A real leader creates leaders (find our good-leader checklist inside)
Recent studies have shown that good leaders give freedom to their subordinates, allocate a wide area of responsibility, and, most importantly, trust them.
Traditionally, it has been presumed that a good leader is an exceptional professional who has an answer to every question. When we hear the word “boss,” a responsible person with extensive expertise instructing everyone on what to do and what not comes to mind. However, a “real” leader will oversee the entire process, praising those who performed well and “thoughtfully talking” with those who underperformed.
The most crucial element in a workplace: a motivating atmosphere
Remember yourself as a child: did you like being controlled? For example, since childhood, I loved to draw, but if someone came over to watch me sketch and began to criticize and advise me, I instantly wanted to stop. If this person not only controlled but also assessed me in the end, my hobby would turn into a nightmare. It seemed as if I was drawing for someone else rather than myself.
Since childhood, nothing has changed…
When we work, we should recognize that we are doing it for ourselves and are
responsible for the process. The Big Boss does not have to supervise constantly; motivation will arise from within.
When leaders support their employees’ autonomy, it fosters a culture of acceptance, support, and understanding. Such leaders value their employees’ perspectives and competencies, promote self-reliance, and provide opportunities for even more significant contributions, such as new challenges, ideas, training courses, and activities.
Also, communication should be informative rather than controlling:
“This is my perspective based on my experience; you can either listen to it or feel free to do it your way.”
Everyone should be a small leader
When employees have control over the process of their jobs, motivation originates from within rather than from beyond. Understanding that you control how and what you do encourages employees to be more engaged, task-oriented, and productive.
The good-leader checklist
An autonomy-supportive leadership style:
● The boss recognizes your competence. You were hired for specific reasons: you know what is right, and your opinion is recognized and valued.
● The leader encourages you to be independent. You may always offer your help to others, distribute your own tasks, and set your own priorities.
● The boss helps you grow. If you fail to cope with something, the leader does
not criticize you or make you redo everything but instead offers development
opportunities such as additional training or mentorship.
● The leader communicates in an informative manner. He or she observes
the process rather than controls it. Coordinates operations and oversees the
team’s resources, ready to intervene if needed.
● The boss avoids constant rewards and punishments. The “carrot and stick” approach forces employees to focus on extrinsic rather than intrinsic motivation. It is better to leave the assessment of the results to the conscience of the employee’s judgment and perform self-assessments and reflect.
Such a leadership style is consistent with desired employee performance. Labor motivation becomes internal, and enthusiasm and involvement in work improve.
An autonomy-supportive style helps to avoid distress and undesirable employee behavior: procrastination, inattention, and low productivity.
Do you agree with this leadership style? Who’s your ideal boss? Let us know in the comments!
At Lampa.ai, we use micro-learning to help those who care about motivation and thegrowth of their team’s potential.
Check out our website or send us an email at hello@lampa.ai.
