The profile of the perfect leader in organizations has evolved over the years. There is much to learn to become one of them. Skills such as empathy, responsibility or communication are essential today to lead a team to success in any organization.
Another aspect to take into account and that with the passage of time becomes more and more important is cultivating a sense of community among team members, pursuing a common purpose and sharing the same values. And it is that in the end the key to achieving success is having a very cohesive and perfectly integrated team, where each and every one of them knows perfectly the role they have been assigned.
Something that will also help to a great extent to take a team to the top is getting them to be like a family, not just a group of people who work together for a few hours a week, but a real family where they help each other. others to achieve each and every one of the objectives set.
Be professional, but not unapproachable
If there is something that every person values in a leader, it is that he is professional and at the same time that he is accessible, that is, that when you have a problem he is at your service to clear the way for you and that you can continue with your work without any problem or impediment. And although it sounds like something obvious, it is not so obvious, and there are not so many leaders who dedicate themselves to it with all their constancy and perseverance.
It is important that the process is reciprocal, that is, the team is at the boss's disposal, but the boss must also be by his team's side when there is a problem to solve. Here there are several very fine lines that should not be crossed, neither by the team members nor by the leader, that is, each one has their role and must be consistent with it. Kindness, yes, but not excessively, strict, yes, but not excessively, permissiveness, yes, but not excessively. And always try to maintain consistency in each and every one of the decisions that are made.
Always ask the team for opinion
Ask your employees for feedback on your performance as a manager, and accept it without getting defensive when you receive it. You must be open to hearing what they have to say. You shouldn't get defensive when receiving feedback; instead, listen carefully and think about how this information could help you improve your skills as an employee-manager in the future. When you receive negative feedback from an employee (or two or three), don't get angry or upset; instead, try to figure out why someone feels that way so you can better understand where the problem is before making any changes in response.
Encourages the team to take responsibility for their own successes and failures instead of blaming others or playing the victim
When it comes to workplace culture, one of the most important things you can do is encourage employees to take responsibility for their own successes and failures instead of blaming or playing the victim.
Don't make excuses: Blaming others is a sign of bad leadership. Also, it makes employees feel like they don't learn from their mistakes because they are always told that they should have done better for someone else instead of themselves.
Think before you speak: Being assertive means speaking up when something is wrong (or right), but it doesn't mean attacking your co-workers or making threats, that's called aggression and it will only create more problems than solutions. The best way forward is simply to have candid discussions about things like performance improvement plans, so everyone knows what to change next time.
Take into account the personal lives of employees as much as possible
Recognize and accommodate the personal lives of employees to the extent possible. Allows employees to take time off for family emergencies. If an employee has to miss work due to a death in the family, consider giving them a paid day or two off while they grieve. Offer flexible work hours so employees can juggle work with other responsibilities without impacting their productivity by taking on more than one job at a time or interfering with family obligations like childcare or medical appointments (For example). If possible, allow employees with children under the age of 6 or with older children attending school during regular work hours so they can be closer to home when they need help with homework or school-related activities such as sports teams or clubs, etc. This will also allow you, as an employer, to set policies on time off needed for each individual situation based on age groups, so everyone knows what to expect when scheduling vacation plans away. of normal business hours.
Express appreciation to the team
As a leader, you can show your appreciation by thanking employees for their work. This is not just a courtesy, but an important part of building trust and loyalty in the workplace. It shows that you value each person's contribution, which helps everyone feel a part of something bigger than themselves. No need to give big checks or expensive gifts; Simple things like saying "thank you" when someone does something right will go a long way than those kinds of gestures.
The work environment depends largely on the leader
The feeling at work depends mostly on you as the boss or manager, especially in small companies with tight-knit teams. You can create a positive work environment by being positive yourself. It is also important that everyone knows what is expected of them and the reason for each action. If a person does not understand something, he will cause problems for everyone around him and for himself.
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