How To Become A Better Boss

How to make yourself an effective boss.

Everyone doesn’t want to be an unpopular boss. They are deficient as a result of. If you’re working for more than two years, you’ll probably encounter a lousy boss story or have your own. As your car is due for its 30,000 miles or a 3-year maintenance inspection, it might be the time to schedule your check-up on your communication before an escalating foul-up. Make Sure The Team Knows The Deliverables

In surveys after surveys, managers report that their teams comprehend their organization’s goals and what they are trying to achieve. However, Team participants themselves affirm that they do not.

In a global Gallup survey that surveyed 550 businesses and 2.2 million people, just 50 percent of staff “strongly agreed” that they were aware of the expectations expected from their employers when they were at work. (See footnote) This poll indicates the gap between what people think they know and actual reality.

Sometimes, leaders are completely confused at this omission. As a communications consultant, I’ve been engaged in conversations with a high-ranking executive who’s voiced his displeasure in this manner: “Our employee survey says they don’t think management communicates sufficiently with employees. In reality, I’m not sure what else we can do!” We have information all over the place. It’s on our website, on the intranet, the newsletter. We have a hotline you could call. Department heads hold weekly meetings with staff. Regional directors do quarterly simulcasts for updates. The information is all over the place in every form! What else could we do!”

Based on this statement, this executive appears to be in a position to equate information and communication. These two concepts are entirely different.

The more time and layers those goals must traverse through any organization, the greater the likelihood that something gets lost in the translation. There are so many reasons for this. There is a lack of consistency in the message—inconsistency in the enforcement of policies. There is no accountability or responsibility to meet the requirements or provide the results stated.

However, the result of this confusion in communication is the same: disengagement and lower production.

Guide With Strategic Questions

Strategic thinkers make use of questions that lead to discussions and argue their arguments by preparing a set of questions that you, as a leader, can guide a group of people or a person to reconsider their choice or idea without challenging their thinking and without stating your position in the first place (which can discourage team members from thinking independently).

The benefit of this method for team meetings? Once the session is over, participants buy their information and rationale, evident in their responses to your questions.

Even though it is not a new idea, the ability to lead by asking questions strategically builds team members’ self-confidence and competence.

Dislodge Log-Jamming Directives

Influential leaders wish to mark their presence on departmental processes, mark their philosophic footprint and leave their mark in the hearts of individuals. They want their work to be exciting, enjoyable, and financially rewarding. In the end, no leader deliberately creates a tangle!

Too often, however, newly appointed leaders (or experienced leaders taking on an unfamiliar position) start with directives or declarations that set their teams to be disappointed instead of the desired increase in productivity and positive response. However, despite the intent that is the outcome is often disengagement, delay as well as disillusionment. It could even make sense of resentment if these situations are repeated.

A comment such as this one from the boss can stop employees from a mile away: “I would like to blow this up and rebuild it from the ground up.” Or: “Let’s just put everything on hold until I get a better understanding of the process.” Or: “Check back with me before you make any final commitment on that purchase.”

Log-jamming statements like these show an absence of confidence and place the brakes on efficiency. There may be an argument for a “no-confidence” vote, but issuing these orders before the investigation is completed “gums up the works.” _

Become a Coach, Not a Critic

If you’ve played any sport, you’ll know the different reactions you have when you hear comments made from the stands or sidelines, or the frames can make the player feel as if they’re a fool. The coach sitting on the sidelines urges you to make the most effective play.

Ask any dieter which method they prefer to assist them in losing weight: the coach or the critic. They’ll choose the coach every time.

The same applies to the workplace. Coaches assist team members in identifying their strengths. They share resources, offer helpful advice and tips, and set clear standards to gauge their team’s success. In addition, they offer an example, provide clear feedback, provide encouragement to build confidence, offer stretching assignments, and celebrate victories.

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Samatha Vale
Samatha a senior writer for HC's entertainment team. She is an entreprenuer, mother and an excellent writer. She's also an avid reader, music enthusiast and all around inquisitive person - which is just a nice way of saying she's nosy.

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