A Leadership Must

There are certain things leaders need to remain mindful of on an ongoing basis that impact the mental well being and culture within their operation. Subtle and common sense things that at times can prove to be very elusive including...

• Always saying "thank you."
  
• Always using the word "please" when asking someone else to do something.
  
• Not playing the "boss card" unless it is absolutely necessary.
  
• Giving recognition for a job well done.
  
• Treating everyone fairly even in the most difficult of situations. (This particular item is of just as much importance to the folks that are in your office and not directly related to the issue at hand because they know however you treat the current situation could be reflective of how you might handle any future situations including theirs.)
  
• Never using unprofessional language.
  
• Being honest with people even if it means telling someone something they do not want to hear but communicating it in a tactful manner.
  
• Stopping whatever you are doing to actually listen to what someone is telling you.
  
• Summarizing back to someone what they just told you to ensure you fully understand what they are saying.
  
• Introducing people by name to your superiors.
  
• Always following through on what you tell someone you are going to do.
  
• Catch folks doing something right, verses something wrong.
  
• "Coach" your people into becoming the winners you perceive them to be.
  

People emulate their leaders. Follow these guidelines and you will improve the morale, culture and effectiveness of your entire organization. A business is only as effective as the mindset of its greatest resources, its people.

"A coach is someone who can give correction without causing resentment." - John Wooden

"Leadership is practiced not so much in words as in attitude and in actions." - Harold S. Geneen

What are you currently doing that could be added to the above list?

Clarity

Clarity is always important in terms of the communication you have with others, but is magnified when in a leadership position. All too often leaders walk away from conversations with a strong belief that there is a clear understanding of their goal, strategy or initiative without gaining confirmation form those that are ultimately tasked with execution.

This can be quickly rectified with a summation of the conversation and the main points conveyed back to you as the leader from those to whom you have just communicated. This goes one step beyond the typical use of, "Does that make sense?", to end a conversation and supposedly gain assurance on a complete understanding of a message. I have found that this practice can lead to a deeper conversation on certain points of the intended message to achieve complete understanding. This can be critical when you are dealing with delicate situations such as a progressive disciple process. This extra step also removes trepidation on the part of the recipient of your message to nod in agreement that they understand you, when they truly do not have a complete comprehension of what it is you are asking or communicating.

Reflect on the last two to three conversations you had with your folks today. Can you say with 100% accuracy that you accomplished complete clarity? Now go back and find out. How did you do?

Open Exchange

Strong leaders have a way of creating an environment that allows for honest and open exchanges with employees no matter how extreme the circumstances. A lot of this responsibility also falls on the shoulders of the employee, but the development of the environment that allows for opening up about extreme circumstances falls directly on the shoulders of the leader.

The creation of an open-exchange environment aids a leader's ability to avoid surprises. I personally have let the individuals who make up my team of direct reports know that I am not a fan of surprises. They have a clear understanding that I would much rather be made aware of a negative situation directly from them verses through the inevitable grapevine. I also let it be known that they will not be met with negativity but with concern and a strong desire to offer assistance in finding a proper solution. Surprises can come in all shapes and sizes. One particular example is when a leader finds out that one of his or her employees is looking for or has been interviewing for another position. This is a tough situation to effectively manage and can be a subject that very few employees would feel comfortable talking about with their direct supervisor or hiring manager. Nonetheless, if a leader has paved the road of open exchanges and invested in building strong enough professional and trusting relationships, employees will have enough repect to make sure the leader is informed of other job offers, discontent with his or her position or environment, etc. Better yet, this can create an opportunity for you, as the leader, to build greater equity in a solid performer to the point that the employee feels better about his or her job and future opportunities within your organization, as opposed to continuing to foster a negative "grass is always greener" state-of-mind.

Make sure your folks know that you care about their professional, personal and mental well-being. This will go a long way in putting you, as their leader, in a position to avoid major surprises because their level of respect for you will not allow it to happen.

What was the situation surrounding your last surprise from a leadership standpoint and how did you deal with the issue?

Leadership is solving problems. The day soldiers stop bringing you their problems is the day you have stopped leading them. They have either lost confidence that you can help or concluded you do not care. Either case is a failure of leadership. - Colin Powell

Un-Multitask

All too often leaders get caught up in everything they are doing to a degree that they do not make appropriate time for pertinent projects or more importantly people in need of direction. There are a multitude of distractions that can pull at a leader's attention and steer their attention away from the individual or the issue that needs their focus. I know because I am speaking from personal experience. Have you ever been speaking on the phone and feel the tug of your keyboard? The temptation to check that latest email while you are actually in the middle of a conversation? It can be difficult to stay focused on one item or person when you are dealing with many issues at once, and have a lot left on your "to-do" list. Let's face it, being able to multitask actually has a positive meaning in today's professional environment.

I personally believe that prioritization and focus will bring the best results. As leaders, we need to practice and exercise the ability to focus. This will allow our attention to be given to those who are in the greatest need. Have you ever been the one on the receiving end of a less than attentive exchange? It can make it difficult to get your job done or to know exactly 100% the direction in which you need to head upon conclusion of a discussion. It is my opinion that in order to be an effective leader you have to be a great listener. To be a great listener you have to give someone your full attention. Sometimes this means slowing down, un-multitasking for a few minutes to actually give someone or something all of your focus. Pay particular attention to this aspect of leadership as you interact with your peers, boss or teams over the course of a day and comment on your observations. I am also interested in reading about any improvements you come to realize in leading your folks as a result of applying this practice.

Okay, now I can give everyone standing in my doorway some of my time and attention... ;)