Leadership Archives - Page 7 of 13

How to Tell People “Be More Confident”

Leadership, Motivation, Workplace Culture / My Holland

Your first response would be to give it to someone straight. But did you know that doing so can be counterproductive? Yes, you have good intentions. Unfortunately, telling people to be more confident will suggest they aren’t. Or, they’re self-assured and you might be mistaking their behavior for something else. For instance, soft-spoken persons don’t necessarily lack confidence. They may be wise and intelligent. On the other hand, you can’t assume loud people are confident. The truth can be the opposite. So, if you think someone needs to improve their belief in themselves, here are better ways to go about it. Get Rid of Your Biases Before you tell people to be more assertive, the first step is to check if you’re making the right assumptions. During meetings, you notice a colleague is silent the whole time. Maybe that person is weighing all the ideas being exchanged before forming an opinion or, like a sage, speaks only a few words. A person’s view of confidence is subjective. You cannot assume based on your beliefs alone. A meek person doesn’t necessarily lack confidence. The perception that meekness is a sign of weakness clouds judgment. Hold back on making assumptions the next time you meet a humble and quiet person. Appearances can be misleading. Also, women hunched forward don’t mean they lack self-confidence. They may be trying to avoid objectification. How often have you heard “my eyes are up here”? Compliment Applaud every time your colleagues do something good if you want them to become more confident. Celebrate the small victories. Great work! These two words can encourage people. Be sincere when you say it, though. Be specific when you compliment others. Reinforce positive actions and show appreciation. A pat on the back can be enough. Encourage Employees, especially new hires, can be discouraged by setbacks. They can lose their confidence. It’s necessary to remind them that the road to success is filled with obstacles. Encourage them to move on from past failures and keep on plugging away. Remind them to use their strengths instead of focusing on their weaknesses. If you’re a manager, assure your colleagues you have their backs. Telling them they have your support can improve their confidence. Address Specific Behaviors Posture and body language can reflect a person’s confidence. But, you will agree that telling someone “look at people in the eyes during a presentation” is better than “be more confident.” What are other behaviors you want your colleagues to improve or change? Focus on these instead of generalizing. More importantly, address these privately and not in public.

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The Pygmalion Effect in the Workplace

Happiness at Work, Leadership, Motivation, Workplace Culture / My Holland

The Pygmalion effect at work, a psychological phenomenon where high expectations lead to greater performance. Perhaps you were in a situation when someone asked you to do something you thought was beyond your abilities. But in the end, you accomplished what initially seemed an impossible task. Expect much from others and there’s a great chance they’ll deliver much if not greater. This is what happened to you. It’s not an isolated case. In many elementary schools, children grouped with brilliant students tend to achieve more. Also, leaders who hold employees to higher standards result in better performance. However, when expectations are lower, results are mediocre at best. Yes, how people are viewed and treated has a bearing on their behavior. This is the Pygmalion effect at work, a psychological phenomenon where high expectations lead to greater performance. So, you might think that all you have to do is expect more from others for them to achieve more. It’s not that simple. The Pygmalion Effect is just one factor. But, before holding colleagues and loved ones to higher expectations, keep the following in mind. >> Be Realistic Are your expectations attainable? Goals aren’t only measurable. These should be reachable too. Asking a sales force to double production by yearend may sound possible to some businesses, but not for others. When you hold people to your expectations, be sure they can achieve desired results. Accountants can’t create a marketing plan unless they have the skill and experience. Besides, that’s not the primary function of a CPA. The key is to understand what each person is capable of doing. So, take time to know them before you set expectations. >> Remain positive If, on the first try, people don’t reach goals, don’t lower your expectations. An employee not succeeding the first time doesn’t necessarily mean a lack of ability. Leaders often communicate what they think of others’ abilities without saying it. They convey their confidence, or lack of it, through nonverbal cues. So, be honest in your continuous belief in employees and their potential. Never fake it. Also, remind them that failure is a learning process. It is one necessary step that gets people closer to success. >> Don’t underestimate self-fulfilling prophecies Negative self-talk leads to self-doubt. Many underachievers need a little push in the right direction. Take time to encourage and motivate with high expectations. When employees realize others have faith in them, their mindset changes and performance improves. Yes, you can! When said with conviction, these three words can change people’s lives. Remain consistent and soon, employees will meet or exceed your expectations.

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Don’t Forget Your Staff During Uncertainties

Compassion, Engagement, Happiness at Work, Leadership, Workplace Culture / My Holland

Most companies are focused on the bottom line because of COVID 19. Nobody can blame them. There are too many unknowns and yes, if businesses go belly up, everyone suffers. As a leader, keep your employees in mind when making hard decisions. Remember, they’re your most important asset and most affected during uncertainties. If they feel they aren’t being looked after enough, morale and productivity go down. How To Support Your Staff During Uncertainties? So, you must show support in difficult times. This doesn’t just mean paying them more. There are other ways and here are some. » Be flexible. Have you considered a hybrid work setting? If you’re exploring ways to save money, this could be a win-win situation for you and your staff. This arrangement allows employees to work remotely. Maybe some of them don’t need to come to the office to accomplish their tasks. You can only require them to be physically present on certain days of the week. » Show empathy. Now is the time to put yourself in the shoes of your employees. During uncertainties, perhaps the topmost in their minds would be health and job security. Consider how your staff will view the changes you plan to implement. You get to fine-tune your message before making announcements. » Emphasize health. For now, COVID 19 will remain a threat to everyone. Some organizations allow a hybrid work arrangement to ensure the workplace isn’t crowded. Many businesses upgrade their insurance plans to include COVID 19 treatment. Others provide services that look after their employees’ mental health. Why not promote better hygiene to prevent the spread of diseases? There are many ways you can show your staff you care about their well-being. The example above, for instance, will not cost you much. » Communicate often with your employees. The memo is no longer sufficient today. As a leader, you should get out of your shell and talk to your employees. Don’t forget you can meet them virtually. Your communication should be clear and consistent. Also, don’t forget to ask for feedback. Get your staff engaged by sharing problems they might be able to solve. Be transparent and try not to sugarcoat. Difficult times call for honest leaders.

