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When you read the word “leader”, you might think about the movie GladiatorWhere Russell Crowe leads his town to fight to defeat the barbarians, and the army follows it without a doubt. Or he can think of the late Queen Elizabeth II of the United Kingdom, which was venerated by his people, without governing them. Or maybe you think of a coach of a high school soccer team that comes with plays, shows a soft and hard love for your team to assume that challenge of the championship, concluding with that impressive “You have this!” Speech.
You can read innumerable books about leadership and ways to effectively exercise leadership, but I will share some key concepts that I have used, which I think are fundamentally the reason why a great leader can take a collective to a result that could never be achieved otherwise.
Concepts that me cattle Being highlighted are authorized, making all decisions, demanding loyalty or giving false hopes or magical speeches of greatness.
In fact, the thesis principles are the opposite.
Related: 7 timeless principles that will help him become a better leader
Be present
The Japanese have a little more sophisticated is called “Gemba” or “Go to see”, which always resonated with me and has been in the heart of my actions in leadership.
Be. Show your team that you are in them with them, and when you see or listen to something that does not seem correct or is preventing the team or the company from moving in the right direction, see and take a look at what is happening.
As a biotechnology leader, I will use a very specific example of this concept in one of my new companies. The company I worked with was doing research and development using microorganisms, and working with these organisms required that scientists were diligent in their ways of working, so that the samples that provided pure and free of namination.
The laboratory began to experience a ton of contamination, and progress was storage. The staff and team were taking their hair from what was happening. Some questions were asked, but the team was stuck. Then, I asked the laboratory manager: “Hey, could you walk with you in the laboratory and talk about what you are seeing and show me the process?”
For a second, the manager doubted, but then a sigh of relief. We started walking and asked questions gently, listening and taking what they said. And then I saw it … the cleaning solution they used the leg had not allowed clean time to work, and the staff had never trained in this particular solution, since it was new. I asked the laboratory manager what they thought we should do, and immediately, they wanted to implement training and make people accelerate in this.
They return to their desk and the following steps began.
Note what happened here. Did I tell them what to do? Did I ask how this could have happened and how did they plan to solve it? No, I was present and I saw what was happening to me.
Manage the task, not the person
It is very rarely a person who has no reason for work. Ninety -nine percent of the time is its level of preparation in performance, a specific task. This is an incredible concept that, when executed well, can transform a person’s work production. It is also important to know that this is an always dynamic process. There are four categories of preparation for tasks.
Level 1 It is whether the person cannot and does not want to do homework.
Level 2 It is if the person cannot but is willing to do homework.
Level 3 Is the person capable but is not willing to do the homework, the most difficult to manage?
Level 4 Is the person capable and willing to do homework?
For level 1, it is important to know that the person does not really know how to do what he wants, and cannot simply “let it solve” because he probably does not know where to start. Therefore, this is where you do a time, removing, eliminating your fear and being specific about each step to do the homework.
For level 2, generally the result is that you do not get what your person is “yes, I have this” when they really do not, so it is important to make some small probes on how to make the change. If they say “I will solve it,” then you know you need to provide more guidance.
Level 3 is a fun beast to address. The real person knows how to do the homework, he simply does not want to do it. Are they also by bus with other things? Are they saving resent due to their workload? Are they just fed up with something else, and you need to find out what is happening? This is where a good chat 1: 1 can help (or maybe several of them).
For level 4, it is important not micrognition of this termination of the task: let the person continue with him and deliver, and will be very satisfied with the result.
Related: 8 essential leadership qualities for success in the workplace
Be your authentic self and do the right
Fake it until it does not apply. Do not pretend to be someone you are not. Every time I have leg to “do it this way” by an investor urbish member or “you need to be less like this …,” it just doesn’tn’t work out for me, userary bcoaause their requires is to create fundament To to live to to live to to live. They are looking for.
Stay faithful to your values. Operate with integrity. Do not lie, robes or cheat to get ahead. We all have a fundamental compass within or where we know the right thing about the wrong. Just do the right thing. It seems simple, but honestly, it would surprise you how many people in this world think that going at all costs.
He really cares about your people
Unless it is operating a business fully administered by AI agents, it has people who do the job to reach the result. Work to ensure that people feel respected, heard, lied, appreciated and satisfied with their work.
This is difficult.
He does not have to bend upside down to do this, but “throwing money to the problem” is not always the answer. If you have a small organization, this can be a more personal encounter. For larger organizations, take advantage of its managers. The motivation of all is different, so a general approach won the work. I have learned that there are basic quality areas where recognition motivates staff.
Verbal recognition: These people like to listen to “good job” and sometimes in front of others.
Support: These people because to do a homework with you or administered for your progress with you, so they feel they are obtaining the tutoring they might need.
Development: Learning new tasks or cross training helps some people not feel obsolete. This is particularly important for more repetitive task workers. In addition, external training opportunities or general training in the workplace can be useful, such as working with co -workers.
Money: Yes, some people are mainly motivated by money, and a bonus, just a spot bonus, helps them feel appreciated.
Quality time: Some people need structure or can only want to sit with you or have a water refrigerator talk. They feel noticed when asking about their family or that next trip. In general, these people also look for one of the other elements of recognition, but this is actually the best.
Related: 3 Principles of people’s leadership first
Take care of yourself too
Listen, attract every night and eating McDonald’s for each meal may seem bold and a “declaration of commitment” with your team, but in fact, it usually does exactly the opposite in terms of motivation. I discovered that making time with my family or my training helps people to see that I am also human. It is not about the balance between work and life per se, but rather leading with the example to demonstrate the things that matter most of the time. Those nights can certainly happen, but it should not be a way of life.
Being a leader is complex. It is not simply about strategy, vision and mission, but most importantly, how each one runs within a business.
