Improved Business Leadership – Improving connectivity and employee confidence

 

Regardless of the size of your business, your success depends on your leadership.

The way we define leadership has changed in my office, and after seeing significant increases in productivity, profitability and overall employee satisfaction, I hope other businesses will follow suit.

I believe we need to move away from the old leadership model. We’ve been in this kind of command and control type of leadership model before. There was a boss and a subordinate. The boss plans, creates the assigned work, and the employees perform their duties. Hmmm.

Do you know what your employees actually want? As The Great Resignation takes place, we hear more and more that your employees want a sense of purpose, belonging and value for your team.

It makes leaders realize, or remember, that they are, in reality, a servant to their business and a shepherd to their team members. A modern and effective leader knows that it is time to move away from the old model of leadership. If you haven’t already, it’s time to let go of command and control, become a steward of cooperation, connectivity and confidence.

Connection

  • Leadership / Employee Connection – This goes beyond lunch. In today’s environment a leader’s job is to help establish interpersonal and professional connections. Leaders need to make sure that their team is connected to their own personal mission within the company, while at the same time, running the overall mission of the business.
  • Team Connection – We call our coworkers our “Wamili” because we have become a work family environment. This may sound silly to some, but we are really the biggest supporters of each other. When your business has this kind of relationship and connection, high dedication to each other and ownership over the relationship increases.
  • How to make connections – There is no one size fits all model but I can share what we do in our business. Our team members have a quick, 10-15 minute mini-huddle to list their “big tasks”, a task they must complete, report when they’ve completed their major task from the previous day, and provide a personal update. Here’s the thing – having a time allowance to share what you’re doing is two things. 1. It keeps clear communication with your team about what you are doing. 2. Sharing what we do gives others the opportunity to support someone in that work and to collaborate together when things go awry. We also have fun. Anyone who completes their work enters a drawing to turn the wheel of our rewards. In it, a collection of prizes from an appreciation circle, music picks for the day, lottery tickets, a great financial gift to a favorite charity.

(I’ve been told my team doesn’t have to pay, but people can win when it’s time to turn the wheel!)

Confidence

Lack of self-confidence hinders performance and happiness. Kind of goes without saying. Even people based on their self-esteem can lose confidence from time to time – we are just human! So how can a leader improve employee confidence?

  • Contact – at that meeting? Be transparent in your communication and keep your team up to date on your future plans for business. The last thing you want is for people to make assumptions about the safety of their work, which gives productivity a big nose.
  • Role Alignment – Keep your employees in a position to improve. People perform best when their skills are consistent with their job description. Do not try to fit a square peg in a round hole. Leaders need to make sure they match employees with their innate skill set. Even if you are hiring for a position, if you find that you are highly qualified in another area, and have a great cultural fit, do not miss the opportunity to achieve great results in a different role from that person. Be a company where employees have the opportunity to explore, expand and grow what is important to them. Let go of preconceived notions and embrace happy surprises along the way that can strengthen your business.
  • Autonomy – Not everyone can improve just by doing instructional tasks. Where is the autonomy? Once you have the right people in the right roles, let them go! It’s good to outline a delivery expectation and stay up to date, but don’t micromanage (but! But! I know, it’s hard to give up!) You’re only hiring people you trust, aren’t you? So give them resources and rein to create systems and complete tasks. The end result will probably be better than you expected.
  • Empowerment – Every one of my employees will tell you that they feel empowered working here. We offer training and resources so that everyone feels competent for their role and then some. Our leadership is sure to listen to perspectives around the business and will often take the advice of employees and put them to use. When team members see their personal and professional growth, their dedication grows – and that’s it! So there is profit!

In our own office, we even invite our employees to start their own business, write books, or whatever they have, if they wish. The result of supporting the goals of our leadership staff is that they feel they have the organization to build their skills. And these skills almost always benefit the company as well.

Remember – go from command and control to connection and confidence. Encourage innovation and collaboration. And above all, the relationship of positive leadership has equally positive results.

You got this!

-Mike

The post Improved Business Leadership – Connection and Employee Confidence Improvement was first featured in Mike Mikaloviz.

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