This is the first of a series of seven blogs on Leadership - leadership ideas, techniques, skills and methods as conservation-starters for you and your supervisory personnel.
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Leadership is practiced not so much in words as in attitude and in actions. — Harold S. Geneen
Charisma - a characteristic that most successful leaders embody! As a leader, you have to manage your team – give orders as well as take orders. How well do you do this? Do you know your leadership style? Do you know how to relate to your employees?
I suspect the majority of us have worked with a leader, or employee with whom we did not see eye to eye. Some may not have experienced this type of distraction, but most of us have at one time or another. I use the word “distraction” because the lack of cohesion between the leader and the employee is a distraction when working as a team towards the end goal.
Often times egos get in the way of the true issue at hand and nothing gets reloved. I dealt with this in a previous work environment, and it was palpable. I now understand that I made the choice to blame the situation instead of holding myself accountable for improving the relationship, understanding the person and working together as a team. I failed to exhibit the characteristics I want in a leader.
Recently, I performed a short survey with my peers to see what characteristics they want in a leader. My purpose was to reach out to different departments to get a feel for what type of leader is effective. Four characteristics led the pack, and I have added some comments provided in the survey:
- Integrity – Tell me like it is – be honest! Don’t cover it up or sugar coat it.
- Approachability – Willingness to listen to different ways to accomplish the same goal.
- Fairness – Trust that my leader treats me fairly and equally, and my co-workers as well.
- Clear Communication – I want to meet face-to-face to assure a comfort level in both directions of communication. I want clear expectations. {Taking notes is a great way to refresh on past conversations to ensure all are on the same page.}
I must say these were certainly in my top 10. I believe we want our leaders to set an example – treat us the way we want to be treated.
Have you had a similar experience? Are you getting what you need from your direct leader? What have you done to bridge the gap? What example are you setting as a leader?
Leader Tip
Approachability can be difficult for leaders as they may have been very successful reaching their specific goals, and may have no experience as a leader over direct reports. As a person promoted to a leadership, the leader expects direct reports to be successful as well and achieve specific goals in the same style/approach he/she did. When work styles differ, this approach can lead to resentment towards the leader and a direct report that does not feel empowered.
How do you overcome this challenge as a leader? Focus on the end goal with your direct report versus the approach or style they use to achieve it. Allow the direct report to use their approach and their style that they are comfortable with to achieve the end goal. They will feel empowered, be more supportive and ultimately accomplish the end goal you wanted to achieve. Your objective as leader, of course, is to ensure that they follow company policy with their approach and style, but beyond that, leave it up to the direct report to achieve the end goal.
Jay DePasquale
Middle Market Leader
Additional Resources
Improving Your Leadership Skills
Seven Ways the Best Leaders Set an Example by Going First
Today’s To-Do List: Fire Someone
Photo courtesy of Leadershipvibe.net
Suzanne Coleman is a senior risk control representative out of the Nashville office of Westfield Insurance. She has worked in the insurance industry for 20 years.
