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Tag Archives: leadership skills

Be a caring leader

More and more evidence is emerging that leading with love, compassion, and authenticity is much better for building a sustainable, happy team than leading by force and intimidation. According to Forbes.com, many old leadership models were based on the military and have a tendency to emphasize leaders as people who should be feared.

It’s taken a long time to start changing this model, but it’s happening, slowly but surely. As managers of all levels are coming to realize that people respond to love and compassion, leadership tactics are changing and many people are opening up to the idea of love leadership. One in-depth study by Joe Ricciardi shows that, “A team member who feels ‘loved’ by his boss is significantly more likely to see his boss as a good leader. Leading your employees is a natural outgrowth of loving them.”

The study went on to find that three simple leadership approaches can greatly increase the success of your team:

1. Genuinely Care

Above all, be human. Get to know your work team, ask them questions (and genuinely listen to the answers!), and share a little bit of yourself. As in all relationships, getting to know another person is a two-way street and you have to have the courage to be vulnerable sometimes and open up.

It’s the littler things that make a difference–hand-written thank you notes, noticing when an employee goes above and beyond their responsibilities, remembering the name of a spouse or a child, recalling a co-worker’s recent trip or a hobby they enjoy. If your memory can be slippery, jot down notes in an excel spreadsheet (a sheet for each team member) and take a look at those notes before meeting with someone.

Your efforts will make others feel comfortable in the workplace and help them to actually look forward to coming in to work–something that leads to long-term retention.

2. Be Passionate

Your enthusiasm is contagious. Love what you do and demonstrate that love through positivity, a sunny attitude, and excitement. If you are looking forward to taking on a new client, tackling a new project, or meeting a certain goal, share that enthusiasm with your team. Let your positive energy shine through during team meetings, email memos, or one-on-ones.

And if you’re not loving your job? If you’re in a leadership role, that could be a genuine problem. Evaluate your discontentment and ask yourself what’s causing it. Work with a career coach to help you get to the root of the problem and then strategize on how to move forward. Leading with love means you not only show your co-workers love, but that you also love and embrace your leadership role. It’s hard to follow a leader who is unenthusiastic about their work.

3. Be Committed

Commitment is a big part of being a caring leader. Commit to the wellbeing of your employees. Commit to your team’s current projects. Commit to your clients/customers. If you’re truly committed to your team, you will be with them every step of the way, through both their successes and failures. Part of this responsibility means shouldering a good portion of the blame if something goes wrong. As former President Truman said, “The buck stops here.” Those are words to live by.

Part of being committed means investing in your team. Focus on individual and team development by making sure team members are involved in ongoing training. Also, make sure they have the chance to learn from each other (and you!) during skill share or mentoring sessions.

 

How will you step into your role as a caring leader? What can you do to show others you genuinely care, you’re passionate about the work, and you’re committed to both the team and their work projects? No matter how you decide to amp up your love leadership, the important thing is to DO IT. Start today and see what small changes you can make to commit to being a more caring, compassionate leader.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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New Manager

For years, the story has been the same: The number one reason an employee leaves a company is because of their manager.

To me, that says something loud and clear: We are not investing enough time and energy into our managers. Sure, they may receive some cursory training about their new role, but they rarely get anything beyond that.

Below, I list nine important items we SHOULD be training our managers on. Each item links to a blog post about that particular topic. All of these items are covered through the Build A Boss program, which my colleague, Karen, and I offer to business teams. We have found that these are universal items that managers in all industries can benefit from.

Instead of simply awarding a promotion and stepping back to let the manager “figure it out,” companies NEED to be working on the crucial skills that make their managers think like leaders.

Nine of these crucial lessons are encompassed in the following articles…

  1. “Just Be Yourself!” Leadership and Authenticity
  2. 4 Ways To Delegate More Effectively
  3. Balancing Head And Heart: Friendships At Work
  4. Resist the Urge to Micromanage
  5. How To Confront Someone (Without Making It Worse)
  6. Having CLEAR Conversations
  7. Creating an Inclusive Workplace with Insights® Discovery
  8. “The 6 People You Need in Your Corner” from Forbes Magazine
  9. What is the difference between a BOSS and a LEADER?

 

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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4 Ways to Delegate Effectively

When done properly, delegation is a win-win. You end up saving time, and the person you’ve passed work onto feels valued for their unique skills. Why is it, then, that more people swamped with work don’t delegate?

One big reason is that Delegation Takes Up-Front Work

Many leaders find it takes time and effort just to bring others up to speed. Leaders might also feel like they need to supervise for a while to make sure things are done properly. With all this effort, it seems easier to just do the job yourself. But not so fast! Delegation can pay off in the long run if properly executed.

At first, you’ll need to work harder and longer when you’re preparing to delegate tasks. There will be meetings, training, negotiations, and the inevitable hiccup. But if you take the necessary time to delegate in a meaningful way, you’ll end up saving far more time and energy over time.

How? Follow these four guidelines:

Know Your Team

Know the people who work alongside you. Don’t just learn their names or where they went to school; familiarize yourself with their interests, talents, and experiences. When it comes time to delegate, you won’t have to guess who is best suited for the job. You’ll have an acute understanding of your team and their abilities.

Knowing that your assignments are in good hands will take much of the stress off your plate. Take a step back, resist the urge to look over your team members’ shoulders, and trust that they have the capabilities to successfully execute tasks. BONUS:  your team will appreciate your trust in them and will be more motivated to problem-solve and create solutions on their own.

Plan Well

If you’re delegating to a group of people, you’ll need to hold a meeting or two beforehand to help build unity within the group. They’ll go off and tackle bits of the greater project, sure, but it helps them to know how their contribution functions within the whole. It also helps you stay mentally organized as you’re the one keeping track of all the loose ends.

Which leads to…

Check In

While you should trust your team to perform well, it is necessary to check-in every once in a while to make sure everything is running smoothly and no one is struggling with a particular assignment. Keep it friendly, and be open to feedback. Your team may have great ideas to contribute and it’s worth it to take the time to listen.

If you’re worried that it may be too hard to ensure that your standards are being implemented by those you’ve delegated work to, fear not, but be sure to…

Have Clear Deadlines, Goals, and Expectations From The Get Go

And be specific about them. It’s better to over-prepare in the beginning and be able to ease off as your team gets up to speed than it is to go into a project unorganized and be forced to pull people off projects.

Remember: a strong vision, clearly stated, is a powerful tool. Be transparent and communicate your expectations with everyone involved. Make sure your entire team is on the same page and is working toward the same goals and mile markers.

 

If done correctly, delegation can pay dividends. Get to know your team’s strengths, assign clear tasks, and be sure to check in on a regular basis. Effective delegation can set you free to perform other crucial leadership duties.

Questions about delegation? Feel free to contact me today.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS®DISCOVERY LICENSED PRACTITIONER, FOUNDER OF UXL, AND CO-FOUNDER OF THE TAG TEAM. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. YOU CAN VISIT HER WEBSITE AT WWW.YOUEXCELNOW.COM

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