 "Terrible excuses bosses make")
Does your boss have excuses - or more likely 'reasons' - for not being a better leader? See if you recognise any of these:
"I am under tremendous pressure"
Of course you are. Join the leadership club. Every boss is stuck between employees, customers, vendors, investors etc. Leadership is hard. If demands seem overwhelming and pull you too far away from your team, get your employees more involved in your projects and responsibilities. They will be glad to help, especially if they gain skills and exposure in the process.
"I don't get paid enough to deal with this"
You're right. Great leaders are chronically under-compensated and under-appreciated, and that will probably never change. But great employers see the satisfaction they gain from praising, developing, mentoring and helping employees reach their goals as a part of their total compensation package. If you don't see it that way, rethink whether you want to lead people; otherwise you'll always be unsatisfied.
"My employees work better when left alone"
If that's true, it means you're the problem.Great employees don't need (or want) to be told what to do, but they do need to hear they do a great job - it will help them learn about new directions and strategies. Everyone likes attention. Just make sure the attention you give makes a positive impact.
"This process was created by someone who doesn't have to implement it"
Often true. For example, many human resources specialists have never worked in a shop-floor leadership role, but that doesn't mean certain initiatives are not worthwhile. You may not like creating development plans, but don't just go through the motions. Work hard to make sure your plans actually develop your employees. And if you don't like a policy or guideline, don't ignore it; work to make it better. It is every boss's responsibility to make sure company policies protect and promote employee interests.
"I can't deal with all the politics"
Company politics can be a factor even for a business owner (theoretically) in total command of the operation. If the culture is bad, fix it. If politics keep people from doing their jobs or performing as well as they could, fix those issues.Your job is taking care of any problems that make it hard for your employees to do their best.
"If she gets too much credit, I will look bad"
Don't be afraid your employees might outshine you. Your goal is to have employees outshine you.Great leaders surround themselves with outstanding talent.
"No need to praise people for doing their jobs"
Yes, you should. Praising employees is a courteous thing to do and, from a performance point of view, praise reinforces positive behaviours. What's more, it is more likely employees will repeat those behaviours in the future.
The author is Mark S Babbit, CEO, YouTern.
Re-printed with permission. Link: https://bsmedia.business-standard.comwww. youtern.com/thesavvyintern/index.php/2014/05/01/desperation-is-not-a-marketable-soft-skill/
"I am under tremendous pressure"
Of course you are. Join the leadership club. Every boss is stuck between employees, customers, vendors, investors etc. Leadership is hard. If demands seem overwhelming and pull you too far away from your team, get your employees more involved in your projects and responsibilities. They will be glad to help, especially if they gain skills and exposure in the process.
"I don't get paid enough to deal with this"
You're right. Great leaders are chronically under-compensated and under-appreciated, and that will probably never change. But great employers see the satisfaction they gain from praising, developing, mentoring and helping employees reach their goals as a part of their total compensation package. If you don't see it that way, rethink whether you want to lead people; otherwise you'll always be unsatisfied.
"My employees work better when left alone"
If that's true, it means you're the problem.Great employees don't need (or want) to be told what to do, but they do need to hear they do a great job - it will help them learn about new directions and strategies. Everyone likes attention. Just make sure the attention you give makes a positive impact.
"This process was created by someone who doesn't have to implement it"
Often true. For example, many human resources specialists have never worked in a shop-floor leadership role, but that doesn't mean certain initiatives are not worthwhile. You may not like creating development plans, but don't just go through the motions. Work hard to make sure your plans actually develop your employees. And if you don't like a policy or guideline, don't ignore it; work to make it better. It is every boss's responsibility to make sure company policies protect and promote employee interests.
"I can't deal with all the politics"
Company politics can be a factor even for a business owner (theoretically) in total command of the operation. If the culture is bad, fix it. If politics keep people from doing their jobs or performing as well as they could, fix those issues.Your job is taking care of any problems that make it hard for your employees to do their best.
"If she gets too much credit, I will look bad"
Don't be afraid your employees might outshine you. Your goal is to have employees outshine you.Great leaders surround themselves with outstanding talent.
"No need to praise people for doing their jobs"
Yes, you should. Praising employees is a courteous thing to do and, from a performance point of view, praise reinforces positive behaviours. What's more, it is more likely employees will repeat those behaviours in the future.
The author is Mark S Babbit, CEO, YouTern.
Re-printed with permission. Link: https://bsmedia.business-standard.comwww. youtern.com/thesavvyintern/index.php/2014/05/01/desperation-is-not-a-marketable-soft-skill/