At TRAINING MATTERS LONDON I work in law firms, barristers' chambers and corporate organisations and I'm often asked to coach people in leadership roles. This can mean working at any level from the secretary who has been promoted to team-leader, up to the senior partner of a multi-national. So what are the secrets of getting the very best out the people you manage? We all have our own styles of engaging with others but there are interesting and useful 'add on's' that can help you move on from functioning as an ok manager to becoming the inspirational leader whom people want to follow.
The psychology and emotions of leadership are an important area to explore and understand.
Don’t forget, poor leadership results in:
• Time and money lost in missed opportunities.
• An uninspired, flattened, demotivated team.
• A poor internal and external reputation for the organisation.
• Grievances.
• Litigation and Employment Tribunals.
So here are some tips to help you think about how your personality and leadership-style help (or hinder) you.
10 top tips from a top coach to top up your leadership skills:
1. Remember the importance of rapport; humans have evolved over thousands of years to function by means of good rapport; how good are you at creating rapport in your team or with your fellow managers? Get feedback from you friends; challenge any pre-conceived ideas about needing to hold back from connecting with people. Everybody likes to feel respected and special; how do you do this?
2. Do you let your personal dislikes affect your vision and judgment of others? Be honest; write down the personality-traits you find difficult in other people. Is there someone in your team who fits this bill? We look at life through a ‘template’ of our past experiences; perhaps this person reminds you of a negative figure from your past? Discuss this with your friends, coach or workplace mentor; this worldview is costly and something you need to challenge in yourself.
3. How does your team see you? Are you giving them responsibility or are you from the ’it’s quicker to do it myself’ school of leadership? This wastes time and means you’re not developing others. What happens if you’re off work with ‘flu’ for two weeks; who’s going to take up the slack?
4. What’s your style of leadership? Are you a Dictator? Enabler? Disabler? Motivator? Collegiate? Approachable? Unapproachable? Do you have an open-door style of leadership? Talk to trusted colleagues, think it through. Get some insight and some training from TRAINING MATTERS LONDON!
5. People like to be involved and engaged. If you are delegating a small piece of work, do you tell people in your team where this fits into the bigger picture? People don’t like to feel like a small cog in a wheel, they like to feel they are making a meaningful contribution.
6. Is your cup half-full or half-empty? The leader who has poor self-image or a depressed attitude will communicate this to all around them. Remember, humans are wired in such a way that emotions are contagious. 90% of communication is non-verbal. Do you need help or support yourself; perhaps a mentor or counselling? Search out some good self-development space to feel better about yourself.
7. Good leaders are aware of the stress levels in themselves and in their team-members. If you are under the cosh, is this because you’re not delegating appropriately, or failing to shape your team or not using people to best effect? Get a grip on some stress management techniques, at TRAINING MATTERS LONDON we’ll show you how. Learn some ‘desktop imagery’ or yoga relaxation. How is your work-life balance?
8. How clear is your model of communication? Unclear communicating (and listening) is expensive and makes people around you feel anxious. Do you shout out instructions to others whilst walking down the corridor? This is a leadership disaster waiting to happen. People will get it wrong!! Encourage people to sum up your instructions and challenge you if they’re not clear. Unclear instructions can (and have) cost organisations millions of pounds!
9. Don’t forget the importance of praise and constructive (not punishing) feedback. Do you review team-members’ performances regularly? Do people know where they are with you? TRAINING MATTERS LONDON delivers excellent Performance Review training.
10. Finally, if your leadership is impressive then people will trust and respect you. Research shows that trust is the most important component of good, effective leadership.
Good leadership training will help you to be the best you can be!
Jacky Lewis
Training Matters London
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