“The speed of the boss is the speed of the team.”
Tom had been working as a manager for almost a year. He was good at evaluating people’s performance, pointing out areas for improvement, and saying “thank you” often. To him, those were the things that a good boss did.
However, when Tom sat down with his mentor to talk about his progress, his mentor told him that those things are just the tip of the iceberg. “One of the hallmark qualities of a great boss is that he’s always striving to improve,” said his mentor. “Here are 5 tips on how to become a better boss. You’ll be the kind of boss who inspires tremendous loyalty, innovation, and respect from his people.”
- Inspires a Shared Vision
Hone your understanding of your organization’s vision. Talking in-depth about vision with company leaders will give you a better grasp of it. Even if you’re not a high-level leader, understanding how your department fits into the big picture will help you and your people excel. Then instill the vision in your people. At the beginning of a meeting, talk about how the project you’re presenting furthers the organization’s vision and mission. People will have a stronger grasp of their importance, and in turn, greater motivation, when they share the vision and goals.
- Be a Great PR Agent
To be a better boss, show how much you care about your people’s success. Sing your people’s praises in front of colleagues and superiors. This shows you’re committed to their advancement. Let them hear you giving praise, but don’t hold back if they’re out of earshot, either. If you speak highly of them in a private meeting with your own boss, mention it to them later. Your loyalty to them will increase their loyalty to you.
- Have Difficult Conversations
Embrace difficult conversations, seeing them as an opportunity for growth. A great boss is a pro at conflict resolution, and puts his mediation skills to the test if coworkers have a problem to resolve. When he’s talking to people about improving their performance, he keeps a positive focus. His coaching skills guide them toward a better understanding of how they can strengthen their work.Next time you see a difficult conversation on the horizon, ask yourself how you can make it a positive experience. Seize upon the opportunities for growth, and reflect on how you can act as a supportive coach rather than just calling out mistakes. If you want to learn more, read Practical Tactics for Crucial Communication.
- Help People Envision Their Future
Help your employees craft their career plans, envisioning the future of their dreams. An outstanding boss asks plenty of questions that help people figure out where they want to go in their careers. She shows she’s invested in her employee’s happiness. Her people look at her as a wise mentor rather than someone who’s there to criticize them.
- Focus on Work/Life Balance
Don’t assume that people will come to you to talk about problems with work/life balance. They may feel ashamed that they’re feeling burned out and stressed, or worried about your response. Check in with employees about their work/life balance regularly. If they’re having an issue, brainstorm solutions with them, being as accommodating as you can reasonably be.
Tom agreed to work on growing in these ways over the next several months. As time went on, people stopped seeing him as just a supervisor and started seeing him as a valued mentor and coach. Their trust and loyalty skyrocketed, and they felt encouraged to think creatively and take risks. Knowing they had a great boss behind them, they felt there was nothing they couldn’t accomplish together. With these tips on how to become a better boss, you’ll get there soon too, even if you’re not well on your way already!
Whether you’re an experienced boss or an aspiring one, reach out to Joel for Leadership Coaching Program.
“Corporate culture matters. How management chooses to treat its people impacts everything—for better or for worse.”
Client Julie says: I’ve just accepted a job as manager of my department. I want to successfully navigate this new leadership role. What mistakes should I make sure to avoid?
Coach Joel answers: Becoming a manager probably marks a dramatic shift from your previous role. It may feel overwhelming. You’re being asked to apply a new skill set, and everyone is gaging your ability to handle the role. But avoid these 6 classic mistakes, and you’ll be on your way to becoming a great boss.
- Ignoring the Big Picture
New managers might be tempted to dive into the daily grind before fully educating themselves on organizational vision, mission, and strategy. To guide and inspire their team, however, they need a strong grasp of these concepts. Thus, they should meet with leaders of the organization early on to get briefed on strategy and understand their perspective on these issues. Creating an action plan is important when starting a new role.
