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Five Ways To Bring Out The Leader In Your Employees And Deal With Problems Caused By Poor Leadership

Often people placed in management positions are promoted based on their work or achieving a performance milestone. Unfortunately, these individuals may also have slim to no experience in leading others. This mistake happens more often than none by organizations and individuals believing one person's success can easily be distributed to others.

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Of course, this can take everyone in a less than desirable direction, impacting profits, production, performance and customer loyalty.

Indicators of poor leadership include:

• Communication issues

• Low morale

• Lack of motivation and poor work ethic

• Negative attitudes

• Employee conflicts

• Lack of confidence

• Low performance and pride

Have you seen any of these before in your employees? Let’s discuss how to turn it around.

1. Be the example that your subordinates need.

You cannot approach them with a “do as I say” mentality. A leader must always lead from the front. Help the weakest person understand various ways to do their job to become more effective at getting the job done. Leaders must train others to become leaders while leading. Try explaining your reasoning behind the decision you made. Giving example or provide scenarios to help them make the connection.

2. Believe in your subordinates.

Show them that you understand they are trying and encourage them. Encouragement goes a long way to help someone get past a hurdle they may be facing. Believe it or not, some people just need to know you care. But remember that your belief must be genuine for others to believe in themselves if they are having doubts. Roll up your sleeves and show them you still have what it takes and they do too.

3. Provide honest feedback.

Constructive feedback should be done in such a way that they view themselves as part of your team. You just want to help sharpen their skills and area of responsibility. Form statements using “I” instead of “you” so they do not feel targeted or threatened.

4. Provide opportunities for empowerment.

Give subordinates opportunities to lead and then reflect with them on what worked and did not work in the process of completing their task. Create team responsibilities that they can look forward to, then rotate them so they can continuously learn more about the job.

5. Public praise goes a long way.

Acknowledge people’s successes and progressions in a public form in front of their peers. This allows others to know individual success is obtainable within the organization. It gives them something to strive for, especially when there are incentives involved. Create a friendly competition to get everyone engaged or at least joining in the team spirit to cheer their colleagues on. Continue to evaluate the performances of your subordinates, so you can identify more areas to celebrate their achievements. This also allows you to develop a working relationship and trust. Having trust builds a stronger bond of loyalty to the organization.

Leaders are made from within, and as a leader, the responsibility is yours to shape others into leaders. Having one leader in an organization is acceptable, but, in my opinion, having 20 leaders is better.

Source: Forbes

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