It’s not about you
“Repeat the words, ‘It’s not about me!’ every day, multiple times a day. Don’t make your leadership about being in charge, being right, getting promoted, or looking the best. Make leadership about the cause of the organization, serving the legitimate needs of those you’re leading, and not taking yourself so darn seriously. You’ll have people lining up to work for and with you and the results will follow.”
Be human, not humanoid
“Humanoids show (and feel) no emotion at all. They are incapable of it. You may think there is no room for emotion in the workplace, but think again. There’s already emotion – too bad of it is negative. Let some positive emotion flow between you and your people. Get to know them better and let them get to know you better. People will go for people they know, like, admire, and respect. But if they don’t know the first thing about you (or vice versa), how can they feel as though they know you, or have a relationship or anything at all in common with you? Humans truly connect with each other on a personal level, not a business level.
The very best leaders are a source of positive energy. They communicate easily. They are intrinsically helpful and genuinely concerned for other people’s welfare. They always seem to have a solution, and always know what to say to inspire and reassure. They avoid personal criticism and pessimistic thinking, and look for ways to gain consensus and get people to work together efficiently and effectively as a team.
Head up, shoulders back
To achieve success, a leader must be passionate about their mission. After all, how will you ever attract others to your company if you don’t believe in it yourself? If a leader is drowning in self-doubt or worry, the entire team’s confidence will quickly erode. Successful leaders know how to keep a cool exterior and stay level-headed, even when dealing with adversity. No matter what’s going on in the background, impactful leaders remain confident, serving as both a positive example and a constant assurance for their team.
Give credit, take blame.
Author and entrepreneur Arnold Glasow once said, “a good leader takes a little more than his share of the blame, a little less than his share of the credit.” Being an impactful leader means having the emotional maturity to take accountability when things go wrong. On the flip side, when a leader achieves success, he or she shouldn’t take the glory, but instead credit the accomplishment to the team. Once a task is complete, be sure to give colleagues the proper recognition; praising achievements inspires workers to continue raising the bar and garnering sustainable results.
There are many reasons to offer recognition and constructive feedback to employees. By publicly recognizing the efforts and achievements of your team, you not only build up their confidence, but also encourage future contributions and effort. Praise does not always have to be formal; praising employees can be part of your day-to-day communication with your team.
Leadership is an action, not position.