allowed to focus on the tasks that make them feel engaged and happy.
  2. Acknowledge the work that your employees do – Don’t just praise the people who are working on the high-profile projects. Everyone on your team is contributing to the company’s success. Let them know that you can see the work that they do, and you appreciate it.
  3. Allow your employees to grow and change – If your employees become interested in different aspects of the business and would like to start taking on new types of projects, you should seriously consider it. Even if they’ve been very successful in their current roles, you should give them the chance to branch out. Allow your employees to start moving into new roles, and give them opportunities to take on new responsibilities. Your employees will be much less likely to leave and take a job somewhere else if they’re able to stretch their wings in their current positions.

 

Schwantes, M. (2019, May 9). How can you spot really good leaders? They are known for doing these 3 things daily. Inc. Retrieved from: https://www.inc.com/marcel-schwantes/how-to-spot-really-good-leaders-known-for-3-things-daily.html

Want Valuable Feedback? Try the “Start-Stop-Continue” Method.

By in Communication, Leadership No Comments Tags: , ,

Creative team at work

If you’re a manager, then you’re probably responsible for providing your team members with feedback – perhaps during annual performance reviews. But it’s also important to ask your team members to provide you with feedback. To be an effective leader, you need to know if you’re providing your team with the tools and information that they need to be effective and productive.

But just asking your team members “how am I doing?” is probably not the best approach. Most team members will probably respond by saying something like “good” or “fine.” They probably won’t provide specifics. And they might be afraid to say anything critical.

So if you’d like to get valuable feedback, it’s best to avoid asking general questions like “how am I doing?” Instead, provide your team with some structure, and ask them three questions:

  1. What should I start doing?
  2. What should I stop doing?
  3. What should I continue to do?

This “start-stop-continue” method will encourage your team members to provide you with specific information and concrete examples. You’ll come away with suggestions that you can actually put into action. And your team members will appreciate your effort! They’ll feel like they’re really being heard and recognize that their opinions matter.

 

Getting Feedback from Students. (n.d.). Retrieved from http://www.bu.edu/ctl/teaching-resources/start-stop-continue/

Leadership and the Importance of Humility

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Closeup of rubber duckies

What type of qualities do leaders need to have in order to be great? I think it’s generally believed that great leaders must be outgoing, powerful, persuasive, and charismatic. Humility isn’t usually considered to be an important quality in a leader. But new research suggests that it might be the most important quality of all.

Leaders who are high in humility often don’t get much attention because they tend to fly under the radar. But even though they might not get a lot of acclaim, they do get great results. Researchers have found that humble leaders are associated with the following:

  • Low employee turnover
  • Reduced employee absenteeism
  • Close-knit teams
  • High performing teams

Overall, researchers have found that teams with humble leaders perform more effectively and produce more high-quality work than teams with leaders who are low in humility.

Humble leaders excel at their jobs because they tend to be very open to feedback, they’re eager to learn, they ask for help when they need it, and they appreciate (and utilize) their employees’ strengths. When they succeed, they give their teams credit and recognition.

Do you think humility is an important quality in a leader? Feel free to share your thoughts in the Comments section below. And if you’d like to find out how humble you are, you can take a free, online personality assessment! It’s called the HEXACO Personality Inventory-Revised. One of the traits that it measures is “Honesty-Humility.”

 

Shellenbarger, S. (2018, October 9). The best bosses are humble bosses. The Wall Street Journal. Retrieved from: https://www.wsj.com/articles/the-best-bosses-are-humble-bosses-1539092123

How to Avoid Being a Horrible Boss

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Horrible_Boss

There are a lot of unpopular managers out there. In a recent Monster.com survey, more than 50% of respondents rated their boss as a “one” or a “two” on a five-point scale. And 32% of respondents indicated that their boss is “horrible.” Now this doesn’t mean that these managers are all bad people. Sure, there might be a few truly terrible bosses out there, but most of them are probably just a little lost and misguided.

A lot of people aspire to be managers. It’s viewed as a promotion. But it’s not an easy job. New managers need to adopt new ways of working and interacting with people. It can be a very tough transition.

But everyone has the ability and capacity to lead. You just need to learn how to do it properly! Listed below are five basic steps that you should take:

  1. Make sure you’re all on the same page – Talk to your employees about what you see as your common purpose. Why are you all doing the work that you do? Make sure that you all share the same vision. If everyone is in agreement, it will make it so much easier to prioritize tasks, solve problems, and work as a cohesive team.
  2. Realize that you don’t know everything – It isn’t your job to know everything. And if you act like you know everything, you’re going to annoy everyone. Trust your employees to do their jobs and recognize that they’re experts in their areas. Don’t micromanage.
  3. Focus on the right goals – Before you start setting goals for your team and tracking everyone’s progress, make sure you choose the right goals. Don’t choose goals just because progress will be easy to track and will look good on a pie chart. Make sure that the goals are actually meaningful and not just a lot of busywork.
  4. Don’t beat yourself up if you make a mistake – You are going to make mistakes. That’s guaranteed. But don’t be too hard on yourself. Try to take it in stride and learn from your missteps. And accept the fact that your team members will make mistakes too. You’re not perfect and you can’t expect them to be either.
  5. Build trust – In order to be a good manager, you need to be someone your employees can trust. Your employees need to know that you support them, that you’ll defend them (when necessary), that you’ll tell them the truth, and that you’ll do what you say you’re going to do. Be consistent. Be compassionate. And help out whenever you can. Your team members will appreciate your efforts and work harder because of it.

