better leader

14 Ways to Become a Better Leader Right Now

Career

Here are 14 Ways to Become a Better Leader Right Now, which we will discuss in this article.

 

1. Apologies without hesitation:

                                                                                    It took me years to figure out how it helps to say “I’m sorry”. For years I thought leadership was about protecting yourself from your subordinates and hiding your weaknesses. If you make a mistake I think it’s just a misunderstanding or someone else’s fault. If you get angry quickly, the people who work for you will respect you more and will follow instructions.

 

2. If you don’t know all of the answers, accept:

                                                                                                                       I don’t admit my mistakes because I have superiority and pride. I thought I was a leader so I must be right. Today I understand leadership differently. That is the role of the servant. And like everyone else in the industry, you won’t get all the answers. It is useful to make it clear that you are human. A good leader will look for the answer the team needs.

 

3. Analyze first then act:

                                                             There is a feeling that gathering information takes time and leadership requires quick action. We are rewarded for responding instead of sitting around waiting for someone to solve the problem. Even so, I made the mistake of acting before the analysis. In some cases, we even approve projects, hires, and instructions before we get 100% of the data.

 

4. Only train others if you really know the subject:

                                                                                                                                 I trained as a writer and designer, so it was easy to pass this knowledge on to the team. From time to time we try to train them in other areas such as B. in testing software bugs and personnel problems. I should have found a specialist to train him.

 

5. Positive feedback quickly, criticism slowly:

                                                                                                                    It sounds like a chore and maybe overdoing it, but I honestly believe that many young corporate employees need constant encouragement. We live in a complex and competitive age and people are overwhelmed with too many tasks and too much time. Technology and business can be overwhelming, so it is important to point out the “win”, no matter how small. And when you have to criticize, think seriously about the implications first.

 

6. Ask a personal question:

                                                               One of my biggest challenges as a leader was my introverted personality. I haven’t fully shared myself, my family life, and my aspirations for the team. A better understanding of the personal motivations of the team and the personal level with which you were trying to develop a relationship.

 

7. Accept mistakes in the project:

                                                                                     That is interesting. During my tenure as a senior manager, I have a tendency to avoid failure at all costs. At first, I started an angry company myself. So in the corporate world, we avoided the traces of failure, even if it meant an extension of the project. He was right about his successful attitude, but wrong about small mistakes. A good manager breaks up at the right time and dismisses employees for the better.

 

8. Rental options:

                                              I wanted to spend more time studying my résumé for clues about the options than the limited skills described on a piece of paper. We should have looked for something like a hang glider or an interest in animal rescue as a sign that the person was ambitious and brave. I had to ask for an overly detailed résumé listing all of my previous assignments but none of my risk-taking and growth aspirations.

 

9. Arson through negligence:

                                                                            It wasn’t so bad firing people when they were negligent, and he treated them almost well. In most cases, I first establish consensus with the HR department, create a paper trail showing how I tried to resolve the problem with my employees, and any right to address the problem directly. I’ve followed the steps above. Still, we can recall a few cases where we should have acted earlier when we were discharged. Why? That’s because these troublemakers defeated the entire team. As a manager, I should have protected my employees better.

 

10. Intentional mentor:

                                                             I was very successful in tutoring. As a company manager, I met my direct employees on a regular basis, gave them specific feedback on their performance, and got to know them better. I should have been more conscious.

 

11. Share good ideas quickly and often:

                                                                                                     The idea came to me in no time, but sometimes it stopped me. Why? I do not know. Sometimes he was silent in the meeting because he didn’t want to overshadow anyone on the team. Most of these good ideas got lost in the cloud of steam. Most importantly, they could have stimulated others and fostered better dialogue.

 

12. Promote slowly:

                                                   This turned out to be a major disadvantage. If I could go back, sometimes I wasn’t ready, so I’d like to take it a little slower to promote it. By waiting, I could have given the individual more guidance and training on how to deal with the additional responsibilities.

 

13. Reward creativity, not accidentally completing tasks:

                                                                                                                                                    Occasionally, employees were rewarded financially or with prizes for completing a project. It’s always expected in the workplace. However, as a reward for doing homework, he made the subtle suggestion of expecting staff not to do the chores on time. Instead, they would have found a workaround, thought creatively, finished early, and been rewarded for being up and running right away.

14. Creating opportunities through organizational changes:

                                                                                                                                                       I fought organizational change with every ounce of my existence. I viewed the org chart as my enemy. What I didn’t realize is that changes in the organizational chart create opportunities for leaders. Once you know how things are changing, you can adapt and grow. Get a clearer picture of what your company is trying to do. This is a cheat sheet for improving your leadership.

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