Many start to develop a big ego and start taking credit for the work of their reports. This can really count against them in the long term because their employees won't be motivated and will want to leave. When more employees leave, it signals to the higher ups that there's something wrong with the leader, which could result in termination. You should always bring members of your team up with you because they can support your rise in the corporation.
Don't micromanage. One of the biggest challenges leaders have is that they want to continue to do all the work because they got their position that way. Micromanaging doesn't work because you end up stressed out and not having enough time to execute projects at the highest level.
Instead of trying to do everything, distribute that work evenly amongst the team such that each project plays into their own unique strengths. You should be overseeing the completion of the work from afar and having weekly check-ins to make sure it's complete and on time but nothing more. Accept the right criticism. Don't take criticism to heart or it will bring you down.
Instead, analyze all the criticism you get and do a self-assessment. Some of the criticism will be true and useful and some will be based on jealousy. Think about where the criticism is coming from and what it's based on. Then, incorporate the right criticism into your daily leadership habits so that you improve. Set clear expectations for your employees. When you don't set expectations , you don't get the results you want.
Instead of holding back, and under-communicating, put it all right out there for your team. Tell them upfront what is expected of them, how they can accomplish the tasks and when they should check in.
This way, you are creating a protocol that they can follow so they meet your expectations, and hopefully exceed them. Adapt to change. Of course not! Great leaders are not just focused on getting group members to finish tasks; they have a genuine passion and enthusiasm for the projects they work on. You can develop this leadership quality by thinking of different ways that you can express your zeal. Let people know that you care about their progress.
When one person shares something with the rest of the group, be sure to tell them how much you appreciate such contributions. Another important quality of transformational leadership involves a focus on providing one-on-one communication with group members.
Transformational leadership is effective when leaders are able to communicate their vision to followers, who then feel inspired and motivated by this vision. Good leaders should express sincere care and concern for the members of their group both verbally and nonverbally. By keeping the lines of communication open, these leaders can ensure that group members feel able to make contributions and receive recognition for their achievements.
Transformational leaders have an upbeat, optimistic attitude that serves as a source of inspiration for followers. If leaders seem discouraged or apathetic, members of the group are likely to also become uninspired.
Even when things look bleak and your followers start to feel disheartened, try to stay positive. This does not mean viewing things through rose-colored glasses.
It simply means maintaining a sense of optimism and hope in the face of challenges. Let the members of your team know that you welcome their ideas. Leaders who encourage involvement from group members are often referred to as democratic or participative leaders. While they retain the final say over all decisions, they encourage team members to take an active role in coming up with ideas and plans.
Research has shown that using a democratic leadership style leads to greater commitment, more creative problem-solving and improved productivity. Transformational leaders also provide inspirational motivation to encourage their followers to get into action.
Fortunately, you don't need motivational speeches to rouse your group members. Another important quality of a good leader involves knowing that offering effective recognition and rewards is one of the best ways to help followers feel appreciated and happy. Who says leadership is a one-way relationship? As you work toward developing some of these leadership qualities, don't forget to look to your followers for feedback and inspiration.
Pay attention to the things that have been effective in the past and always be on the lookout for new ways to inspire, motivate, and reward group members. Ever wonder what your personality type means? Sign up to find out more in our Healthy Mind newsletter. Leadership and creativity: the impact of transformational leadership on individual creativity.
Procedia - Social and Behavioral Sciences. The relationship between transformational leadership and work engagement in governmental hospitals nurses: a survey study. The path is the goal: how transformational leaders enhance followers' job attitudes and proactive behavior. Front Psychol. A review of leadership theories, principles and styles and their relevance to educational management.
Riggio, RE. The 4 elements of transformational leaders. Psychology Today. And because it becomes accessible, more people are helped, and more people follow. Yes there are seasons for restraint. Yes, every organization needs a bean counter. And yes, dreamers can be a problem. When everyone else sees the problem, great leaders work at the problem until they find the opportunity.
One of the best ways to do that is to hit deadlines, and even beat them. That gives time for feedback and correction and surprises the life out of whoever was counting on you. Great leaders set their own agendas. They know where they bring the most value, and schedule time for it.
All leaders devote meaningful time to working on their business, not just in it. If you want to know how to schedule your priorities into your calendar, I wrote about it here. The great leaders see a wise use of seminars, coaches, networks, conferences and resources as an investment rather than an expense. As I outlined here , almost every leader will either practice self-care, or will revert to self-medication. That you swap out exercise when your schedule fills up in exchange for more caffeine?
So they develop a trusted inner circle. I wrote about how to develop one here. The bottom line is to get some people wiser than you around you. Fear undermines so much in leadership. In this post, I outlined 5 ways to tell if fear is undermining your leadership. Not at all. They just push through them. It also makes causes whoever was in part responsible for the problem to want to rise to the occasion to make it right. But the great leaders leave a legacy, because they leave people better than they were when they found them.
0コメント