What kind of a boss are you, defines how people react to what you say or follow what you say. Well, it all depends on what kind of perception they have about you. What you say or convey can be interpreted only to the best of understanding from the receiver. With no or little influence over this, your colleagues or your juniors talk about you behind your back. Let’s face the truth, they do and its mostly with personal bias. Trust and understanding are a two-way street. The more you trust them, the more they do the same, in fact, it results into good or bad PR for you. In other words, it works wonders if it is good PR and it does blunders if it is not.
Let’s first see what the traits of most successful leaders are:
Firstly, most leaders communicate very effectively, did you ever come across a very successful person who has poor or ineffective communication skills? Secondly, they listen to the ideas from everyone, includes their immediate reports. Thirdly, they exuberate passion. Fourthly, they talk less and ideate more. Fifthly, take firm decisions. Sixth, they empower & share lots of knowledge. Well, the list is almost worth reading. Further, they take necessary actions, and not to set an example. They are emotional & humble. Prioritize their actions that facilitate the work of others around them. They have lots of fun while on work and create an environment where others have a good time too. They are nice to all, from top to bottom and treat everyone equal, especially when they appraise. And the most important of all, they do not lose their calm in adverse situations.
Having listed the traits, let’s see what these styles reveal about them. Most of these styles are not self-taught, they are picked up by the bosses in yester organizations and also through formal short-term training programs. However, let’s see a SIX STEP model to EFFECTIVE LEADERSHIP:
1) Clarifying, who you are – Personal values and mission
2) Clarifying what you want – Strategic Vision
3) Clarifying what others can contribute – encouraging Participative Leadership
4) Supportive to others so that they can contribute – Organizational redesign
5) Restlessness to achieve goals
6) Monitoring & celebrating success.
When operating and during the daily affairs of the organization, different Leadership styles exist in the work environment & are well known but do they work with the millennial workforce in the right sense? Let’s see the most popular ones. Autocratic ones make the rules that all follow, keeping high control, taking all decisions without inputs from others. This style works well with people who require close supervision on their work. Although they are not popular with people in creative and skilled disciplines. The Democratic or the participative style, on the other hand, is mostly popular, as it values the inputs from team members. These leaders boost the morale of the employees because they contribute to the decision-making process and help accept changes in the system whenever it happens. It forms the basic fabric of an agile organization. At the same time, A laissez-faire leader goes well where very little direct supervision is needed, and highly skilled & experienced workforce is involved. A transactional leader’s focus is primarily on performance and accordingly recognizes and rewards the most noteworthy workers. The transformational leader, however, focuses on high levels of communication from the management & motivates everyone to reach their goals and achieve excellence in productivity. Leaders primarily focus on the big picture and delegate small tasks to accomplish goals.
All the above is a repertoire of styles. However, there is another perspective to it. We now experience a lot of young colleagues’, fresh out of colleges. They are the ‘Internet generation’ and belief leaders to be dynamic, transparent, motivating and count experience as a ‘good to have’ and for them ‘experience in a leader is not a ‘must have’ quality. For them, the best leaders are the ones who can talk frankly and honestly convey their piece of mind. The best leaders are the ones who are adaptive to different situations and sail through troubled waters with ease. They keep the workforce and organizational motives as their top most priority. They are a ‘Visionary’ lot, steering the organization and its people into a new direction. Mostly share dreams to distinct groups to reach their goals. They inculcate innovative culture and bring in an experience where needed. They ‘Coach’ a lot to boost performance and align the personal goals of employees with the organization. It works best for employees who take initiative & are looking for professional development. The ‘Affiliative’ leader creates harmony by connecting people and builds a trustworthy environment with everyone. It makes room for mediocrity but also ensures that the team moves as a single lot. The ‘Democratic’ approach by the leaders makes the best use of the skills and knowledge to achieve excellence in productivity. They use the ‘Pacesetting’ approach to determining that everyone achieves better and faster goals as the team and are obsessed with performance. At times, situations do call for a ‘Commanding’ military-style leadership. However, it happens in crisis or dire situations mostly. Owing to the fact that leaders put experience as a testimony to their decisions, this style works well when there is little time to act fast. This style faces the most criticism and is the most unpopular one.
Given the fact that a lot depends upon inter-personal skills of leaders, they are also subject to extreme pressure for performance and achieve organizational objectives. The stress and responsibility in a position to manage and achieve for the entire team also take a toll on the personal health too. However a very well balance approach to work and after office life leads to a healthy work environment and overall effective and loved work culture.
“What you give is what you get.” The saying goes perfect with great leaders. If you happen to be the boss of your team, work towards evolving as the leader who shines with a happy and enthusiastic team and not works merely for the sake of performing his job.