Unlock Your Leadership Potential with these Green Flags
Leadership isn’t easy and we’ve all had bad bosses. We’ve all had the boss that believed it was their way or the highway. The boss that you couldn’t approach or even be open with. Some bosses “lead” from their pedestal, never bothering to wade into the trenches with their team (and often view their teams as subjects rather than actual human beings).
These bosses are everywhere and though there has been a shift in thinking since the start of the COVID-19 pandemic — when workers really started to realize their value thanks, in large part, to social media — the labor world is struggling to cement positive change.
Though I could go on for days about the red flags, it’s equally important to recognize the green flags in leadership. A Green Flag Leader:
Has A “We” vs “Me” Attitude
The first job I ever had was working for a fast-food joint in town. If you’ve never worked in the industry, the corporate overlords often set goals and milestones that are difficult to reach: attain a ludicrous gross profit, labor budget, services times, et cetera. In the specific restaurant I worked, we often met those metrics and then some. It felt great that we achieved such high marks! It felt less great when the general manager took all of the credit. And the rewards.
That’s not to say that managing a team is easy. I can speak to that firsthand. However, you don’t achieve anything alone. A great leader recognizes the effort of their team and though they may not always share the spoils of their victory, they recognize that they didn’t do it alone. If you want to be a Green Flag leader, realize that without your team, you’re not getting anywhere.
Doesn’t Micromanage
The next few points could have been condensed into a single point, but I feel like they’re definitely worth standing on their own. As I’ve grown in my current role, I’ve seen how micromanaging can absolutely destroy a team. It’s something I’ve done in the past and looking back, I can’t help but cringe.
When you micromanage a team it not only adds more stress on to them, but on to you as well. When you have to have your hands in every decision, your team will realize that you don’t trust them to do their job (and if you can’t, why did you hire them in the first place?) and you won’t ever have a moment of peace. Imagine your phone ringing every time someone needs to make a decision. Sounds atrocious.
Empowers You to Make Decisions (And Mistakes)
Not every decision a member of your team makes is going to be a good one. It’s a fact that your team members are human and therefore prone to making mistakes. Do you take decision making ability from them? Of course not — we’re not micromanaging, remember. Let them make the decision. Let them make the mistake.
What matters is how you, the leader, react to the mistake. Is it the end of the world? Reacting as such will destroy your credibility and your reputation. That team member may hesitate before making a decision again putting more strain on you.
Or is it an opportunity to develop?
Is Open to Feedback
Leadership isn’t easy. While we remember that our team is human, we have to remember that we are, too. When we’re dealing with our team, we’re going to get it wrong sometimes. A flippant or biting remark, especially during stressful situations, can leave nerves frayed.
If one of your team tells you that something you said or did upset them. Listen. Often our first reaction is to get defensive and try to explain the action away. This effectively tells your team member that their feelings or opinions don’t matter. If you’ve ever had this happen to you, you know how awful it feels to have your feelings dismissed. Especially when you feel like a leader is wrong.
Takes A Collaborative Approach
I inherited a team recently. Previous leadership had a vastly different approach to managing a team. Their approach was “this is where we want to go and this is how we’re going to get there.” I realize that sometimes this approach may be necessary. Our corporate overlords often send us initiatives with explicit directions. In those cases, our hands are almost completely tied.
Any time we can, we should take a collaborative approach. When your team is involved in the process the project is more likely to succeed. “We need to cut waste and costs” becomes “how can we decrease waste and cut spending?”
I’m always asking for input from my team because they often look at the situation with a different perspective and, frankly, they have some great ideas. They have some bad ideas, too, so it isn’t all rainbows and sunshine. Take the win where you can.
Creates Community, Not Culture
The hate I have for company “culture” is a fire that burns hot and fierce. It is a topic about which I could speak for days. Company culture brow-beats us into doing what is good for the company, sometimes at the expense of the individual.
A community comes together for the good of all. A community helps each other because they want to succeed together. A community is a human-centric way to ensure the company’s success while fostering a sense of belonging and inclusivity.
You don’t have to be their best friend, in fact, there’s something to be said for a little professional detachment. You should, however, get to know a little bit about your team outside of their work life. The benefits (enhanced communication, dynamics, engagement, retention, and loyalty) far outweigh any perceived risks.
Empathy and Awareness
No matter the industry, our most valuable asset is people. Whether you’re leading a global investment firm or managing a local gas station, the heart of every successful endeavor lies in how we engage with our team members.
Empathy is the cornerstone of effective leadership. Understanding the experiences, challenges, and aspirations of each team member allows us to connect on a deeper level. It’s about walking in their shoes, acknowledging their perspectives, and responding with compassion.
Awareness complements empathy. It involves actively tuning in to the needs, emotions, and dynamics within the team. A leader’s awareness extends beyond the surface, delving into the nuances of individual strengths, struggles, and the collective atmosphere.
This human-centric approach isn’t just a soft skill; it’s a strategic asset. When leaders demonstrate empathy, they cultivate a culture of trust, respect, and inclusivity. It’s the difference between managing a group of individuals and fostering a community where everyone feels valued and supported.
Conclusion
Success in leadership isn’t just about meeting targets and metrics. Success is embedded in the relationships we build and the values we uphold within our teams. Effective leadership moves away from a “me” to a “we” mentality staying clear of micromanaging, empowering decision making (and mistakes), being open to feedback and taking a collaborative approach.
Leadership isn’t a solitary endeavor! It’s about the collective strength and potential within a team. It’s about valuing every person’s contribution and creating an environment in which each person thrives.
In the ever changing labor landscape, one thing remains ever constant: the significance of human understanding and connection. True leadership extends beyond directives; it creates communities where individuals are respected, supported, and empowered.
I’m Tal and I’ve been leading teams for more than twenty years. If you subscribe to my newsletter, I’ll tell you some funny stories and maybe give some advice.
