Successful Blog

How Are You Leading Your Employees?

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Senior Business Man Working On Office Table With Smiling Face HaWhat do you look at as being your assets leading a company?

Some business owners are natural-born leaders, having those impeccable qualities that it takes to oversee others.

Meantime, some business owners acquire those traits over years of working for others, seeing what works and what does not work in running a company.

No matter how you came about being a leader, passing those abilities on to others over the years is one of the best contributions you can make as a business owner.

With that being the case, how are you leading your employees?

How to Be a Great Leader

In your efforts to be the best leader you can be in running a business, remember these tips to help others along the way:

  • Be an example – First and foremost, leading by example is crucial if you want to have a strong business model. When your employees see how it is done, they’re more likely to give you their best. On the flip side, being a yeller and a screamer does you or your employees absolutely no good. Yes, there are times when you will become frustrated in the workplace, but cooler heads should always prevail. If you have a problem with one or more employees, settle those issues professionally and in a private;
  • Be calm – As mentioned a moment ago, being calm under fire is a great characteristic to have as a business leader. When times get tough (and you know they certainly do), work to find solutions. Part of those solutions may come from your days ascending to a leadership role. Whether you took college courses in business management and leadership areas or got first-hand experience in jobs over the years, the ability to design how you want to lead is critical;
  • Be confident – There will be times when your business undergoes some transformations and/or some rough spots. Employees will look to you as the calming force to get them and your brand through it all. Showing a side of confidence (not cockiness or arrogance) is crucial during those times. As you guide your business through some difficult stretches or even unchartered waters, many of your employees will see you as a business owner they will want to be tied to for years to come. In doing so, you accrue loyalty from many of those under you, assuring you that you have a formidable team to go to battle with each and every day;
  • Be open – Do you currently have an open-door policy for employees wanting to vent when necessary? If not, you should consider doing just that. While it is not the job of your employees to complain about this and that in the workplace, they will on occasion want to discuss matters with you, matters that could be impacting their ability to fully get the job done. It could be an issue with a customer or customers, perhaps a matter with another co-worker, or how the overall business model is or is not working. When employees feel relaxed and confident in talking with you, it is a win-win for them and of course for you;
  • Be a future thinker – Finally, while your business is living in the present times, you have to think about where you want your brand to be five years down the road, three years down the road, even a year from now. Having an eye on where things are trending in your industry and how those trends will impact your brand are both important. That thinking towards the future is also important for your employees. If they see you talking gloom and doom about your business and/or your industry, do you really expect lots of them want to stick around? When you talk about growing your business, seizing the opportunities that are out there, you paint a much more positive vision for all.

Being a leader can certainly be stressful at times, but would you want it any other way?

There are many people who end up fearing leadership; many others take the bull by the horns and run with it.

When all is said and done, which one are you?

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.

Is a Leader Emerging Within Your Company?

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Old New Life Future Past Goals Success Decision ChangeHow do you know if you have a budding leader or leaders within your company ranks?

In some cases, that individual or individuals will emerge from the ranks right before your eyes in no time at all. In other instances, the employee will take time (perhaps even years) to fully blossom.

No matter how leaders emerge under your guise, it is important that you give as many employees as possible the opportunity to work their way up the company ladder.

In doing so, you enable them to chart their courses for not only leadership opportunities within your company, but perhaps elsewhere.

So, as 2016 nears the halfway point, is a leader emerging within your company?

Why Leaders Are Important to Your Brand

Some employers may look at their rosters and feel like there is no one willing to step up to the plate and become the next leader within the ranks.

Others, meantime, see the talent they have onboard and note that any number of candidates could easily be a department manager in no time.

So, how do you encourage your staff to take their work games to the next level?

Among the ways to go about this:

  1. Encouragement – It is so easy at times to point out the wrong things that your employees do. Instead of taking a pessimistic view of things in the workplace, always do your best to be positive. Sure, constructive criticism is always necessary and should always be part of your company’s blueprint. That said don’t allow the criticism to take on negative tones. When you encourage your employees to strive for excellence, you will typically get more effort out of them than if you always pinpoint the bad stuff;
  2. Incentives – When employees are incentivized to strive for things in the workplace, they typically will provide you with even better efforts on a daily basis. Even though it is fine to offer a little friendly competition amongst employees, don’t turn it into a knockdown brawl. Encourage teamwork (see more below) and putting heads together to solve problems, especially as they relate to customers and their needs. One of the incentives you can offer is taking a customer problem, then bringing all company heads (in that related department) together to fix it. For example, if you have a customer feeling like the accounting team is not working with them on a payment issue, sit down as a team and figure out the best response. It could be someone lower down on the accounting totem pole that actually comes up with the best means to solve the problem. Make sure he or she is rewarded in doing just that. All voices in a select department should be heard, not just the individual who is wearing the title of manager or supervisor ;
  3. Speakers – Remember when you were in school and you would have guest speakers come in to speak to your class on a wide variety of topics? Business owners are best-served when they do the same. Whether it is someone like Michelle Stacy, a woman who has been focused on putting together first-rate cultures in companies, or Dana Perino, a woman who knows all about the importance of communication having served as a White House press secretary, make sure you tap some of the best minds out there. Bringing this kind of talent to speak to your employees can not only benefit them, but also allow them to hear from outsiders as to why their roles with your company are in fact so important;
  4. Unity – Finally, how much of an effort do you put into encouraging unity and teamwork in your business? If you’ve been a little lax in this department as of late, alter that thinking as you move forward. Your team is just that, a team. Yes, some individuals will shine more than others (there is nothing wrong with that). That said always do your best to stress unity in the office. This is not only true while everyone is working, but it can carry over outside the workplace too. From get-togethers after work to even an occasional weekend retreat, treating your employees as one big family can go a long way in making your brand the best it can be.