- Presuming They Know Their Employees
You might have worked alongside your direct reports for years, but you don’t know them as their manager. Taking time for one-on-ones with each of them is vital to understanding their work performance goals, concerns, and job roles. Communicating that you want their ideas about how your department can improve will also convey that you value them.
- Micromanaging Employees
Because your success depends on theirs, you might be tempted to micromanage the nitty gritty details of your direct reports’ days. Here’s an important tip for every new manager: Relinquish total control. Trying to maintain that level of control signifies mistrust, which is especially harmful to a new manager who might be supervising former coworkers. (They’d be sure to see you as too big for your britches!) After you delegate tasks, let employees handle them.
- Assuming Executive Presence Develops Naturally
Executive presence doesn’t just develop on its own—at least, not for most people. New managers should consciously work to cultivate charisma (because yes, that’s something you can develop). They should also practice regulating their emotions, keeping a couple of stress-reducing exercises in their pocket for critical moments. New managers must show they’re calm and in control in order for others to trust and take them seriously.
- Choosing a Leadership Style That Doesn’t Feel Right
You might gravitate toward a leadership style that your previous boss used. However, if it’s not the best fit for your personality, it will probably feel awkward or ineffective. Read up on leadership styles—such as visionary, democratic, and affiliative leadership—to determine which style or combination is right for you. Then, find a mentor who models that style.
- Brushing Off Awkward Feelings
If you sense any tension from direct reports who used to be your coworkers, don’t ignore it. That will only cause it to fester. Bring it up during your one-on-one meetings, talking about how you can reduce the awkwardness together. Even if you don’t sense hostility or hurt feelings, acknowledging the shift fosters openness that will help you navigate any awkwardness that arises.
- Ignoring the Big Picture
If you’re a new manager, you’re sure to make mistakes. After all, you are a rookie, and everyone starts somewhere. For all new managers, tips and advice from a trusted mentor are priceless. Have regular one-on-ones with your mentor to talk through the inevitable questions and hurdles that arise.
Help the newly promoted succeed with an Executive Coaching Program by Joel Garfinkle.
Achieving the highest possible return on human capital must be every manager’s goal.
Sebastian asks: As a new manager, I see that building relationships with my employees is way different than with coworkers. I don’t want to be that stereotypical boss who stays behind a desk except to give criticism. Can you help me figure out how to navigate these new waters?
Joel answers: Sebastian, you’re absolutely right in putting a lot of thought into this issue. Gallop found that one in two American workers has left a job to escape from a boss. Plus, 20% of workers would be happier if their boss left their organization.
Relationships between employees and managers are not only shaped by personalities—they’re also shaped by societal forces you have less control over. The constant demand for talent can shift the power dynamic between employees and bosses, notes Elizabeth Aylott in Employee Relations. Today’s employees expect a lot from a boss, because they know they’re not easy to replace. Here’s how to give them what they’re looking for.
- Be Trustworthy
Trust is important to the employee/manager relationship. Make a habit of following through with all promises on time. When you’ve finished something you told an employee you would do, say so. If you said you would read her proposal, call her into your office and provide effective feedback so she knows you’re supportive of her efforts. Repeatedly being “too busy” to respond to your employees conveys that you don’t make them a priority. Following up with people about the things you’ve pledged to do shows you respect them, fostering good feelings toward you.
- Work Alongside Them
Spend some time working hand-in-hand with employees, so you can really get to know each other’s working styles. You’ll see firsthand how they work best, so you can serve as a better coach. Their respect for you will grow when they see you’re willing to help out with the tasks that many managers may feel they’re above. Plus, you’ll gain a more in-depth view of each team member’s role when you actually see what they do on a daily basis.Use inclusive language, like “Look what we’ve accomplished together” or “What do you think we can achieve today?” This will emphasize that you’re a team.
