Ever worked for a leader who was so inspiring and gifted,your memories of how he or she took care of the team stay vivid to this day?
Chances are,the reason you still talk about this leader from years ago is due to how he or she made you feel.
Famous poet and civil rights activist Maya Angelou famously quipped,”People will forget what you said,people will forget what you did,but people will never forget how you made them feel.”
3 Questions John Wurzburger Asks To Assess Leadership Skills
Leadership is a matter of the head and the heart–it is about results and relationships. Therefore,if you’re in a leadership role now or aspiring to one,the journey toward leadership greatness never finishes. But it does have a beginning point.
And sometimes the start of the journey requires some challenging questions you will need to ask yourself to raise your own bar. Can you answer yes to any — and hopefullyall — of these?
1. Are you approachable?
Before you assume you’re fit to lead,this is an important question to ask. Because if you’re going to lead,you need to be approachable. If you’re not,it could hurt your leadership in several ways:
- Your employees may be less willing to share information for fear of disapproval;
- your team members may be disconnected from you; and
- your team members will dread taking possession of their work,and will only look to you for answers.
To be approachable means promoting a culture where feelings of loyalty and a sense of purpose are felt among employees.
How to become more approachable:
- Keep an open-door coverage;
- share information;
- spark non-work related discussions;
- be person and show your sense of humor;
- take part in volunteer or professional development activities with your workers;
- be an advocate for your employees when they face challenges–personal or professional.
2. Do you nurture an environment where individuals are emotionally secure?
Research on liberty and mental security by Amy Edmondson of Harvard suggests that when encouraging leaders foster a culture of security — meaning workers are free to speak up,experimentation,give opinions,and request help — it contributes to better learning and performance outcomes.
When psychological security is absent,anxiety is present. And anxiety is detrimental to achieving a company’s full potential. We just can’t be engaged or innovative when we’re afraid. Some subscribe to the idea that fear is a motivator,but what fear does is kill trust — the ultimate demotivator.
How to make more psychological security:
- Create a bond with workers,and remind them of their worth;
- praise them for their performance with specific examples for positive reinforcement;
- keep your people in the loop regarding forthcoming plans and projects,deadlines,and any changes happening,good or bad;
- give your employees a sense of security by ensuring that their work and status as workers are on solid ground.
When tough problems arise,address the issue right away by meeting with the team in person (if physically possible),or send an email to set people’s expectations. Always pull on the side of hope,strength,perseverance,and compassion. Your job as a leader is to do whatever it takes to fulfill the needs of your people–demonstrating that you value them not only as workers but also as human beings. Finally,do not leave anybody hanging by heading radio silent.
3. Are you leading with integrity?
|john wurzburger career|
Let me give it to you straight: Your employees are watching your every move as a leader. If you’re acting unprofessional or unethical,they understand. And if they know,you have already lost the battle for respect.
Psychologist and best-selling author Henry Cloud wrote the book on why ethics matters and sheds good light on this issue. In Integrity: The Courage to Meet the Demands of Reality,Cloud says,”Who a man is will ultimately determine if their brains,abilities,competencies,energy,effort,deal-making skills,and opportunities will triumph.”
So,who are you,really? As you learn and adapt to all aspects of your integrity,you will eventually arrive at a point where it becomes easier to develop confidence,repair a relationship after a conflict,listen with empathy,and provide critical feedback to build someone up.
How to lead with more ethics:
- Lead by example,be reliable,be plausible,speak with truth;
- raise the bar and hold yourself accountable to a higher standard — one in which your followers will want to emulate;
- follow through on your promises or commitments;
- do the right thing;
- be true to yourself rather than be someone you aren’t. By being who you reallyare,you not only trust the decisions and decisions which you make,but others trust you as well. They’ll respect you for standing by your values and beliefs.