Photo credit: BigStockPhoto.com

About the Author: Dave Thomas covers business topics on the web.

 

 

How to Attract the Leaders in the Pack

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(Updated in 2020)

Photo by Nathan Lemon on Unsplash

10-Point Plan — Attracting Second Generation Heroes and Champions

Employees as Volunteers and Volunteers as Employees

Whether you’re a small enterprise like SOBCon building a brand and a legacy to stand upon or you’re an internationally known brand with a legacy of success and relationships that you want to nurture and protect, your employees and volunteers are the heart of your brand.

What makes that heart beat?
What gets those people to invest their time into your quest rather than into some other endeavor each day?
One of three reasons brings us to work and that reason that drives us runs through every nuance of every interaction that we undertake — every success we enjoy and every error we miss, overlook or turnaround in a fabulous way.

Whether you’re paying for a job role or enlisting volunteers, what you want is a volunteer who leads like a $200,000 / year employee. Leaders like that are learners who are focused on the cause and willing to put their minds, hearts, and vision into making the best things happen.

The Three Kinds of People Who Show Up to Work

People often say “There are two kinds of people, those who … and those who don’t.” In this case there are really three. Knowing all three will help you find and identify the leaders you need.

  • It’s a job. These volunteers are looking for an in-kind return. They are worker economists in that they do a hard day’s work for a hard day’s pay. The return might not be money. It might be a free seat, new clients or contacts that translate into potential work, a chance to raise the level of their pay grade by raising their skills and contacts. Be aware that they aren’t working for your brand or cause. They are executing a transaction.
  • It’s a career. These volunteers are looking to build their resume.They are politicians in that they look for a return that will enhance their own value proposition. The return is not financial it’s power and positioning. They do a hard day’s work for the ability to say they were part of the team. They might be working for a recommendation or entrance into a new network that will offer more opportunity. Understand that their first purpose isn’t working for your brand, it’s to extend their reach.
  • It’s a quest. These volunteers care about money and reach, but are driven by a need to build something no one can build alone. They look for a situation that will allow them to invest their best and want the same in return. Leaders will actually work for less if they’re convinced that the quest, the people, and process will be tied to values and intelligent ROI.

I bet you could phrase a set of questions and conditions to attract the best volunteers to that outstanding project you want to take off.

How would you start?

READ the Whole 10-Point Plan Series: On the Successful Series Page.

–ME “Liz” Strauss

Are You a Leader or a Pleaser? Take the Test

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Find Out Now

Personal Identity logo

When I work with folks who are finding their path, we often talk about famous leaders and what made them what they are.

Ghandi, Nelson Mandela, Jesus, Mother Teresa . . . where they leaders or fools? Each did things that were praised as the ultimate sacrifice for the good of others, but were they leaders really or did they just give themselves away?

Ah, there’s the trick, figuring that part out.

I’ve known a few “victim types” in my time. They thought they were the next Mother Teresa or such, but it wasn’t who they were, I don’t think. Truth is I won’t ever know. The decision isn’t mine.

The reason I can’t determine the answer is because the actions look the same whether the person is a leader or a fool. The answer to question is fully inside the person’s own mind.

You can take the test for yourself. It’s easy. Pick the one that’s you.

  • Do you give others what they need, but give that same thing to yourself first? Then you’re dealing from strength. You’re a leader. You’ll have your proof in that it’s easy to say “no,” when you find that you can’t or shouldn’t give more than you have. You’ve got what you need.
  • Do you give others what they need in hopes they will give back to you? Then you’re dealing from weakness. You’re a pleaser. You’ll have your proof in that it’s almost impossible to say “no,” even when your whole being says that you should. You’re trying to get what you don’t give yourself.

Are you a leader or a pleaser? Only you know for sure. But I suggest you to for the first.

Give yourself what you need. It’s easier to say “no” to the folks who don’t deserve what you’ve got.

–ME “Liz” Strauss
Decide to be a leader. Work with Liz!!
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