However, effective communication and a clear goal will ensure that teams all pull in the same direction. Team leaders are responsible for more than just delegating tasks and monitoring employees.
They are responsible for the success of the whole team as well as the success of each individual team member. An effective team leader should understand each member's strengths, weaknesses, and goals and utilize their talents accordingly.
Eisinger created a brief checklist for leaders to refer to when determining their primary responsibilities:. If you do not currently implement all of these responsibilities into your work duties, don't worry.
Just focus on improving, and seek feedback from your team about what you can do better. According to Eisinger, most good leaders start out as bosses. However, it is critical to recognize one's unique challenges and work to overcome them so they can become leaders.
What do you think the difference is between a boss and a true leader? Share your thoughts on this topic with the business. Additional reporting by Sammi Caramela. Some source interviews were conducted for a previous version of this article. Skye Schooley. There's a distinction between being just a boss and being a leader. Which one are you? There are many differences between bosses and leaders. Supervisors and managers should consistently analyze their leadership styles to ensure they are successfully leading their teams.
To become a good leader, you should influence, inspire and mentor your team members. There are a few key strategies that every great leader incorporates into their behavior: delegating authority, being thoughtful to team members, facilitating open communication and setting clear employee expectations. Bosses command; leaders influence. The Predictive Index People Management Study asked 5, employees to identify qualities of a bad leader.
The following are the top ten traits they identified:. Some of the top words used to describe a bad boss in the survey were: dishonest, arrogant, lazy, reactive, disengaged, inconsistent and rude. If you are in management or desire to be, understanding the impact you will have on your employees is an important part of having a leadership role. Survey after survey concludes that employees will be happier and perform better if they have a supportive management team. Employees go to work and want to make a difference and do a good job.
This gets employees involved and interested in helping the organization achieve its objectives. Set clear performance expectations by providing specific job descriptions that lay out expected tasks and include employee goals. Employees do the work of the organization and great bosses care about what employees think and proactively solicits employee feedback.
Employees go to work with the intention of doing a good job and should be rewarded for meeting and exceeding job requirements. When employees have a good understanding of what is expected of them, given the tools and training to do their job and are rewarded for doing a good job they become engaged with the organization and committed to helping it achieve its objectives.
Employees go to work and want to do a good job but it is the boss that sometimes gets in the way of them performing well. Get FREE articles to help you manage your organization better!
No charge. No spam. Only love. Don't worry you can unsubscribe anytime!. No-one wants to work with a difficult or uncaring boss. A good boss is one who is kind, helpful, caring and compassionate.
This does not mean that the boss should be a wimp or a push-over rather the opposite is true, the boss should be confident enough to show their human side. As emotional beings, we all have our ups and downs, during instances where for example an employee is sick or has a family emergency, a good and understanding boss supports the employee appropriately such as through granting sick off or a word of sympathy or encouragement. Employees who work for a supportive boss are more likely to be happier; less stressed and have higher work output.
The inability to make a decision or letting decision making drag on and on is a trait of a poor boss. A good boss is one who has an open door policy and is available for subordinates when they need him or her.
Accessibility is critical; it gives you an advantage because employees feel comfortable reaching out and talking to you especially before a problem arises. An approachable boss is trusted more by subordinates and breeds a culture of high morale and greater employee engagement in their work.
Subordinates in turn feel comfortable sharing with the boss their suggestions, feedback, recommendations, solutions and ideas that could be valuable for the success of the company. It all starts with the bosses setting high performance standards for themselves and actively working towards achieving them. Employees get more motivated and inspired upon seeing their boss walking the talk. A good boss both expects and motivates subordinates to produce their best efforts. After performance goals have been set, the boss expects subordinates to be accountable in reaching the targets.
Regular check-ins , evaluations and performance assessments are conducted along the way to ensure the train is still running on the tracks. A good boss regularly addresses any challenges, deviations, shortcomings and mediocrity in a timely manner and keeps the team moving towards a shared goal. One of the most demotivating things that some bosses do is taking all the credit and either ignoring or forgetting to acknowledge the input, contributions and work of others.
A good boss always remembers to acknowledge and recognize the input of subordinates and team members. It uplifts the spirits of the team when a boss publicly points out the good work and individual contributions that staff have done in making a specific project a success. It also strengthens collaboration and trust among the team.
Sharing credit with others does not cost the boss anything yet it has a high return on investment. When good behavior and performance is praised, acknowledged and recognized, it is likely to be repeated.
This can lead to a snowball effect where the employees who have been appreciated keep performing better and better thereby increasing the overall success and contribution of a particular unit, department, division, branch and the overall company. As a caveat, this does not mean that a boss should go willy-nilly sharing confidential, private and sensitive information with others.
A good boss knows how to use tact, discretion and good judgement in deciding which information is public and which should be private. A good boss shares relevant information with staff such as updates on company performance, sales metrics, team progress, challenges facing the company, company success, brainstorming solutions with the team etc.
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