Effective leadership is a necessary skill in the professional world. A good leader is an excellent communicator, motivator, and problem solver. A good leader provides skills such as team building, employee motivation, assessing client needs, and conflict resolution. Learning these skills, on the other hand, is a life-long process.
Part 1 Building Leadership Skills
1. Participate in leadership training. Leadership programmes provide intensive training in areas such as project management, collaborative problem-solving, and critical thinking. These are skills that are essential in any workplace and can help you advance faster in your company. Some leadership courses are available as online certifications, but you can also take them at a local college.
2. Seek assistance and ask questions. If you are faced with a new challenge, consult with a senior coworker about how they would approach the project. If you encounter an unexpected issue, contact a manager for assistance and troubleshooting.
Use the experience of others to complete tasks more effectively and efficiently. The next time you run into the same issue, you'll be prepared to deal with it on your own.
People will respect you more if you ask them questions, value their opinions, and offer assistance on a regular basis.
3. Improve your communication abilities. Not everyone is a natural public speaker, but there are ways to overcome stage fright and other public speaking pitfalls.
Join the Toastmasters Club.
Toastmasters is a worldwide organisation dedicated to assisting people in becoming better, more confident public speakers. Many businesses support an internal chapter and encourage their employees to join, but Toastmasters clubs can be found in almost any community.
Learn to speak without using filler words. Filler words that creep into everyday speech include "uhm," "like," and "uhhhh." These words can divert attention away from the message we are attempting to convey and may even make the speaker appear unprepared or illiterate.
Part 2 Demonstrating Leadership in the Workplace
1. Maintain a positive frame of mind. Being optimistic enables you to seize opportunities as they arise. It also greatly aids in the formation of a social network at your workplace. Here are some helpful hints for keeping a positive mental attitude:
Keep in mind that you are capable and qualified for the position. You would not have been hired if you did not possess all of the qualities required for the job.
Say "yes" to new experiences and challenges. Taking on challenges and succeeding builds confidence and can have a positive impact on coworkers and supervisors.
Remember that you have control over your thoughts and feelings. Negativity exists within each of us, but we have the ability to choose whether or not to nurture it. When negative emotions arise, actively recall the things for which you are grateful, pushing negative thoughts to the back of your mind.
Spend time with people who are upbeat. It's much easier to be negative when you're surrounded by other negative people. Spend your time with people who are upbeat and dedicated to positive thinking.
Look for reasons to smile. When we surround ourselves with objects and mementos that bring us joy and laughter, it is easier to think positively.
2. Take the initiative. Being proactive entails accepting responsibility for your actions and the tasks that have been assigned to you. It also entails refusing to be concerned about things over which you have no control and concentrating your time and energy on the aspects of a problem that you can influence. Here are some ideas for being more proactive at work:
Be solution-oriented. It's easy to get caught up in details and finger-pointing, but true leaders focus on the task at hand and what it takes to complete it.
Accountability for your work must be demonstrated. If you make a mistake, accept responsibility for it. Pitch your idea if you have one. Don't be disheartened if others don't always agree with you. By speaking up and contributing, you show engagement and concern, both of which are important leadership qualities.
Maintain consistency and dependability. Maintain the same level of professionalism and respect for all coworkers. Arrive at work on time, prepared, and eager to contribute. When tasks are due, finish them on time or ahead of schedule.
Provide open and honest communication. While bringing personal matters into the workplace is never a good idea, being honest and open about problem-solving and task completion is an important part of leadership. For example, if you lack the tools or resources to complete an assigned task, speak with your manager as soon as possible about what you require or how to devise a workaround.
3. Participate in active listening. This not only shows respect and attention to the person speaking to you, but it also benefits you. The following are some active listening strategies:
Restate the following information: Shows you're listening and gives you the ability to clarify things you're not sure about.
Subtle "encouragers": Nod your head. To encourage the person speaking to continue and elaborate on their ideas, say "uh huh" or "I see."
Provide feedback: This allows you to collaborate with the speaker and even nuance the information being presented.
Inquire for more information: In order to elicit elaboration on important points, ask questions.
Validation: Express your gratitude to the person you're speaking with for taking the time to share their thoughts.
Summarize: Putting information into your own words allows you to take personal ownership of it, which increases learning.
4. Set a good example. Role models are people we look up to and who exhibit behaviours we want to imitate. Some examples of how to be a role model include:
Display self-assurance. Accept new challenges. Maintain a positive attitude. Demonstrate to others that you are not afraid of taking on new roles or projects.
Be distinct. Try not to be like everyone else. Be proud of who you are and how your unique talents contribute to value-added moments in your work.
Communicate with everyone: This includes more than just talking. Listening to the concerns of others is an important part of effective communication.
Show respect and concern: When you take advantage of others, people notice. It's critical to show that you care about your team's success as a whole.
Be modest. This is not to say that you should hide your accomplishments; however, displaying humility makes it easier to admit mistakes when they occur (inevitably) and encourages others to assist you.
Do good things outside of work: Volunteering for worthwhile causes reflects favourably on your ability to commit to a company.
Part 3 Managing your Team
1. Concentrate on the organization's goals. Understand the company's or project's vision and keep it in mind at all times. Prioritize the success of the organisation over personal advancement goals. The following are some steps to achieve goal alignment:
Establish goals that reflect the company's values and objectives. Every company has a masthead statement that explains what the company stands for and what it hopes to accomplish through its efforts. Before delegating tasks, ensure that you are familiar with these core objectives and that employees understand how their efforts align with company values.
Employees should be made aware of their responsibilities. It is often a good idea to put verbal instructions in writing and to check in with employees on a regular basis to ensure that they understand the task.
Keep track of your progress. This is frequently automated using a database or tracker, but it can also be accomplished using email memos or a spreadsheet.
