You may have heard that a manager is not necessarily a leader. Why is that? The difference is that leaders earn that title based on their actions. One does not automatically assume the title “leader” as when someone obtains the title of “manager.” A true leader emerges from not only how they treat others, but also how they inspire them to do their best work and to be successful. You’ve probably also heard that not everyone is a natural born leader, and leadership can be taught.
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Therefore, to be a leader, your title is insignificant. Leadership can be found and is needed at all organizational levels in order to drive success among everyone in a company. How can you cultivate your leadership skills? It’s easier than you think.
Say “thank you.” This is so simple, yet so few managers and co-workers do it. Children are taught to say “thank you,” yet many adults seem to have lost that ability, especially in a work environment. Sending a simple “thank you for what you do every day, and have a wonderful weekend” on a Friday to individual employees will instantly boost morale. The cost? $0. Stopping by to say “thank you” at the end of the day to each of your employees? $0. You are likely to increase loyalty exponentially, and in tough times they will be more likely to stay rather than split. Additionally, if you model this behavior, it’s likely to be replicated and spread among colleagues as a shining example, which in turn will boost morale with countless employees.
Consider other perspectives. Surprise! In order to be a leader, you must consider your staff’s needs rather than just your own. The book ” Spark: How to Lead Yourself and Others to Greater Success” by Angie Morgan, Courtney Lynch and Sean Lynch states that considering another person’s perspective can inspire you to be more thoughtful in your interactions. This will help you advance your relationships with colleagues above and below your level.
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Get to know your people. Along the same lines as considering their viewpoints, get to know your staff. A small bit of information can go a long way. “Spark” smartly advises that you should seek to know the following information about your employees (you may know some answers, but perhaps not all):
— What is their background?
— Why did they choose this career or employer?
— What is their family situation?
— What are their interests?
— What makes them happy?
— How can I add value to this relationship?
Be proactive in times of need. Knowing your employees better will enable you to anticipate their needs, which is key to being an exceptional leader. Don’t wait for people to ask for help or come to you in a challenging situation — simply help them when you have the opportunity and resources to do so. Do not expect to get anything in return, as you must give without keeping score. Make sure you take proactive measures when necessary with all employees and not only a select few. This kind of behavior will go a long way toward breeding a loyal staff and company culture. Such selfless actions build community and belonging outside of the office in our neighborhoods and religious centers, among other institutions. The same is true in a workplace where you wish to retain your employees and be viewed as a leader.
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While you are developing your leadership capabilities, there are some important things to constantly check yourself on. You want to always be empowering your staff, so ensure your true motive is to help them succeed. In addition, as a leader, you must be consistent. Without credibility among your staff, you will get nowhere. Most importantly, the authors of “Spark” argue that to be seen as credible you must be an “always” rather than a “sometimes” person. No matter your seniority, colleagues need to be able to count on you all the time and not have doubts about your reliability in any situation. Once they lose confidence in you, it may be impossible to gain it back.
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4 Simple Actions That Will Make You a Leader at Work originally appeared on usnews.com
