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There are a number of things that determine this. For example, does the work have scope for creativity, or does it need to be completed in a specific way?
Would close management be best, or should you encourage your people to work independently and deliver a finished product?
Different people and different types of projects need different leadership styles. But how do you know which approach is best for each project, person, or situation?
In this article, we’ll look at the Leadership Style Matrix, a model that helps you decide. Continue reading
Fortunately, businesspeople and psychologists have developed useful frameworks that describe the main ways that people lead. When you understand these frameworks, you can develop your own approach to leadership, and become a more effective leader as a result.
In this article and video, we’ll highlight some of the common approaches to leadership that you can use. We’ll also look at some specific styles of leadership, and we’ll explore the advantages and disadvantages of each.
So, let’s look at some useful approaches – shown mainly in the order they appeared – that you can use to become a more effective leader. Your own, personal approach is likely to be a blend of these, depending on your own preferences, your people’s needs, and the situation you’re in. Continue reading
Sales and revenue are falling short. Your company is facing the prospect of downsizing. Your best employee suddenly quits. No matter the circumstances, your team’s morale is at an all-time low, and it’s your job as their manager to lift their spirits and get them back on track.
This is no easy task. It can be hard to see the positive when everything seems to be falling apart. But every company goes through rough patches and growing pains, and it’s during these times that a team most needs a strong leader to help them weather the storm.
“If employees don’t have confidence in the leadership team, they may question the future of the organization, wonder whether their role is safe and either become disengaged or start to look for a new job,” said Kim Littlefield, senior vice president of Keystone Partners. “Employees need to feel heard, understood, recognized and appreciated by their managers … especially during rough patches.”
Based on the advice of company leaders and entrepreneurs, here are three smart ways you can keep your staff motivated to persevere through tough times. Continue reading
Today’s business leaders have to deal with ever-changing tech products, globalization and a new generation of workers. Nothing ever stays the same. Just as society changes and develops, so do workplace challenges. As a leader, you must be able to adapt to the technological advancements and economic forces that directly impact your team. Here are five modern leadership challenges and how to handle them.
1. Technological advancements
The latest and greatest tech tools from a few years ago are now obsolete, and business leaders may find it difficult to adjust. But staying ahead of the curve means using these gadgets to your advantage.
The more experienced leader may never feel comfortable with technology. If you’re not comfortable, allow your younger staff to help lead your company into a more technology-friendly direction
2. Globalization
The internet has opened the doors for global business opportunities in many different industries. While the increasingly global economy has given businesses the chance to enter previously untapped markets, it also means that leaders need to be more aware of what happens in those markets.
3. Demographic shifts
Along with globalization, today’s business world is seeing a huge shift in demographics, Engelmeier said. Disposable income and spending power have increased greatly for Generation Y, as well as Latino and African-American populations in recent years, so diverse input in the workplace will be required to adapt to this changing market. Continue reading
No one perfect. Everyone makes mistakes. If you admit to your faults and express your remorse, you might expect to be forgiven. However, managers are rarely believed to be sorry.
The research found that when powerful figures apologize, it comes across as disingenuous. According to leadership coach Jack Skeen, co-author of “The Circle Blueprint” (Wiley, 2017), employees think bosses only apologize to avoid conflict. This belief can be detrimental to your team. It’s crucial for workers to be on the same page as managers, and even the smallest disconnect can cause tension and lead to poor results. Want to ensure your employees trust your sincerity? Here are three tips to persuade your team that you really are sorry.
1. Develop strong company culture.
If you show your workers that you’re interested in more than just their work and how it benefits the company, they’ll begin to trust you.
Talk to your team about topics other than work, and find ways to reverse the roles. So you can cater to them for a change. This can be as simple as brewing coffee for your team or bringing bagels to work.
“If we can see our staff members as human beings and, most importantly, make them realize that we view them as worthy, unique and inherently valuable individuals, they won’t struggle to believe we are sincere when we apologize,” Skeen said.
Anyone can be a boss, but not everyone can be a leader. Be considerate of your entire team, and they won’t doubt your emotions for a second. Continue reading
Traditionally, engaged leadership means involving everyone in the decision-making process. Ingaged leadership takes this one step further: Rather than simply giving everyone a part in the execution phase, ingaged leaders focus on gathering and using employee input in the planning and design of innovative strategies.
It’s important that leaders get employees involved in decision-making by allowing them to contribute ideas when the company is looking to incorporate changes, said Hackel.
After identifying what areas need to be improved, consult with employees who carry out the day-to-day activities. These employees will be the most familiar with the details of these problems and will be able to give insight on what causes problems, such as delays in processes, inefficiencies, etc. Continue reading
Being a leader comes with a host of responsibilities, including handling workplace issues and setting a good example. You’re often held to high expectations as the person in charge, and managing an entire team of people can be intimidating. However, no one is perfect. Here are eight common mistakes that many leaders are making.
Lacking humility
Holding a position of power may be good for your ego, but it’s important that you and your employees know you’re not above your shortcomings. Leaders must not be afraid to recognize their own failures. Struggling with our mistakes helps us grow and makes us stronger. When employees recognize that failure is natural, even for leaders, they’ll feel more open-minded and confident.
Thinking emotionally
It’s easy to let your feelings cloud your judgement. But in business, using emotions as the justification for a decision can be detrimental. When you’re making decisions based on emotion the team may understand the logic backing your choices. Therefore, they cannot trust your decisions. It leads to confusion, uncertainty of future roadmap plans or the validity of the decisions over time, slowly chiseling away at the effectiveness of the leader. Continue reading
It takes time to adjust to a new position at work, especially when you’re taking on a management role. Your responsibility is to guide an entire team to success; instead of turning to someone for supervision, you’re the person others turn to.
It might feel like you’re grasping at straws, but you’re not alone – many new managers feel overwhelmed. We outlined characteristics of a good manager.
Collaborative
You want to be passionate about working with your team and encourage your employees to feel the same. While independent work is important, teamwork can establish a more welcoming, supportive company culture.
Growth-oriented
As a manager, you should focus on helping your employees progress – individually and collectively. Get to know your workers on a personal level so you can help them leverage their interests and talents. Find what works and what doesn’t.
Inclusive
If you want your team to take risks and contribute to projects, you need to make sure they feel comfortable doing so. Leading by example is a great way to achieve this. Just because you’re a manager doesn’t mean you can’t ask for help. Turn to your team when you’re at a loss. Start a conversation, and discuss their comments.
Impact-driven
Every worker wants to feel valued. If they don’t believe their work is meaningful, making a difference in some way, they won’t be as motivated.
A good leader will form a connection between individual goals and company goals, reminding each worker why their job is so important. Show your appreciation for each member’s effort. Continue reading