Five Tips on Improving Management through Leadership
1- Lead By Example
Model your expectations of employee conduct and output
at all times. Remember that your employees are always watching. Want to
see more timeliness and efficiency from your employees? Get to work 5
minutes early every single day and stay 5 minutes late. Analyze your own
routine for time spent on non-work related activity, such as
web-surfing, chit-chatting, or procrastinating. Eliminating these things
from your own routine will set a strong and lasting example for your
employees.
Also, keep in mind that you are one of your company’s
influential representatives. At work and in public, your behavior should
embody your employer’s mission statement and core values. Avoid doing
or saying anything that could discredit the company’s image. Never go
against ethical procedure, and keep in mind that just because you make
rules doesn’t mean you can break them. That is the quickest way to lose
the respect of your employees, your most valuable asset.
Quick and Dirty: Managers tell their employees what to do; leaders show their employees how to be.
2- Admit Your Mistakes
Never assume that passing blame for a mistake onto
someone else, whether that person is above or below you on the corporate
ladder, gets you off the hook, especially with your employees. When
mistakes happen, the fastest and easiest way to fix them is always to
focus on the solution and not the problem. The time and effort it takes
to shuffle blame is always better spent on resolving the issue. Once
that’s done, it’s important to figure out what went wrong and establish
measures to prevent future occurrences. You won’t be able to do that if
you’ve lost your employees’ respect.
Quick and Dirty: Managers fix mistakes; leaders prevent them.
3- Be Loved, Not Feared
The personal qualities that attract us to
leaders—trustworthiness, sensitivity, and enthusiasm—seem obvious, but
they’re also some of the most elusive, as they may require an ongoing
conscious effort. Don’t be ashamed of yourself if they don’t come
naturally. In fact, they rarely do. That’s why leaders are so appealing
in the first place.
Start earning the trust of your employees by trusting
them first. Don’t micro-manage unless absolutely necessary and even
then, take steps to insure that it doesn’t become a long-term practice.
Remain cognizant of the fact that for most people, genuine praise is a
better motivator than a reprimand or a warning. Find an aspect of your
professional life that inspires your passion, whether it’s the
opportunity to improve company output, the satisfaction of working in
your field, or the basic fact that you are learning how to perform your
job well, and let it inform your behavior at work. Your enthusiasm will
prove infectious.
Quick and Dirty: Managers keep employees in line; leaders make them happy.
4- Communicate Effectively
Be aware of what you say and how you say it, at all
times. Never gossip, denigrate, or humiliate another person in the
workplace, and be particularly sensitive in your delivery of
constructive criticism, making sure to do it in a private setting.
Remain equally conscious of your listening skills. Your
employees are all experts on their own duties and experience in your
workplace. If an employee approaches you with a question, complaint,
concern, or suggestion, hear that person out. If you can’t offer your
full attention in the moment, schedule the conversation for the near
future, and listen carefully for a set period of time, depending on the
depth and complexity of the issue, before responding. Try not to
interrupt unless absolutely necessary.
Finally, be sure to communicate in the medium most
appropriate for what you have to say. All major issues with employee
performance or deliverables should be addressed in-person whenever
possible; use email, memos, and other written documentation to preserve
vital instructions and policies; and reserve use of the phone for times
when you can actually converse, not multi-task.
Quick and Dirty: Managers instruct; leaders communicate.
5- Innovate
As a manager, you’re in a unique position in the
workplace. Unlike your employers, you don’t just have responsibilities,
you also have (at least some) flexibility in how you meet them. Your
employer shares your long-term goals: improving employee efficiency,
growing the consumer base, and saving the company money; your employees
share your daily experience and practices. The resultant perspective is
an ideal one from which to innovate.
So always keep your employees’ experiences and
observations in mind when brainstorming long-term solutions. Don’t
forget that you have the power to advocate for your employees’ good
ideas, as well as your own. Never hesitate to bring an employee’s
innovation to an employer out of fear he or she will wonder why you
didn’t think of it first. It’s your job to apply your employees’ ideas
to your employer’s concerns so that your employer doesn’t have to.
Quick and Dirty: Managers maintain good practices; leaders create them.
The Bottom Line
While there’s some debate around the finer points, the
essential difference between a manager and a leader is simple:
managers—whether good, bad, or mediocre—are all cast from the same mold;
every leader is different. Your personality, experience, and priorities
will play a large part in the leader you become. Take pride in your
performance, treat yourself and others with respect, and don’t try to
change who you are. The manager who knows how to lead maximizes employee
and employer satisfaction, and that makes everyone happy.
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