Be honest with yourself, that’s the first step in assessing your style and your effectiveness

The reality is, relationships are the key to optimal results. “People before profits” comes to mind here and it is absolutely essential we understand how important this is to your business success. Knock down the “ivory towers” and recognize that we are only as good as those who work with us and around us. I like the concept of “servant leadership” myself.

Here are some tips that I present to those I coach.

First of all be authentic. We have to be who we are. We have to be open to improvement and changing things about us that are simply now working well for us. To be yourself, you bring unique talents and abilities that others need. You also bring shortcomings that you need to recognize the learn to improve.

Show how much you value others. Be vulnerable, getting to know one another is key to building relationships. You are not a leader because you know everthing already, remember that. You have gotten there for other talents, but a good leader is a lifelong learner. Trust is earned so your actions must be in line with showing respect and the one I always like to share…actively listening to your staff and coworkers.

A good leader seeks to grow those who work with them. Seeking their potential and recognizing ways in which their role can be enriched to keep them learning and improving. One feels most respected when their leader takes the time to enrich their job role and possibilities. Role modeling is also critical, what we see is what we assume is the way to act. Build up others by complimenting their strengths and working through their struggles.

Be HONEST! The nicest thing you can do for others is to be honest with them. Yes I mean tell them the hard things about what you observe. After all, we can’t grow if we don’t know how to improve. We all have blind spots, someone needs to respect us enough to share them with us so we can work to make meaningful changes.

Let others lead. This is HUGE for what I bring to my clients. Full employee engagement and empowerment is the name of the game. How this is done is what’s most important. It takes time and dedication to allowing one to facilitate this with your teams. Don’t try to do it all. Typically inhouse leaders are not the ones who can do this most effectively, because some employees are inherently uncomfortable identifying workplace issues with leaders present. Having said that, the leaders/supervisors must stick to the script once their employees invest in identify challenges and solutions. Let others lead! This also helps build trusting relationships and respect for one another.