Leaders, do you think your employees or team aren’t responding to your authority the way they should? If your answer is yes, the problem isn’t them. It’s you. While this might be a little depressing at first, it’s really a good thing.
Why? Because it means you can change it.
What Are You Really Telling Employees?
Because you’re a leader, you have the power to give orders. You make the decisions for your company or team. You have the authority to demand obedience. Are you exercising that authority? If so, are you doing it correctly?
There are several things that separate a mediocre leader from a great leader. One of them, perhaps one of the most important, is how intention meets action.
When Intention Meets Action
Let’s think about what intention means. In short, it means you have a plan in mind. As a leader, it’s important to be intentional in your interactions, whether that goal is to have a positive team meeting or to help employees understand company procedures.
How do you do this?
Here are a few tips:
- Decide what values, emotions and thoughts you want to allow.
- Realize that if your team steps away from those values, emotions or thoughts, it’s because you’ve allowed it. You are, after all, the leader.
- Thoroughly think about your communications with your team to make sure what you say stays in line with these values, emotions and thoughts. In other words, don’t say or write anything off the top of your head. Think it through.
- When your team steps away from those values, correct it publicly and boldly. You can correct boldly without being disrespectful.
- Hold yourself as accountable for mistakes as you do your team. Don’t allow yourself to step out of what you’ve authorized, either.
With these tips you put action to intent. By your actions, you show that your values as a leader are important enough to hold yourself to them as well. People tend to respect a person who “walks the walk” much more than one who just “talks the talk.”
In short, if your employees aren’t responding the way you expect them to, you have failed to put intent to action. You may have decided how you want people to respond, but allow them to go against that. Or maybe you don’t hold yourself to the same expectations as your employees. Either way is a recipe for disaster.
Don’t settle for mediocre. Be a great leader, and be intentional in your interactions.
- Posted by Gabriella Sannino
- On December 28, 2016