Give your thoughts on the deliverables. This can be accomplished in a variety of ways. You can communicate informally using instant messaging; emails are useful if you need to attach documentation for records or printing. Finally, if the deliverable is a large project, feedback can be provided in the form of a quarterly review, in which you meet with the employee directly to review performance.
2. Plan training sessions. You, other team members, or an outside training consultant may provide training. Customize training to meet the specific needs of employees, with a focus on goal alignment between employee objectives and the bottom line of the organisation.
It is also a good idea to directly ask employees what they would like training on, as this will help guide curriculum needs.
3. Meetings should be facilitated. Meetings are critical to team success. They are a place for people to share ideas, collaborate, make decisions, and align goals. Organize meetings at regular intervals to discuss project details and re-affirm organisational goals, such as every two weeks for a six-week project or every three months for a year-long initiative.
4. Coordinate meeting schedules. Meetings should be scheduled to accommodate availability and realistic constraints. While everyone may be available late in the afternoon on a Friday, it may not be the best time to discuss difficult issues.
If not everyone is able to attend the meeting, determine who the project's key players are and make sure the meeting coincides with their respective schedules.
Delegate note-taking and make sure meeting details are distributed to those who were unable to attend.
5. Make a schedule. An agenda should, at the very least, establish a topic list, assign presentation duties, and specify the amount of time allotted to each agenda item. When typed out, it can be distributed prior to the meeting in case agenda items need to be added, as well as used as a checklist during the meeting.
6. Meetings must be led. This entails taking steps to ensure that all agenda items are completed and all voices are heard. Here are some ideas to get you started:
Create meeting rules to help you mediate when individuals monopolise discussions. Set and adhere to time limits for discussion, for example.
Allow designated presenters to take the floor. Following the presentation of information, hold an open discussion for all team members.
After each agenda item and its corresponding discussion, summarise the results briefly and move on.
Confirm and action plan after all agenda items have been discussed.
Set the date for the next meeting and gather ideas for agenda items.
7. Take decisive action. Decisive leadership avoids stagnation and vacillation by keeping employees focused and motivated while also responding to change and new information. The following are characteristics of decisive leadership:
Purpose clarification: Ensures that all decisions are in line with the organization's goals and ethics.
Engagement enables leaders to lead by example by embodying engagement with company values, allowing for effective and efficient decision making.
Transparency does not allow for self-interest. Instead, demonstrates how decisions made for the good of the company benefit everyone.
Creating a culture of honest failure: Honest failures serve as learning opportunities and serve as springboards for better decision making. When mistakes are made, decisive leadership embraces them.
Alignment with company values ensures that there is no inconsistency or contradiction when communicating upward into senior management or down the hierarchy to managed employees.
Part 4 Motivating Employees
1. Define your tasks. Being a workplace leader frequently entails recognising when employees require more direction. This is especially important for new employees or those in new positions who are still getting used to their new responsibilities.
Make certain that new employees receive training before taking on new responsibilities. Provide note-taking materials as you walk the employee through the steps of their new position.
Ensure that the employee handbook is up to date and easily accessible to all employees, both new and old.
Allow new employees to shadow senior coworkers and delegate instruction.
2. Assess employee needs and provide opportunities for advancement. Create clear paths for development and promotion to appeal to each worker's professional interests. Motivate employees by posing challenges to them. Many people thrive when they are given the opportunity to innovate or perform new tasks. Encourage team members to become more efficient by developing new systems or suggesting product changes.
3. Recognize and appreciate the efforts of your employees. Recognize employees' accomplishments verbally or by establishing reward systems when they perform well. Inform the rest of the team about these accomplishments, providing opportunities for positive reinforcement and role modelling. Completing a one-of-a-kind project that is critical to the team's success is one example of an opportunity for recognition.
Participating in a company charity event as a leader.
When an employee experiences a major life event (i.e. marriage, childbirth, graduation)
When an employee was given a raise or a bonus.
Part 5 Managing Conflict
1. Be objective and listen in order to comprehend. Focus on the facts of the situation when resolving a workplace dispute between coworkers.
Make no character assessments or personal remarks. When reviewing employee conflict, management should always be objective and avoid personal relationships that can create bias.
Start a conversation between the parties involved. Miscommunication is frequently the source of conflict. As a mediator, open dialogue between the parties in conflict, assisting them in reaching a constructive resolution to the issue.
Maintain a firm but fair tone. People will not always get along, and some personality types will clash in collaborative settings. Establish ground rules for employee behaviour, but don't act hastily, especially if this is a first-time conflict.
2. Resolve any issues with the appropriate parties. If the conflict is between you and an employee, talk about it one-on-one. Call a team meeting if there is a conflict between team and management goals. In group meetings, avoid confronting and chastising individual team members on sensitive issues.
3. Don't put off resolving the problem. Take care of the problem as soon as it comes to your attention. Otherwise, it may escalate and have a negative impact on employee performance. Just be careful not to address the issue too quickly, before you've had time to think about a solution.
4. Provide constructive feedback. When used correctly, encouragement and motivation can be extremely effective tools.
Remind people of what they did well while criticising how they reacted poorly.
Provide constructive criticism that solves problems. Instead of focusing on what a person did wrong, ask yourself, "How could this have been approached more productively?"
Be specific and pertinent to the topic at hand. It's easy to get sidetracked, so keep the conversation focused on a long-term and positive resolution to the conflict.
5. Praise should be broadcast. When there is a conflict and it is resolved, praise teamwork and collaboration and recognise the people who made it happen.
If the conflict is between two employees, remind them of their respective strengths and weaknesses, as well as how relieved you are that the situation has been resolved.
If the conflict is between the team and management, thank the key compromisers and team players who helped bring the conflict to a close with an email memo to the entire team.
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