Throughout adolescence, teen years and young adulthood, people encounter a variety of leaders. Some authority figures get the best results with a demanding my-way-or-the-highway approach, while others are most interested in the opinions of the masses. While there are moments when each style works, if a leader cannot earn their subordinates’ trust and respect, they may not reach their full potential.
Employees typically appreciate the opportunity to discuss their experiences and sometimes have a deeper understanding of their departmental needs. It is possible to be stern and open-minded as long as you are effective. Here are a few instances that can help you assess your own impact.
Brainstorming Sessions
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New projects and initiatives can be electrifying times in any workplace. The rationale behind starting something fresh or modifying pre-existing practices is usually to stay up-to-date with market trends and prevent falls in productivity. As the supervisor, you may already have quite a few ideas about what you would like to see occur and where you foresee operational shifts. When you call everyone together, be prepared to listen first and talk second.
Having this democratic leadership mindset shows others that you care about their input. While asking for participation is brilliant, do have guidelines to keep the group focused. Be careful not to let a single individual dominate the discussion or direction of the meeting. Maintain your position as the facilitator and help the team to highlight the finer points as you reach a consensus.
Conflict Resolution
Disagreement is an inevitable part of company operations. It does not matter if you are at the head of a high school administration or calling the shots in a small business setting. To keep a positive climate and support morale, it is imperative that you not ignore issues that arise. Failure to acknowledge when one party is unhappy can cause the situation to escalate. Take the reins at the beginning of your tenure establishing the proper protocols for resolving conflicts.
Make these steps clear to all hires so they know whether they should go straight to you or speak to someone in human resources. Draw a line at some point in the progression and set up a system where you serve as a moderator if the problem has not been remedied to everyone’s satisfaction. When you can put the responsibility of team culture in the hands of your workers, you are reinforcing that everyone plays a valuable role.
Summative Reports
Invite your staff to sit down with you at the end of the quarter or calendar year so that you can appraise their performance collectively. Inquire about what they think they did well and where they can grow. Press them to offer you concrete examples at both ends of the spectrum. Be prepared with your own observations of their strengths and weaknesses and make a note of places where you overlap or differ.
Use your notes for further talking points and as a bit of self-reflection to determine if you should make adjustments in your style. Ideally, you will gain an understanding of how people are feeling and where you may need to intervene. You must be honest through this process because, after all, you are the leader.
Quality Reviews
Numbers and sales reports shed light on the bottom line, but they may not offer a complete explanation for ups and downs. Pull a selection of members from each production area together once the reports come in and request an analysis specific to their expertise. Capitalize on the access to multiple angles and collaborate on how you may boost the overall outcomes.
During Restructuring
Job fairs and interviews are two places where you can also benefit from participative leadership. Although you may favor one candidate over another, if you will not be in direct contact with that person, you may want to consider the perspectives of those who will. Ignoring group dynamics can detract from the unity and efficiency of your organization.
For More Good Than Harm
Despite the human desire to feel appreciated, people also crave structure. Do not create a condition where no one knows who is in charge. Avoid wasting time with too much input, and find a way to make it clear that you are in control without disregarding feedback.
As challenging as it may be to walk the line between dictator and pushover, the more you practice hearing the voices around you, the more effective you will become.
