Ever worked for a leader who was so inspirational and gifted,your memories of how he or she took care of the team remain vivid to this day?
Chances are,the reason you still talk about this leader from years past is due to how he or she made you feel.
Famous poet and civil rights activist Maya Angelou famously quipped,”People will forget what you said,people will forget what you did,but people will never forget how you made them feel.”
3 Questions John Wurzburger Asks To Assess Leadership Abilities
Leadership is a matter of the mind and the heart–it’s about relationships and results. So,if you’re in a leadership role now or aspiring to one,the journey toward leadership greatness never finishes. But it does have a beginning point.
And sometimes the start of the journey requires some challenging questions you will need to ask yourself to raise your own bar. Can you answer yes to any — and hopefullyall — of them?
1. Are you approachable?
Before you assume you’re fit to direct,this is an important question to ask. Because if you’re going to lead,you need to be approachable. If you’re not,it could hurt your leadership in several ways:
- Your employees may be less inclined to share information for fear of disapproval;
- your staff members may be disconnected from you; and
- your staff members will dread taking ownership of the job,and will only look to you for answers.
To be approachable means promoting a culture where feelings of loyalty and a sense of purpose are felt among staff.
How to become more approachable:
- Maintain an open-door coverage;
- share information;
- spark non-work related discussions;
- be human and show your sense of humor;
- participate in volunteer or professional development activities with your workers;
- be an advocate for your employees when they face challenges–private or professional.
2. Can you nurture an environment where people are emotionally secure?
Research on freedom and psychological security by Amy Edmondson of Harvard indicates that when encouraging leaders foster a culture of security — meaning workers are free to speak up,experiment,give feedback,and request help — it contributes to better learning and performance outcomes.
When emotional security is absent,fear is present. And fear is detrimental to achieving a company’s full potential. We just can’t be engaged or innovative when we’re afraid. Some subscribe to the idea that fear is a motivator,but what fear does is kill hope — the supreme demotivator.
How to make more psychological security:
- Create a bond with workers,and remind them of the value;
- praise them for their functionality with specific examples for positive reinforcement;
- keep your people in the loop regarding forthcoming plans and projects,deadlines,and any changes taking place,bad or good;
- give your employees a sense of security by ensuring that their work and status as workers are on solid ground.
When tough problems arise,address the problem right away by meeting with the staff in person (if physically possible),or send an email to set people’s expectations. Always pull on the side of hope,strength,perseverance,and compassion. Your job as a leader is to do whatever is required to fulfill the needs of your people–demonstrating that you value them not only as workers but also as human beings. Lastly,don’t leave anyone hanging by heading radio silent.
3. Are you leading with integrity?
|John Wurzburger Leadership|
Let me give it to you straight: Your employees are watching your every move as a leader. If you’re acting unprofessional or unethical,they know. And if they know,you have already lost the battle for respect.
Psychologist and best-selling author Henry Cloud wrote the book on why ethics matters and sheds good light on the topic. In Integrity: The Courage to Meet the Demands of Reality,Cloud says,”Who a person is will ultimately determine if their brains,abilities,competencies,energy,effort,deal-making abilities,and opportunities will succeed.”
So,who are you,really? As you learn and adapt to all aspects of your integrity,you will eventually arrive at a point where it becomes easier to develop trust,repair a connection following a conflict,listen with empathy,and give critical feedback to build up someone.
How to lead with more ethics:
- Lead by example,be reliable,be plausible,talk with truth;
- raise the bar and hold yourself accountable to a higher standard — one where your followers will want to emulate;
- follow through on your promises or commitments;
- do the perfect thing;
- be true to yourself rather than be someone you are not. By being who you are,you do not just trust the judgments and decisions that you make,but others trust you as well. They will respect you for standing by your values and beliefs.