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Seven Leadership Skills To Become A Thriving Business Magnet

Seven Leadership Skills To Become A Thriving Business Magnet

The efficiency and productivity of the entire company rests on maintaining good relationships with your employees. Happy employees are motivated, and motivated employees are productive. A productive team means a thriving business.

These 7 leadership skills will drive your team to success and will bring you from a wandering leader to a successful business magnet.

Directive Leadership for Quick Decisions

You call the shots and your employees simply follow through. This type of leadership skill comes in handy in situations where time does not allow for the brainstorming sessions that typically happen when everyone is involved in the decision process.

We are living in a time when everyone wants to have their say; to feel important and to feel like they are a vital part of the company. However, there is a time and a place when good leaders need to step in and use this particular skill. A good leader will know when to step in and start making the decisions.

Supportive Leadership to Give Your Employees Freedom

This type of leadership skill requires more restraint and trust not to insert yourself and take over. As a successful entrepreneur, you will give your employees all the necessary tools to succeed and then you step back and allow them to work.

A person practicing supportive leadership will develop relationships with their employees by showing empathy, expressing genuine concern, and building trust in their abilities.

Leading Your Employees with Questions

Inquisitive leaders gently guide the people around them with questions. These questions can be to gain more insight into the situation but more importantly, you are asking questions to steer your team in a certain direction. This leadership skill is more about the journey to the goal rather than the result, often with your questions bringing about creative new strategies.

Revitalize Your Team with Encouragement

Believe it or not, this is not a skill that comes naturally to everyone but it is vital for an effective leader. You can have an entire team motivated and committed to your goal but be stagnant.

This is when the right words and the right attitude from you can make or break your team. You would be surprised at how just a few positive words can revitalize your staff and bring them across that finish line.

Empowering Your Team by Extending Trust

One of the most common skills among all the top highly effective leaders is their ability to empower their employees. You are not just a person of power with people, and subordinates, working below you. When you have mastered the skill of empowering, you are placing more than responsibility into your team’s hands, you are extending to them your complete trust.

It is important with this skill to know exactly how much rope to extend. If you give too little, they won’t feel like they have a say in their roles. If you let out too much it could be detrimental to your company.

Reflection for New Solutions

A reflective leader brings authenticity to their employees. You can work with your team to reflect on past problems or actions to find new solutions. A great way to do this is to encourage your team to take a step back and try to view the problem from a new angle.

Inspire Your Team by Being a Visionary

Bringing visionary leadership to your organization is like breathing new life into it. When you are a visionary, you have a clear picture of your goal in mind and you can energetically paint that picture for your employees.

Your energy and excitement will revitalize their passion. As a visionary, you know the result and you are not swayed by speed bumps along the way. You are driven and you bring new energy to your team.t

We would love to hear your comments. Please contact us today!

Have you taken a look at our new book? Check it out today!

Click here to order on Amazon or to read more.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.

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Are Biases Affecting Your Bottom Line?

Are Biases Affecting Your Bottom Line

Are Biases Affecting Your Bottom Line?

Have you ever hired someone who was not the best candidate for the position to avoid any potential liability from an EEOC claim? There is nothing in the law that says you must hire an inferior candidate. The law simply states that you, and any of the systems you use, cannot discriminate against the protected group(s). Jobs can’t talk and tell us what kind of candidate they require, so as managers, we need a system for hiring that does not allow typical human biases to enter the process.

Neither right or wrong, nor good or bad, biases are simply a reflection of our viewpoint. Often this viewpoint is unknowingly injected into the hiring process, even when it is not relevant to a specific position or to the organization itself.

Today we have laws that keep us from acting on our biases as they relate to gender, age, and nationality, but there are still biases that affect selection such as experience, education, and intelligence. Candidates bring much more to the job, including their passions, beliefs, personal skills, and behaviors. For example, perhaps one of the most important personal skills a superior employee can have is personal accountability, yet most companies are not aware of its importance, nor do they have a way to measure it.

To effectively select superior performers and operate safely under the laws of the EEOC and OFCCP, we recommend a selection system that all hiring managers can easily follow. That system should contain the following:

– A view of the job – key accountabilities defined, analyzed, and prioritized to determine the knowledge, personal skills, motivational factors, hard skills, and behavior that would lead to superior performance

– A complete description of all factors required for the job. For example, we have benchmarked hundreds of outside sales positions & find they are all very similar, but not exact

– Job-related interview questions

– Superior performance research that supports benchmarking of the job, not people

– Gap Reports to indicate the gaps (if any) between the candidates and the job

– A complete system for onboarding all new hires, including a development plan that is personalized and completely job-related that leads to performance and retention solutions

– A performance management system modified to incorporate all the job-related activities discussed through the system for current or new employees

Now is the time for all companies to look objectively at their hiring practices and be honest by identifying any current practices that are keeping them from hiring superior performers. Superior performers can dramatically alter companies during both good and bad economic conditions, and every executive should be asking: “Do I have the right talent to take us to the next level?”

We would love to hear your comments. Please contact us today!

Have you taken a look at our new book? Check it out today!

Click here to order on Amazon or to read more.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor, and Counselor/Therapist for Business Owners and Professionals.