Sunday, March 28, 2010

Inspiring Leadership

Time and again this blog has stressed the importance of inspiring employees and modeling desired behavior. This week will focus specifically on helping others to become more leader-like. This is not to suggest that you’re going to look for your own replacement, or that you’re going to add more chefs to your kitchen. The idea here is that well-developed leadership skills can improve overall performance, giving you and your team a better chance of success.

While some of your employees are naturally stronger leaders than others, it’s up to you to identify and assess their leadership skills. Consider that employees who exhibit sound leadership skills have increased potential for being successful and productive – in other words, valuable team members. Having said that, it’s no mystery that it’s in your best interest to seek out, foster, and encourage the development of leadership skills and characteristics in your employees.

Regardless of how rough or polished your employees are when it comes to leadership, helping them to hone their skills can benefit you both. But where should you start? Take a look at each individual and identify his or her leadership strengths and weaknesses. Once you have some kind of a baseline, you can apply your efforts and energy towards the desired changes. While not everyone will be able to achieve the same levels of leadership skills, any improvement will be considered as a positive.

Keep in mind that while resources such as books and articles, seminars and workshops most definitely have their place, you must take an active role in this endeavor. Your efforts should extend beyond modeling behavior. Empower your employees. Encourage leadership by promoting taking initiative and support responsibility. Make available the required resources as well as your own time and attention when needed. Most importantly, keep at it. This kind of undertaking will require time, effort, and consistency.

Sunday, March 21, 2010

Dealing with stress at work

Work can be stressful – especially during challenging economic times. Chances are that you and your employees are facing more pressure and more responsibilities. As a leader/manager it’s your duty to model desired behavior by demonstrating how to best deal with stress. If you’re reacting poorly and not handling your own stress properly, your employees will see that. Not only will it be unclear to them what is acceptable behavior for dealing with stress, they won’t have much of a reason to come to you for guidance regarding this issue. Why would they seek you out if you don’t handle your own stress effectively?

Whether you promote blowing off steam by engaging in physical activity, utilize laughter as your choice of medicine, or simply talk to someone to get things off your chest, having at least one way to reduce stress is key. Keep your own stress in check and feel confident that you’re modeling desired behavior to your employees. Of course, it may be a good idea for you to get involved in helping your employees deal with their own stress. Go beyond simply modeling behavior. Give them ideas. Give them tools. Whatever you do, be active in reducing your stress and help your employees reduce theirs.

Sunday, March 14, 2010

It’s an employers’ market……now what?

Given the current state of global economy, we all know just how scarce jobs are. But what does that mean to an employer? More importantly, what does that mean to you as a leader/manager? One may assume that many employees are motivated to keep their existing jobs more than ever before. If yours is one of the few companies that are hiring, you probably have a much larger pool of candidates applying for jobs. So where does that leave you? The phrase “employers’ market” can sometimes give a false sense of security, suggesting that somehow your job is easier, but nothing could be further from the truth. An employers’ market doesn’t come with an endless supply of problem-free, super talented, unbelievably motivated employees.

Your new/current employees are probably quite happy to have a job. But what motivates them? If having a paycheck is the only reason someone shows up, you as their leader/manager have your work cut out for you. It’s much easier to lead and manage happy, involved, and motivated employees than it is to motivate people who are there simply because they have no other choice.

The bottom line for you as the leader/manager is that you can’t mistake the current economic state for a big advantage in your favor. It’s crucial that you continue to lead, manage, guide, support, inspire (etc, etc, etc.) like you would if it was an employees’ market. Bring out the best in your employees. Unite your team, and take advantage of the talent that’s available to you to get through these difficult times.

Sunday, March 7, 2010

Micromanagement – the silent killer

You as a leader/manager have a great deal responsibilities. Most of those responsibilities simply come with the job title, while others are probably self-imposed. Combined, they add up to a lot of work. Any good leader/manager knows that he can’t get everything done by himself. That’s where employees come in – there to help you complete tasks and projects as you (and your department) move towards the multitude of goals.

One of the most important questions that you have to ask yourself periodically pertains to your management style. Each day and each project require your management skills. How good those skills and how well you manage others will have a tremendous impact on employees’ success (and consequently your success). Do you support and empower your people, trusting them to get their work done? Or do you mistrust and expect failure, constantly demanding to be in the midst of all they do? Are you a micromanager?

Micromanagement is not only a waste of time and energy, it creates a negative atmosphere by promoting mistrust and paranoia. If your team is filled with people who are not capable or trustworthy, you must seriously consider replacing such employees. However, if it’s nothing more than your nature (or your own paranoia) that drives you to constant checking up and questioning of your employees, your management is destructive in its nature.

Remember previous posts about self-fulfilling prophecies? We tend to get exactly what we expect. What do you expect from your employees? Do you treat them with respect, or mistrust and suspicion? Give your employees tasks and responsibilities. Provide them with support and resources. Make it clear that they should come to you if they have questions or issues. Then treat them like adults and professionals, and let them do their work.

Micromanagement can sneak up on anyone, so don’t let your guard down. It’s your job to constantly assess your own skills and performance, and make changes and adjustments as needed. Be involved and supportive, and be a great leader/manager.