Big Ideas for Small Business Managers : Do you play to win—or to not lose?
10 Aug 2015 - {{hitsCtrl.values.hits}}
Numerous psychologists, business scholars, consultants and executives use the insightful and sensitive term, ‘heart’, to collectively describe the underlying emotional qualities by which a manager leads. For example, order or confusion, commitment or indifference, boldness or cowardice, are emotions that typically dominate the hearts.
Heart also reflects in your behaviour and ability to perform as an inspiring leader. In effect, your attitude filters down and impacts the performance of those members of your staff who might be robbed of spirit and deprived of courage.
Accordingly, managing people requires, among the other traits, for you to project confidence and display the discipline that will prevent you from caving in on every obstacle. Heart is how you create stability out of confusion, enthusiasm from discouragement and bravery out of cowardice.
Winning their hearts
Therefore, actively reach out to win your employees’ hearts. Encourage them. Convey confidence in their work and attitude. Offer appreciation and whenever possible, provide tangible security through rewards as well as through meaningful training.
This ability to reach people in a way that transcends the intellectual and rational is the mark of a great leader. Such a leader inspires us. And when we’re inspired we tap into our best selves and deliver amazing work.
Can this ability be learned? No and yes. The truth is that not everyone can lead and there is no substitute for natural talent. But for those who fall somewhat short of being a natural born star (which is most of us), leadership skills can be acquired, honed and perfected.
Let’s take a look at tools that allow for talent to shine:
Emotional intelligence. Good managers understand empathy and have the ability to read people’s (sometimes unconscious, often unstated) needs and desires. This allows them to speak to these needs and, when at all possible, to fulfil them. When people feel they are understood, they respond and a bond is formed.
Continuous learning. Show me a know-it-all and I’ll show you someone who doesn’t have a clue about being human. Curiosity and an insatiable desire to always do better is the mark of a great leader. They are rarely satisfied with the status quo and welcome new knowledge and fresh (even if challenging) input. It’s all about investing in yourself.
Contextualize. Great managers respond to each challenge with a fresh eye. They know that what worked in one situation may be useless in another. Before you act, make sure you understand the specifics of the situation and tailor your actions accordingly.
Let go. Too many people think leadership is about control. In fact, great leaders inspire and then get out of the way. They know that talented people don’t need or want hovering managers. Leadership is about influence, guidance and support, not control. Look for ways to do your job and then get out of the way so that people can do theirs.
Honesty. Not a week goes by that we don’t hear about a so-called leader losing credibility because he or she was dishonest. Often this is because of pressure to try and ‘measure up’ and it’s not coming from a place of being real – often this relates to fear of not being accepted for your true self. We live in age of extraordinary transparency, which is reason enough to always be true to your core – your mission will be revealed, your motivations will show by your behaviours. But it goes way beyond this. It’s an issue that sets an example and elevates an organisation. If you have a reputation for honesty, it will be a lot easier to deliver bad news and face tough challenges. Are you inspiring people from your heart?
Kindness and respect. Nice leaders (people) don’t finish last. They finish first again and again. Ignorance and arrogance are leadership killers. They’re also a mark of insecurity. Treating everyone with a basic level respect is an absolute must trait of leadership. And kindness is the gift that keeps on giving back. Of course, there will be people who prove they don’t deserve respect and they must be dealt with. But that job will be made much easier and will have far less impact on your organisation, if you have a reputation for kindness, honesty and respect.
Collaboration. People’s jobs and careers are integral to their lives. The more your organisation can make them a partner, the more they will deliver amazing results. This means, to the greatest extent possible, communicating your organisation’s strategies, goals and challenges. This builds buy-in and again is a mark of respect. People won’t be blindsided (which is a workplace culture killer) by setbacks if they’re in the loop.
Partner with your people. People’s careers are a big part of their lives. That seems like a no-brainer, but leaders should have it front and centre at all times. Find out what your employees’ career goals are and then do everything you can to help them reach them. Even if it means they will eventually leave your organisation. You will gain happy, productive employees who will work with passion and commitment and tout your company far and wide. This an opportunity to brand your greatness.
Leadership is both an art and a science. These tools are guidelines, not rigid rules. Everyone has to develop his or her own individual leadership style. Make these tools a part of your arsenal and use them well as you strive to reach people on an emotional level.
Emotional intelligence
How do you reach that emotional level? You need to learn, possess and practice what is known as emotional intelligence (EI).
EI is the ability to understand and manage your own emotions and those of the people around you. People with a high degree of emotional intelligence know what they’re feeling, what their emotions mean and how these emotions can affect other people.
According to Daniel Goleman, an American psychologist who helped to popularize EI, there are five main elements of emotional intelligence: Self-awareness, Self-regulation, Motivation, Empathy and Social skills.
The more that you, as a leader, manage each of these areas, the higher your emotional intelligence is. So, let’s look at each element in more detail and examine how you can grow as a leader.
1.Self-awareness
If you’re self-aware, you always know how you feel and you know how your emotions and your actions can affect the people around you. Being self-aware when you’re in a leadership position also means having a clear picture of your strengths and weaknesses.
2.Self-regulation
Leaders who regulate themselves effectively rarely verbally attack others, make rushed or emotional decisions, stereotype people, or compromise their values. Self-regulation is all about staying in control.
3.Motivation
Self-motivated leaders work consistently toward their goals and they have extremely high standards for the quality of their work.
4.Empathy
For leaders, having empathy is critical to managing a successful team or organisation. Leaders with empathy have the ability to put themselves in someone else’s situation. They help develop the people on their team, challenge others who are acting unfairly, give constructive feedback and listen to those who need it.
5.Social skills
Leaders who do well in the social skills element of emotional intelligence are great communicators. They’re just as open to hearing bad news as good news and they’re expert at getting their team to support them and be excited about a new mission or project. Leaders who have good social skills are also good at managing change and resolving conflicts diplomatically. They’re rarely satisfied with leaving things as they are but they don’t sit back and make everyone else do the work: They set an example with their own behaviour.
(Lionel Wijesiri, a corporate director with over 25 years’ senior managerial experience, can be contacted at [email protected])
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