Written by: Steven Michael Eklin, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Leadership is all about people. Motivating and encouraging people Is a prerequisite to being an effective leader. When companies conduct “employee surveys” to gauge the health of their organization, they are often inundated with feedback telling the leadership that communication and culture are either lacking, non-existent, or even worse… toxic. Regardless of the size of an organization, be it a major corporation or a small entrepreneurial company, culture is the most important and defining thing to all employees outside of wages and roles.
The mantle of leadership is more than managing monthly numbers, deadlines, and budgets. True, they are all critical aspects of a leader’s responsibility. However, the core employee who helps drive each of these initiatives is looking for more. Today, employees want an environment that is positive, growth-oriented, supportive, and trustworthy. How do you as a leader create this? How do you turn around an underperforming team? How do you overcome any ingrained distrust that may exist and the negativity that is born out of this distrust?
1. It Begins With You
First, you must start by leading yourself. Everyone contributes, and that means you too! Your accountability and work ethic are on display daily. Essentially you are always “on stage” in leadership. You may not realize it, but people are watching you. They look to see how you react to situations and how you address their concerns. How you counsel employees, meet and greet them, and interact with them is a make-or-break proposition. You are the “weather maker” of the environment you have been entrusted to lead. You will dictate whether it is sunny and bright, or dark and gloomy.
2. There Is No Substitute For Knowing Your People
Authentic leaders know their people.
So many leaders think they must maintain a separation from their staff. They don’t want to get “too close” for fear of being ineffective. True, there needs to be a defined understanding that you are the leader, and they report to you. However, it does not mean you must be distant from the team. Be visible. Start each morning by talking to them at their workspace. Ask them open-ended questions, you’ll get a lot of feedback. Be sure to listen more than you talk. Ask them how their day looks, what they may need to fulfill their tasks, and what you can do to assist them. They’ll have their tasks covered most of the time. They just need to know you care.
3. Be Empathetic
Empathy is a strength of an effective leader, not a weakness. Understanding your employees’ needs and perspectives is a vital component of connecting with them. Management is about getting results through the people you serve. That’s right, serve. Your staff needs your assistance at times. They will present situations to you that are challenging and problematic. The leader that lashes out at employees immediately loses the team's belief and trust in them. Leadership is shown by how you handle any situation, good or bad. Empathy drives retention, and employee harmony, and creates a bond during a time of crisis.
4. Be Available
A leader with a constantly closed door is unable to observe and know what is happening within the team. It presents a barrier and says you are not to be interrupted. Be present. Be aware of what is happening and what may be needed. Act where needed. Manage the tasks, but lead the people. There is a wide difference.
5. Communication Is A Crucial Element
Communicate, communicate, communicate! Once you think you’ve communicated, communicate more! Effective communication is necessary to gain employees' trust, create positivity, and keep everyone informed of business needs and the progress of projects. Non-communication leads to distrust, misinterpretation of information, wrong perceptions, and a team that is ill-informed. Constructive criticism will be necessary at times, but while providing, also inform the employee of what they are doing well. A give-and-take approach will highlight the area to improve, but not demoralize them to further poor performance.
6. Find The Right People, Move On From The Wrong People
Skillset aside, the goal of any leader is to find the best people that fit the role needed and the culture of the team. Cultivating and continuing the culture of positivity is a must. A bad hire can change the team dynamics quickly...as can retaining a poor employee who is dragging down the team.
7. Don’t Be Afraid To Ask For And Get Feedback
For many leaders, this is a big challenge. They “fear” they may hear some criticism. Although true, you also demonstrate to the team you are open to new ideas, care enough to know of and correct any concerns, and you’ll gain strong credibility amongst all your staff. Your culture is your identity. It is the foundation of your growth. Empowered employees who are supported, trained, listened to, and encouraged…perform! Excellence will always come in the right environment. It starts with the leader, and it ends with growth.
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Steven Michael Eklin, Executive Contributor Brainz Magazine
Steve Eklin is a leadership expert, speaker, and high-level consultant. Today, he draws upon over 30 years’ worth of leadership experience to help organizations and individuals attain goals and new levels of success. He has spent over 35 years studying Personal Growth and being mentored by leaders such as Bob Proctor, Tony Robbins, and Tim Goad. He knows that lasting growth and transformation demands changing our existing paradigms and developing a new framework of thinking. As an award-winning Executive leader that has had proven successes in both entrepreneurial and Fortune 500 environments, his sole focus today is assisting people on making the changes that help them fulfill their life’s dreams.
