If you look up the word leadership in the dictionary, you will find that it doesn't only refer to a person in charge of a group. The word leadership also refers to the acts of guidance, management, and direction.
Recently, McKinsey published an article about how leaders should act to become the best version of themselves. And we couldn't be more on the same page with what they had to say.
More than often, leaders are being perceived only for their management skills. However, even though the way they are conducting their business is vital for the organization, it is not the only part that counts. Having the correct mindset along with leadership competence is the correct combination.
Unfortunately, many people seem to forget to consider any psychological aspects of their teams. Instead, they just expect immediate actions. Actually, many executives live with a perception that there are too few capable people they can work with within their working team.
The reason for that stands in our human nature. We expect individuals to get at least the results we would if we were to handle the same task. And that is normal. However, due to this, many leaders continuously feel the need to make changes within their teams and approaches.
So, just as trying to make two pieces of paper stick together without any sort of glue, trying to change employees' behavior without changing the way their leader thinks will be to no avail as well.
But, let's talk from a leader's perspective for a second. One of the best ways to start molding your team is to think about yourself and isolate your strongest trait. Discover what part of your personality really makes you stand out and help your team grow in that direction. Show the people you work with who you really are. This will aid your team to follow in your footsteps and fill your shoes when needed.
Strong leaders express their feelings and opinions on every occasion. By doing the same, you will be able to forge trust and encourage your teammates to do the same. If you feel that an employee has done a good job, let them know immediately. On the other hand, don't be afraid to speak your mind when one of your aces makes an error. Signaling someone that they made a mistake doesn't turn you into a bully, nor would it make that person want to look for another job:Offer advice on the matter and don't threaten them with repercussions. We all make mistakes, including you.
Last but not least, don't forget that it is normal for team members to tend to mimic their leader's approach. So, our proposal is this: stop trying to change your employees and start with yourself, first and foremost. Make the change you want to see starting from ground zero, which is you, their leader.
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