This week we will discuss how effective leaders take 100% responsibility. This may sound like a very tall order given that there are so many things in life and business that are completely out of our control. Yet, good leaders understand that they are ultimately responsible.
I hope you all had a wonderful and happy Thanksgiving. I feel it only appropriate to explore “gratitude” as a predominant characteristic of effective leaders. Effective leaders understand that there are countless opportunities every day to choose a perspective of gratitude over entitlement. Continue reading to learn more about the psychological and physiological benefits of practicing gratitude.
While it sounds obvious that things go awry when leaders do not lead, I am surprised at how often I see team and employee related issues that stem from this common problem. Leaders who allow meeting schedules, to-do lists, and projects to continuously take priority over the role of leading are unable to develop and sustain high functioning employees and teams.
The inability to effectively communicate ideas, concepts, and expectations is the basis for a number of issues including unmet timelines, failing to achieve goals or objectives, and lower productivity – all of which negatively impacts the organization. If you, as a leader, are demonstrating to others the importance of effective communication, they will embrace and mimic your behavior.
It is difficult to believe that micromanaging is still prevalent in today’s workplace, but it is. Ineffective leaders often see the world in terms of extremes and tend to believe that there is only one way to accomplish a task. When leaders do not have the confidence in their ability to effectively lead others they tend to resort to controlling behaviors as a method for bridging the gap.
A study conducted by Healthstream reported that 79% of employees leave their job due to lack of appreciation. While I typically like to stay on the positive side of things, I thought it might be helpful to write a four-part series that will help us understand and address those characteristics that are guaranteed to move leaders into the “bad boss” category.