 

Tynan, K. (2017). The truth about management. Talent Development, 71(6), 48-51.

 

Want to Be a Great Leader? Do These Seven Things.

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Leadership

Effective leadership is so important. Research has shown it’s associated with high morale, peak performance, and successful outcomes. Effective leaders guide, motivate, support, and empower the people that they manage. It’s not an easy task, but it’s an essential one.

Leadership is a skill that can be learned and developed. But if you’re new to your leadership position, it can be difficult to know where to begin. You’d like to motivate and engage your employees, but how should you go about doing it? According to author Marcel Schwantes, you should focus on these seven things:

  1. Give your employees a sense of purpose – Regularly remind your employees that the work they do is important and makes a difference in people’s lives. People tend to feel more creative, focused, and positive about their work if they feel like it has real purpose.
  2. Show that you care – You need to gain your employees’ trust and respect by putting their needs before your own, and helping out however you can. Employees who feel like their manager treats them fairly and cares about their concerns are more productive and dedicated to their work.
  3. Make the workplace a positive environment – Don’t try to scare your employees into doing what you want. Create an environment in which people feel safe. You want your employees to feel like they can take risks, and openly share their ideas and opinions.
  4. Be clear about what you expect – Your employees should know exactly what you expect them to do. Be clear and consistent in your message and provide clarification if necessary.
  5. Offer rewards – If your employees successfully meet (or exceed) your expectations, reward them. It’s very motivating!
  6. Help your employees to develop their skills – Take the time to guide and support your employees. Answer their questions and give them advice when they ask for it. Although coaching takes effort, it’s worth it. It will help your employees to be more effective and productive.
  7. Empower your employees – Trust in the skills and knowledge that they bring to the table. And allow them to make their own decisions. They’ll realize that you view them as valuable and respected members of the team, and they’ll feel more engaged and invested in their work.

 

Schwantes, M. (2017, May 9). How do you know someone is an exceptional leader? Look for any of these 7 signs. Inc. Retrieved from https://www.inc.com/marcel-schwantes/how-do-you-know-someone-is-an-exceptional-leader-look-for-any-of-these-8-signs.html?cid=hmmore

 

To Be a Great Leader, There’s One Very Important Thing You Need to Do

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Happy_With_Leadership

When you think about the qualities of great leaders, you might think about the importance of having vision. Great leaders need to think about where the group wants to go and the best way to get there. They also need to be able to communicate effectively, resolve conflicts, and make decisions.

But ultimately, leadership is about relationships. It’s about the connection between leaders and the people who follow them. Indeed, you can’t be a leader without followers. Leadership is a group process.

So if you want to be a great leader, you have to build a strong connection with your employees. You have to care about the people you’re leading.

According to author Jeff Haden, if leaders simply make announcements, talk about company goals, and give orders, their employees will nod their heads in agreement and then go back to doing their work the way they always have in the past. In contrast, if leaders demonstrate that they truly care about their employees, the employees will do anything to help their leaders accomplish their goals.

So how can you let your employees know that you care? Here are a few suggestions:

  • Listen to your employees’ thoughts, ideas, and concerns. You should also try to act on those ideas when it makes sense to do so.
  • Get to know your employees as people. Try to go beyond polite small talk and learn something about their interests and activities outside of work.
  • Don’t be scary. Talk and behave in an approachable manner so your employees will feel comfortable interacting with you.
  • Show emotion. You don’t have to be stoic to be an effective leader. If you’re feeling happy, sympathetic, or sad, it’s fine to express those emotions. It will help your employees to see you as human and relatable.
  • Don’t be quick to judge others. If an employee makes a mistake, don’t immediately form a negative perception of that person. Instead, take the time to give the employee some helpful feedback and a little support.
  • Demonstrate positive behaviors. Be engaged, work hard, and make an effort to be positive and upbeat. Your employees will see the way you behave, and appreciate your efforts. It will also encourage them to behave in a similar manner.

 

Haden, J. (2016, December 22). Want to be a great leader? Do this 1 thing first (most bosses do the opposite). Inc. Retrieved from: http://www.inc.com/jeff-haden/want-to-be-a-great-leader-do-this-one-thing-first-most-bosses-do-the-opposite.html

 

Phillips, A. (2014, August 26). Want to be a better leader? Show employees you care. Entrepreneur. Retrieved from:  https://www.entrepreneur.com/article/236806

 

Make the Office a Happy Place

By in Leadership, Living Well No Comments Tags: ,

Happy_at_the_office

Most employees spend a big chunk of their lives at the office. So, of course, you want the office to be a happy place! Happy employees are more engaged, creative, and productive. They’re content in their work and unlikely to seek a new position at another company.

So how can leaders create a happy work environment? Here are five suggestions:

  1. Provide training opportunities – Give your employees the opportunity to learn, grow, and expand their skill sets.
  2. Promote from within – Help employees who want to become managers to develop their leadership skills and take on these types of responsibilities.
  3. Be flexible – Allow your employees to decide how they should get their work done. In most instances, the way in which employees get work done is not really important, as long as they’re meeting deadlines and producing quality work. So give your employees room to breathe, and try not to micromanage.
  4. Reward excellence – When employees produce excellent work, acknowledge and reward their efforts.
  5. View diversity as a benefit – Having people on your team with different backgrounds, opinions, and skill sets is a huge asset. So be open to their ideas and feedback. Your employees will know that their ideas are valued, and it will make your team stronger.

 

Lawrence, D. (2016). Don’t worry, be happy. Talent Development, 70(7), 60-64.

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