We’re all called on to be leaders at some point. Whether you’re the CEO, night shift manager, or the point person for a new project, you’re a leader. There’s no steadfast formula on how to be a good leader. Your management style will be impacted by your company’s culture, by your own personality and values, by your industry, and more. Here are four steps to develop your management style.
Learn your inherent traits
Some of your leadership style will come naturally, based on your personality and past experiences. Identify your dominant characteristics and figure out how they play out in your relationships, in your work, and in some of your other pursuits. Think about how you make decisions, how you handle stress, and how you interact with family, friends, and coworkers. Are you determined? Can you overcome obstacles and failures? Do you learn from your mistakes? Are you impulsive? Patient? Can you problem solve? Many of these traits will trickle down to your employees. If there are important traits or qualities that you lack, you might want to hire people who do possess those traits.
Reflect on your values
Your personal values might not sound important. In fact, they might even be something you take for granted and don’t consider very often. But if you don’t have consistent values, like integrity, respect, and work ethic, your employees will get confused and won’t understand what you expect of them. Eventually that confusion can lead to mistrust. But if they can see that your values drive your decisions and goals, they’ll stay focused and be driven to succeed.
Ask for feedback
Seeking feedback from your colleagues and employees is a must. Without their feedback, it’s hard to get a full understanding and assessment of your behaviors, personality, and values. You can self-assess all you want, but the people who work around you all day long have unique insights into your leadership skills and personality traits. Some of it might be tough to hear, but it’s crucial to gain a full perspective and to model the feedback process for your employees. After all, if you can’t handle suggestions and criticism, why should they? Get into the habit of seeking feedback from your employees every chance you get. Ask for suggestions, constructive criticism, and
opinions. You don’t have to be swayed by every single perspective, but it’s important to keep your finger on the pulse of your company.
Evaluate your ability to delegate
Delegating isn’t always easy, especially if it’s a task that you know you could take care of quickly and effectively. But it’s absolutely essential to show your employees that you trust them and that you’re interested in their professional development. Plus, it gives you a chance to spend your time and energy on something greater. Your employees are there to support the company’s long-term and short-term goals with their unique talents and skills, so use them!
For more information on how to find the right employees to match your management style, check out our website at https://www.chiefofstaffkc.com.
Blog written by Erin Greenhalgh