Introduction
When you’re a manager, you’re also a leader. Your success as a manager will be determined largely by the business results you achieve. Your success as a leader will be judged by your staff. Good managers who are also good leaders will always be more successful than good managers who pay insufficient attention to their leadership obligations.
The Employee Is The Judge
Permit me to be blunt. If your employees think you’re a lousy leader, you are. It really doesn’t matter which “totally objective authority” believes you’re a great leader. It’s what your staff thinks that matters. It doesn’t matter if they’re irrationally biased against you, love you or hate you. And remember: employees base their opinions on perception as much as reality!
Gain Respect And Confidence
You must gain the professional respect of your staff to be regarded as a good leader. And you must engender their confidence in you. Leadership isn’t about being liked. It isn’t about personal relationships. Good relationships make leadership easier. But they’re no substitute for respect and confidence.
Be Human
You have strengths and limitations. Admit to them. Staff want to be lead by an ordinary human being not an impersonal, insensitive automaton. However, be careful. Ordinary human beings rarely have temper tantrums or indulge in personal abuse. Being human isn’t an excuse to behave like a spoilt child.
Make Employee Development A Major Priority
Leaders help followers grow. They seek opportunities to enable followers to expand their experience, increase their competence and build their confidence. Look for ways to create opportunities for employees to do the same. Encourage them to do more demanding work. Welcome their suggestions for performance improvement. But in the same way as being human, this isn’t a reason to dump on them work you simply don’t want to do.
Sacrifice Your Preferred Technical Work
When a musician queried a harmonic change in one of his arrangements, Duke Ellington is said to have replied “You’re paid to play, I’m paid to think”. It’s a blunt riposte. But it’s true. Many managers have trouble “letting go” of their technical skills. They want to dabble in the workshop, interfere in the warehouse or keep their hand in with product development. Let it be known that you’re always available for consultation and advice. Trust staff to do the jobs you pay them to do. And provide support systems to enable them to do so.
Respect their Livelihood
Without your business, your employees don’t have a job. Without a job their existence and that of their families is threatened. Show them you recognize your responsibility. Inform them in advance about changes that will affect them. Seek contributions based on experience. Make major changes only following consultation with staff.
Set The Course
It’s your job to determine business focus, target markets and business goals. But it’s their job to help you realize them. They can do this well only if they’re very clear about these matters. Tell them exactly what you want. Share your business ambitions and expectations with your staff. Remember, they have a keen vested interest in your business success too.
Honour The Business
To your employees, you are the business. If you’re erratic and undisciplined, they’ll see the business that way. The reverse hold true too. But however employees see the business, it’ll be largely dependent on their perception of you. Either way they’ll behave and perform to meet their perception.
Conclusion
You see, good leadership is largely a matter of trust. You trust them so that they will trust you. Leadership is a major part of your managerial responsibilities. Become an accomplished leader and your job as a manager will become a lot easier.