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Yourself: Lead Like A Woman

Emotional Intelligence, Empowering Women, Leadership / My Holland

Not long ago, female bosses were seen as successful because they emulated their male counterparts. It was still men that set the tone for becoming great leaders. This, however, is changing rapidly. Exhibiting feminine traits is no longer viewed as a handicap for women taking on leadership roles. Showing empathy and emotional intelligence are just as relevant as being assertive and authoritative. Also, while men tend to be more controlling, women prefer participation. With women leaders, organizations realize that highly-engaged employees become more productive. Not all leadership styles, though, are suited for all organizations. Certain traits may work better in some environments. For instance, a company that wants to drive sales up may encourage its different business units to compete against each other. Clearly, this would not be a situation that calls for cooperation. Nevertheless, specific gender traits can have positive effects in the workplace. The key is finding out which is best for an organization. In the meantime, here’s our advice to women on how they can be better at breaking the mold of traditional leadership. >> Be authentic. Forget about adopting a persona. Instead, be a genuine. For instance, you can be a strong leader yet still show compassion. People no longer view this as being soft. Let the real you shine. Don’t advance or get promoted because of false pretenses. You are to make a difference and not go with the flow. You may learn how the former boss does things, but don’t copy. Instead, add your personal touch. >> Make use of your strengths. Think of the qualities that make you successful. Determine which of those can help you as a leader. Maybe it’s time for more participation or empathy? Both improve communication and dialogue in any organization. Women leaders are not hesitant to create emotional connections with their colleagues. This is always a plus. Also, there’s always room for new ideas and other ways to solve problems. So, if you support collaborative work, encourage it at your workplace. Instead of conforming, assert your femininity and embrace your uniqueness. >> Be a transformational leader. Traditionally, men are transactional leaders. They reward desired behavior and are a stickler for rules. Often, they prefer structured policies and focus on results. On the other hand, women can be effective leaders when they motivate, inspire, and support employees. They are flexible and open to change. Also, they treat each employee as a unique individual. Make sure that a transformational style will work in your organization. There might be instances when you have to become a transactional leader. There’s no doubt that women leaders are making their mark in society. So, if you live the life you want, lead the way like a woman.

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Leading means stepping out of your comfort zone

Leadership / My Holland

First published almost three years ago, Brene Brown’s bestseller is not your typical business book. Dare to Lead presents an alternative view on what leaders can be today. It sums up what many people at the top do to succeed. Here are some of the things you’ll learn from the book: It’s okay to be human. People see leaders as aloof beings who are only concerned with the bottom line. Organizational heads tend to perpetuate this truth when they consciously distance themselves from their subordinates. Increasing engagement doesn’t mean losing one’s authority or building familiarity. When leaders tear down walls that separate them, employees are more likely to identify with them. Lead with courage. Leaders make mistakes, but the best ones admit and take responsibility for them. It also takes courage to follow a new course when the business environment demands it. Courage is also required when leaders let their guard down. It’s never a show of weakness to show emotion or practice empathy. Employees look up to their superiors during difficult times. When they are unsure of the outcome, leaders exhibit bravery and face challenges head-on. Lead by your values. Authentic leaders exhibit their beliefs through their words and actions. They remain steadfast when making difficult decisions, regardless of the consequences. They can lose their popularity but not their integrity. Employees may sometimes disagree with their leaders. But they’ll continue to respect them. Listen more. How can people trust leaders who do not communicate with them? Memos, e-mails, newsletters, and announcements have their place in organizations. These are one way, however. People at the top should go out of their way to spend time listening to their employees. Communication is two-way in successful organizations. Leaders engage in dialogues more than monologues. They want to hear others’ opinions because they may learn from them. Be vulnerable. Perhaps this is the core theme of Ms. Brown’s book. People should express more emotions to show their true selves. Leading by example, leaders encourage their employees to be more honest in the workplace. Being vulnerable doesn’t mean taking advantage of other people. It means not being afraid of judgment or criticism. When there’s a culture of authenticity, employees become more comfortable with being themselves at work. There’s an openness that makes communication less difficult and ideas more free-flowing. One of the hurdles organizations face is the lack of human connections. People are unable to communicate openly and include others in conversations. Maybe leaders can try a different approach by encouraging a bit of vulnerability in the workplace. They might accomplish more than they expected by doing so.

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Leadership

How to Tell People “Be More Confident”

The Pygmalion Effect in the Workplace

Don’t Forget Your Staff During Uncertainties

Yourself: Lead Like A Woman

Leading means stepping out of your comfort zone

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