Being nice is not enough.

The notion of being a nice leader often takes centre stage. We’re told that kindness and empathy create a harmonious work environment, and indeed, they do. However, just being nice is not enough.

Don’t get me wrong, I don’t think being nice is a weakness.

Everyone wants to be a nice boss, have a nice boss, or be recognized as a nice boss.

There are more in-depth meanings behind the word “nice” in leadership.

Photo by krakenimages on Unsplash

Imagine in a role as a sales, you have a nice leader but consecutively miss the team target, hence your effort goes to vain and your neck is constantly on the line.

If your role is an engineer, you have a nice leader, but putting the team under tremendous pressure to deliver the product in an unrealistic timeframe. In the end, the product couldn’t be delivered, sales missed their opportunity, and customers disappointed.

If this continues, a nice leader will soon become a poor leader.

A nice leader must make the team successful, and feel successful.

Talk is cheap. It is easier said than done.

As a leader, we must not put ourselves and the team in any dangerous situation.

They need to feel safe in the environment they are operating in, knowing they are allowed to make mistakes, encouraged to take risks, and trust the leader and the team will always watch their back.

In such an environment a leader creates, the team can focus on what they do best, and be willing to recommend and advise management on what it takes to make the team and company more successful. (Learn to be a co-driver as in my other article below).

Be a leader, be a co-driver.

To deliver success, leaders must :

• Create a shared accountability and responsibility team culture, so that success is a collective celebration, and be proud as an integral team members! If you want to know more different culture in general you can read my other article here.
• Empowering the team downwards instead of seeking authority upwards. This of course involves the backend task of a leader in managing up, down, and across the organization to “clear the path”.
• Create a trust culture believing the team can rely on each other to achieve our goal. (This maybe a future topic I will touch on how trust can be created.)
• Encourage feedback and provide constructive suggestions both ways. A workplace built on honest dialogue will provide a secure space for collaboration and innovation.
• Support best ideas wins over seniority culture and embrace change with passion and enthusiasm.
• Last but not least, bringing out the potential and strength of each, every individual’s capabilities contributes to the overall success of the team, creating a truly empowered and high-performing unit to ensure success is achievable.

Photo by Kelly Sikkema on Unsplash

Nice Leader Checklist

Here I would like to propose a checklist that leaders can use to remind ourselves, what a nice leader needs:

1. Empowerment: How often does your team seek your approval when you think the decision can be made by themselves? Can your team tell you why is so?
2. Recognition: Is there a mechanism in place to celebrate team successes and milestones? When was the last time you showed appreciation and acknowledged their efforts and achievements? Does your team feel the same that their efforts being recognized?
3. Communication: Is the team clear about your vision, goal, and objectives? Is the team clear about the progress, challenges, and strategy? Can each of your team members give the same answer?
4. Empathy: Do I actively listen to the team’s concerns and show understanding? Can you tell each member’s personal and professional challenges from time to time? Are they willing to discuss this with you?
5. Inclusion: Do you acknowledge and appreciate diverse perspectives within the team regardless of their position, or background and provide equal support and respect? Does your team agree without a doubt?
6. Feedback: Do I provide constructive feedback that helps individuals improve their performance? Am I open to receiving feedback from team members and using it to enhance my leadership? Will your team provide the same if an anonymous survey is carried out?
7. Trust: Have I created a supportive work environment that encourages collaboration and trust? Did I address conflicts and challenges as soon as distrust amongst the team arose? Does the team trust each other and your leadership? How often do you or the team become a ‘pocket-veto’ (an agreement is made in a meeting but remains unfulfilled, leading to trust issues)?
8. Fairness: Do I ensure fairness in distributing tasks, opportunities, and recognition? Is the distribution of this ownership based on capability, skill, and performance? Does the team agree with your metrics and are you open to feedback and changes if their perspectives are different than yours?

Make your team members your star, let them shine and be proud of being part of the team — the team that everyone aspires to join.

If you like this content, please give me a clap or comment so that I can continue sharing different leadership ideas as everyone can be a great leader! You can check out other articles as well from here!