- Help People to Grow
Show each member of your team that you care about helping them achieve deeper fulfillment from their work. Make time on a quarterly basis to check in about their career satisfaction and any changes they envision in their trajectory. If they’ve decided to make a change, this will help you figure out together how it can mesh with the organization’s needs. These talks will help establish a strong relationship based on mutual consideration. In fact, Gallup reports that employees are almost three times more engaged when managers regularly meet with them one-on-one, either face-to-face or on the phone.As people push their boundaries, offer genuine gratitude for their contributions and efforts.
- Uphold Boundaries
Recognize that the power you hold in your relationships with employees can make it hard for them to say “no” to social invitations. Hanging out with particular employees outside of work can breed resentment in others and signal favoritism. Thus, it’s best to keep employee and manager relationships professional. It’s okay to go to an occasional event at someone’s home, like a holiday party, but socializing with particular people too often can compromise your working relationship. The same goes for social networking—not everyone wants to use Facebook to keep up with professional contacts, so “friending” your employees may not be a welcome move.
- Watch Emerging Trends
Keeping your pulse on emerging and future trends will help you meet employees’ shifting expectations. The younger generations expect a lot of coaching, training, and feedback, for example. Read the latest surveys and reports on what employees want, so you know how to boost their performance and loyalty.
Strong employer and manager relationships require continual effort to grow. Remember that as a manager, you’re not just responsible for getting tasks completed—you need to foster relationships that keep your team strong. When you build these relationships, employees will feel comfortable coming to you with both problems and ideas, improving workplace culture and boosting your team’s capacities.
“Leadership is the capacity to translate vision into reality.” ~Warren Bennis~
Client Ethan asked:
A lot of misunderstandings and hurt feelings are cropping up in my organization. Crucial information often doesn’t get shared; people often feel their voices aren’t heard. As an aspiring leader, I know I need to find ways to fix the situation. What should I do?
Coach Joel answers:
Ethan, these issues all come down to improving your communication skills. Taking initiative to address them is one of the most important things you can do to prove your leadership abilities. Building your influence and leading your organization to success means improving your organizational culture by overcoming these hurdles.
- Communication channels are undefined.
When it’s not clear whom people should talk to about particular types of issues, communication is likely to break down. Your workplace needs to have well-defined channels of communication for handling projects, and managers need to set the tone for communicating well. Each person needs to know which coworker to talk with about a particular issue. Additionally, you need a clear path of communication between departments, meaning communication roles must be clear. One member of your team might be in charge of liaising with the art director regarding a package design, for instance. A clear path of communication is important for handling complaints, too. Employees need to know whom to speak with, and that person needs to know what to do with the information.
- Silos keep information from reaching all stakeholders.
Similarly, with poor communication, information can get stuck in silos. It might just be that departments need help understanding how to communicate better, but there are often deeper underlying issues. It’s not just that people don’t know how to communicate—it’s that they’re not motivated to communicate. Departments may have even come to view one another as competitors because they’ve lost sight of their common goal. Inspiring people to believe in a common vision is the first step toward correcting the problem, and it’s one of the most important ways of demonstrating leadership and getting noticed. Holding collaborative meetings with people from various departments will help people stay motivated to work toward their common goal.
- Communication flows only in a top-down path.
When communication flows only from the top down, employees can feel frustrated, knowing they have a great deal of input that isn’t being used. You might not have control over how higher-up executives handle communication, but you can voice your feedback about it if you have an ally who might be receptive. Furthermore, you can work to encourage the people you supervise to share feedback and suggestions with you. An idea box is a great way to encourage people to speak up when they see something that could be improved. As you grow your influence, your leadership effectiveness will become apparent to other managers and executives, and they might emulate your approach.
- Views are unrepresented.
When holding meetings, ask yourself if you should include particular individuals from other areas of the organization who might have a stake in the topic. For instance, if another department might have valuable input about the project your team is discussing, ask a representative to join in or share input by email. Making people feel heard is just as important as gaining their valuable input. You’ll be building stronger relationships by taking these steps.
- Unclear terminology leads to lack of understanding.
