Want to be a stronger leader? Build a stronger team on these five principles.
Article | Accountability Insights by Feb 7, 2019 | Published with permission from Partners in Leadership |
Many leaders focus on upward movement within their organization, deciding ways they can ascend the ranks in their company. However, fighting hard to get to the top doesn’t necessarily make for a strong leader. There’s another approach you can take to improve your leadership skills that is more rewarding and far less lonely: surrounding yourself with great people. But how do you find and cultivate strong workers?
According to the 2018 Gallup Employee Engagement report, only 34 percent of people in the U.S. are engaged in their work. Although this number is quite low, you may be surprised to learn that this is the highest percentage in the history of Gallup’s employee engagement reporting. The number of disengaged workers has reached an all-time low of 13 percent. Despite these record-breaking statistics, U.S. employees’ lack of engagement can have disastrous impacts on the success of their organizations. Perhaps these figures are a direct result of poor leadership.
To inspire engagement and effectiveness in their employees, leaders should look within, asking themselves the following questions:
- How clear and communicative are you as a leader?
- What is your leadership style?
- Do you practice what you preach?
- Do you keep the promises you make?
First and foremost, a good leader establishes an important foundation of credibility and trust. When people trust you, you can inspire their engagement and loyalty in the company; this is critical when the organization faces challenges and you need to rally the team to success. Effective leaders can build strong teams on these five principles, the five Cs of great leadership:
It may be satisfying to be able to complete a project on your own. However, those who try to juggle a considerable amount of work by themselves often result in failure. Competent leaders understand the importance of working with a team to complete tasks both large and small. To encourage collaboration among your team, you should be able to delegate. Having work completed by other members of your team doesn’t mean getting items off your own plate. You will likely need to look over the finished product, after all. Instead, collaboration can vastly improve the quality of the product your team is creating. You know what they say: “Two heads are better than one.”
Strong leaders should motivate and instruct the people on their teams. If they are not skilled communicators, they may have trouble getting messages across to their teams. When speaking with your employees or delegating tasks, be sure to give them clear direction. You should always be willing to answer questions that may arise if the employees are having trouble comprehending complex instructions. Make time to meet with your staff to speak with them and check on their progress to ensure success.
3. (Be) Candid
Being honest sounds fundamental to being a great leader, yet many people often hold back what they’d really like to say to avoid hurting someone’s feeling. Instead of helping the problem, this can hurt it. When important statements go unsaid, no one on the team can learn from their mistakes. This will cause them to make the same mistakes over and over, not knowing that what they are doing is incorrect.
When correcting employees’ mistakes, you need to figure out a way to approach the issue in a constructive – not harsh – way. Approach the critiques as a form of self-improvement, coaching rather than correcting.
Effective leaders understand the value of feedback, on both the giving and receiving end. As managers, we likely have information to share with our employees about their individual performances. Provide regular check-ins with employees to measure their success. A quarterly one-on-one isn’t enough to keep your team on track. Meet individually with your staff members consistently to reinforce their hard work, provide feedback on areas in which they can improve and explain both short- and long-term goals for team metrics.
It is just as important to encourage your employees to offer you feedback as it is to lend it to them. When your employees are encouraged to express their opinion, they feel that their voices are important and their ideas are valued. When employees feel useful, they are more likely to stay engaged. Make sure to listen to the feedback you receive and follow through with their requests and suggestions. Getting criticism can be difficult, but make sure you stay off the defensive and thank your employee for their honesty.
Exceptional leaders are empathetic, caring for their staff members, not just the work they do. Employees want to feel valued. Make sure you ask them about their life. What do they enjoy? How is their family doing? Did they find time to relax on their recent vacation? Work isn’t everything, and employees feel a sense of loyalty when their leader cares about them as a person, not just as a workhorse.
Invoking Change in Your Organization
Great leaders typically attribute their success to the strong individuals on their teams. Look to the people who work with you and for you. When they respect their leader and feel that their voice is valuable to the organization, they are likely to feel engaged in their work. As leaders, we are only as good as our people. Forging strong relationships with our teams pays off in corporate morale as well as overall performance. Use the five Cs every day and you may notice an improvement in attitudes and results among your team members.