How to Become a Better Leader?

How to Become a Better Leader?

Have you ever felt that you are a helpless manager? Do you feel that just about anybody can occupy your position? Have you lost faith in your leadership skills?

Don’t worry. We have got some tips to help you regain your confidence. There is a common misconception that leadership skills are innate. You either have them or you don’t. It is true that some people are born leaders. However, even if you were not born a leader, you can work on improving your leadership skills.

Here are some tips for polishing your personality and making you a better leader.

DISPLAY A HIGH LEVEL OF MORALITY ALL THE TIME 

Want to motivate your team? You must work hard with them. This will boost their morale and make them more dedicated. In addition to generating ideas and showing the direction, a leader has to contribute their bit.

WELCOME DISSENTING VOICES 

Don’t surround yourself with people who will readily agree with just about anything you say. They will prevent you from seeing the broader world outside. Most managers hate dissenting voices. They are not open minded. Great leaders, on the other hand, welcome dissenting views because they are eager to enhance their perspectives.

KEEP IN MIND THAT YOUR ULTIMATE GOAL IS TO WIN 

You may be passionate about your product, but your ultimate goal is to beat the competition and improve the bottom line. Being passionate about your product is one thing; being commercially successful is another. In business, you can never underestimate the importance of commercial success. It is what sustains your organization and keeps you motivated.

HAVE A PLAN B 

You should be prepared for all conditions. When you are not ready for the unexpected, you will find yourself in a state of urgency that will prevent you from responding properly to important matters arising in the company. If plan A does not work, you should be able to fall back on plan B. Smart managers will also have a plan C just in case plan B also fails to work. When you have a contingency plan, you will be able to cope with uncertainties.

BE WILLING TO TAKE RISKS 

So you made a mistake. Don’t let that rule you. Everyone makes mistakes. In fact, if you are not making any mistakes, maybe you aren’t taking advantage of your opportunities. Look at it this way:

If you’re starting something new, you’re taking a risk. And each risk has a chance of becoming a mistake. So, if you’re not making mistakes, you’re obviously not taking risks. You cannot endeavour without taking risks.

TRUST YOUR TEAM 

Have faith in your employees. Let them make small decisions at their level. Micromanaging is demoralizing and upsetting. People need to feel trusted. Let them stretch their limits and take risks. This will encourage innovation and help your company grow.

Do you lead your pack into a winning battle or stand behind a wall when your soldiers are by themselves? While some people aspire to become managers by playing office politics, there are others who carve their own paths with wisdom and hard work. 

These are the people who end up becoming great leaders. Let’s analyze some basic differences between these two types of working professionals –

Long Term and Short Term Goals – True leaders focus on long term goals while managers spend most of their time and energy in accomplishing short term goals. 

Managers usually focus on what’s urgent instead of what’s important. They make their team members do petty tasks all the time, which have no or little relevance in the growth of the organization. Great leaders on the other hand, have a vision of what can be achieved in the long run. Therefore, they do not care about short term goals like daily reports or meetings.

Leaders Recognize Talent – Managers identify people around them by their ranks but leaders try to remember their names. Leaders have the talent and willingness to recognize talents, interests, strengths, and weaknesses of their subordinates. 

They appoint people on the basis of their abilities and personalities instead of degrees or experience.

Leaders are Not Threatened – Inept managers feel insecure when a team member achieves something great on the work front. Deep down somewhere, they know that they are not very talented and thus they feel threatened all the time. 

Leaders on the other hand, feel proud when a team member achieves something. They even try to help the team member in realizing their true potential.

The Information Flow – Great leaders try to give out as much information as possible while starting a new project. Their honest and transparent approach keeps everyone on the same page, thus making the team’s performance smooth and unrestricted. 

Managers, however, feel that providing all the information is like giving up the strategic advantage of being on the top. This approach sabotages the team’s performance.

Small Managers Blame Their Team – A true leader knows that if the outcome of a project is inappropriate, he is the one responsible for that. Even if the project has suffered because of a specific team member, the leader takes up the responsibility, encouraging the team to work better. Managers are afraid of losing their position and power and thus they never accept that the fault is theirs. 

ARE YOU A TRUE LEADER OR JUST A MANAGER? CHECK WHERE YOU STAND

leader or manager?

Do you lead your pack into a winning battle or stand behind a wall when your soldiers are by themselves? While some people aspire to become managers by playing office politics, others carve their paths with wisdom and hard work. 

These are the people who end up becoming great leaders. Let’s analyze some fundamental differences between these two types of working professionals –

Long Term and Short Term Goals – True leaders focus on long term goals while managers spend most of their time and energy in accomplishing short term goals. 

Managers usually focus on what’s urgent instead of what’s essential.

They make their team members do trivial tasks all the time, which have no or little relevance in the growth of the organisation.

Great leaders, on the other hand, have a vision of what can be achieved in the long run. Therefore, they do not care about short term goals, like daily reports or meetings.

Leaders Recognize Talent – Managers identify people around them by their ranks, but leaders try to remember their names. Leaders have the talent and willingness to recognize the abilities, interests, strengths, and weaknesses of their subordinates. 

They appoint people based on their abilities and personalities instead of degrees or experience.

Leaders are Not Threatened – Inept managers feel insecure when a team member achieves something great on the work front. Deep down somewhere, they know that they are not very talented and thus they feel threatened all the time. 

Leaders, on the other hand, feel proud when a team member achieves something. They even try to help the team member in realizing their true potential.

The Information Flow – Great leaders, try to give out as much information as possible while starting a new project. Their honest and transparent approach keeps everyone on the same page, thus making the team’s performance smooth and unrestricted. 

Managers, however, feel that providing all the information is like giving up the strategic advantage of being on the top. This approach sabotages the team’s performance.

Small Managers Blame Their Team – A true leader knows that if the outcome of a project is inappropriate, he is the one responsible for that.

Even if the project has suffered because of a specific team member, the leader takes up the responsibility, encouraging the team to work better. Managers are afraid of losing their position and power, and thus they never accept that the fault is theirs. 

To hide their shortcomings, they start blaming their team members.

admin