Leading and guiding – that can be quite exhausting. And if you make mistakes, you are in for a lot of trouble. But if you take a few tips to heart, you will make your life as a manager easier and you will get better performance from your employees for free. You can optimize your leadership skills with the following tips:
As a manager, you know that every mistake in management takes revenge more or less quickly. If you drive your employees mercilessly to peak performance, the performance will drop significantly in the long run.
If you praise too much, this – very valuable – management tool quickly becomes dull and loses its effect. The mistakes a manager can make are many. But with a little bit of deliberation and flair, you can quickly increase your performance as a manager.
Note these 6 points before making management decisions:
Before you worry about leadership types or tools, you should throw a – unfortunately – widespread dogma on the junk heap of the wrong leadership laws. What is meant is the extremely stupid tenet: “You can’t learn to lead, you got that in the cradle.” On the contrary, Always keep in mind:
LEADERSHIP SKILLS CAN BE LEARNED
There are certainly natural talents when it comes to leadership, but they too must constantly develop their skills.
There are basically two very diametrical principles when it comes to leadership: the imperative leadership style and the more motivating, cooperative style. In imperative leadership, you specify every detail of a task comprehensively. Here you cannot expect an employee to develop initiative and improve his or her own performance.
MOTIVATING LEADERSHIP STYLE
Better prefer the motivating leadership style. While strict commands pull everyone down in the long run, you can achieve better employee performance according to the motto “Praise pulls up”.
Tip: ask too! If you want to use the motivating leadership style, you should never forget to challenge the employee. Because only then can you promote it! Everyone longs for recognition – including your employees. But be careful: too much praise can hurt.
Adhere to the following principle:
Always measure the performance of your employees objectively. Communicate these measurements openly and honestly. Because only when an employee knows where he and his work are defective can he improve.
When you talk to executives about their way of making decisions, you usually get 3 different views.
One generally makes his decisions for himself, while another tries to find a solution together with his team. As a third variant, you often hear that the decision is transferred to the specialist. Well, all of these ways are right or wrong – it always depends on the situation.
Depending on the situation, you either have to make decisions yourself, develop them in a team, or transfer them to a specialist.
It is important, however, that you determine the rules of the game, who is responsible for which decision and when. When you ask executives, you can always hear absolutely the opposite when it comes to verbal or written instructions.
Always keep in mind:
MAN IS A FORGETFUL BEING
If you have made a complex connection clear to an employee verbally, you will be surprised the next day: he has forgotten at least half of it.
Therefore, always choose the written form. Choose the golden middle ground for control and target systems. If you want to pack everything in dimensions according to the motto “trust is good, control is better”, you will fail just as if you want to work completely without such instruments.
Create transparency with measuring systems. Explain to your employees what criteria you use to evaluate them and take criticism of your control systems seriously. This is the only way to achieve the necessary acceptance. Young talent wants to work for leaders who are authentic and transparent.
Improve trust in the workplace – trust is an important fundamental to success.