9 ways to be an Inspiring Leader or Manager
- Bring up any behavioral concerns as early as possible
You may not be aware that ignoring undesirable behaviors communicates the behavior is allowed. Your team members are more likely to feel respected if you address such issues soon after they become apparent. Without proper addressing of such issues, your team may feel you are not giving them a chance to succeed.
- Praise individual team member’s successes, as well as team successes
Praise has long been known to be an effective method in teaching and guiding behaviors. However, praise that is not sincere, genuine, based on reality, or given too often will not build your team nor build your respect as a manager. Pay attention to your team members; find strengths that set them apart from the rest of the group. Also, praising team success is equally important and builds group cohesion.
- Believe in the power of failure and mistakes. Profess this power to your team periodically.
Hearing you talk about what can be learned from mistakes and failures lets your team know you do not reject their inevitable human frailties. This method highlights human universalities, making a group more cohesive. Additionally, this technique preps individuals for supervision, when you will need to “correct” behaviors; they are more likely to see such “interviews” as a growing experience knowing you do as well. Managers and Leaders who ascribe to this belief are more likely to resource a high performing team. Such leaders will be on top of staff “discipline” while making such corrections because they truly believe that in the end, its all for the good of the team.
- Develop your team members’ weaknesses
Your team will admire you for developing weaknesses; its human nature to want to avoid looking our weaknesses in the face. By addressing such issues you will show strength- as the team leader you are responsible for your team and thus are facing your own weaknesses in a way.
- Get to know your team individually, personally
Your team members will appreciate you seeing them as an individual. Your awareness of their personal lives will help them to feel valued. Show that to you, each member is more than just what is brought to the table professionally.
- Avoid putting personal needs before professional
Your team looks up to you. Schedule time after work to deal with personal issues. Have a friend you can trust, not one of your subordinates, to talk to personal issues about. This will allow you to vent as needed without destroying any relationships with your team.
- Do not talk or “gossip” about team members
Gossiping with team members can lead to an entire team distrusting a manager. As you discuss concerns about a particular employee with another team member, they very well may be thinking, What does he/she say about me to the other staff?
- Avoid having a “pet” team member or favorite
This destroys any group cohesion that you have been working hard to build. Do not make this mistake. Having favorites helps no one, especially not the favorite themselves.
- Trust your Team
Trust your team in your absence. Paying too much attention to details makes a team feel they are not trusted, and creates a breeding ground for trouble.
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