When people use jargon frequently, others might not understand their meaning—or they might think they understand, but get it wrong. It’s important to ask clarifying questions when people use technical terms or ambiguous language. One department might have an internal understanding of a slang term it uses, while another department might get a different impression of the meaning. Likewise, if people use convoluted language, paraphrase what they said and verify that you understand what they meant. It’s much better to spend a moment clarifying than spending hours or days trying to repair the damage of a huge misunderstanding. As a leader, look out for the moments when team members might misinterpret something, and clarify the issue even when you believe you understand it correctly.
As you improve communication in the workplace, your team will see its productivity rise, in part because their job satisfaction will increase. Be sure to voice appreciation for employees’ efforts to strengthen communication. This will keep them motivated to continue making a conscious effort to improve. Your leadership and influence will grow along with the effectiveness of your team.
Are communication hurdles compromising your team’s performance, order Joel’s book Difficult Conversations for the entire team. If a conflict needs specific support, contact him for executive coaching.
Have you worked to overcome these types of communication challenges? What worked, and what didn’t? Share your experiences here.
“As the leader, part of the job is to be visible and willing to communicate with everyone. ~ Bill Walsh ~
Diego Asks: I’m a fairly new boss in a large organization. Sometimes it seems like I’m invisible. My superiors don’t seem to interact much with me. And my employees go on in the old ways and don’t listen to me much. How can I be a better leader?
Joel Answers: Diego, it’s insightful that you don’t blame your boss or employees for the situation. That makes it easier for you to take control. When you lead effectively, they can’t possible ignore you!
Let’s break this down into three steps: evaluate, implement, and become.
- Evaluate. First, take this simple self-test. These are some key good leader qualities to check for. You can find the full test in my book How to be a Great Boss.
- Do I praise my employees for a job well done?
- Do is discipline in public or private?
- Do I give feedback?
- Do I give employees a chance to improve?
- Can I fire people when necessary?
- How well do I share credit?
- Am I helping my employees learn? Do I mentor?
- Implement. Once you have decided which areas you want to work on first, create a weekly “Take Action Now” list. Start focusing on the things you can change immediately. First, it helps you take control faster. Second, immediately people see the difference in you. Your credibility and visibility as a leader increase. People take notice.
- Become. Ultimately, there are seven qualities in a good leader. Diego, you will want to work on incorporating these characteristics into your leadership style to the point that this is the kind of person you are. When you adapt these great leadership qualities as part of your makeup you become too good to ignore.
- Empowers employees. Help your employees make the most of themselves. Give them chances to excel. Let them take risk. Don’t micro-manage.
- Provides growth opportunities. The best leaders recognize their employee’s capabilities and give them opportunities to stretch. They choose tasks that will help them grow, not overwhelm them.
- Trains through feedback. Employees can’t read your mind. Your best help is to clearly explain how they’ve met your expectations. Then teach them what they must do to do better. Or tell them what excellent things they need to do more of.
- Makes the tough choices. You can’t hope to be Mr. Popularity. Carefully analyze decisions and find what’s best for the company. Then walk forward in this decision with confidence— regardless of other’s opinions.
- Gives thanks. Good leaders give thanks and show appreciation. It’s such a little effort and it makes such a big difference with your team.
- Creates a positive workplace culture. Workers can’t thrive in fear and intimidation. When you give clear feedback and strong encouragement you create a hopeful, positive place to work. Create the expectation that every worker is and will try their best.
- Shows them the future. Workers are more likely to give full effort when they can see the results will be good for them. Take time to map their ascension plan with them. Talk about promotions and opportunities.
Diego, you asked a great question. Leaders aren’t born. Good leaders adapt qualities that add great value to whatever company is fortunate enough to hire them. Their employees love to work for them. They automatically gain visibility and status. I promise you as you master these skills, you’ll be too good to ignore.
A good leader knows the qualities necessary to take it to the next level. What have you done to stand out and lead? Share your experiences below.