Mistake Managers Make
Many managers make the damaging mistake and decide to lead by fear and intimidation. These managers actually believe that being tough is being a leader.
Being a servant leader provides the opportunity to add the human factor to all aspects of your business.
Leadership Insight #3: Treat People Like You Want to be Treated; Just Treat People Good!
Most of us understand, it is pretty obvious that you should treat people with respect and kindness, in other words “good”. However, in the work environment it is often a different situation. More than I would like to admit, many managers believe “management” means carry a big stick. . . passing down what may have happened to them. . .
I believe most managers are really good people by nature (I have been proven wrong from time to time). However, these managers (especially new ones) fall victim to patterning themselves after the poor managers they personally have had in the past.
The lack of role models in management has been the biggest problem. Some managers believe threats and intimidation are they way to improve results. While this may work for a quick moment, it will never produce the long term improved performance an organization is looking for.
It is sad that in today’s environment that the display of genuine caring of a employee would be considered a sign of weakness. If you are considered “too nice” traditional managers think their people will take advantage of the situation. The managers will go as far to say “you’ve got to be tough in order to win people’s respect”.
I know this is not true. Moreover, I believe that you can be compassionate, concerned for others well-being and still be firm, fair and consistent while making tough decisions. People will respect a leader that is strong and committed especially when you treat others as human beings and not just as a number.
Truth About Leading People: Fear will never be the most effective management tool.
Threats and intimidation will certainly work at getting someones attention. However, this type of behavior will result in irreparable damage and will not build trust and respect, which is paramount to creating a positive and lasting work relationship.
In the industries I have been involved in, I have never seen consistent results from managers calling someone in to the office, dressing them down and saying “if you don’t double your performance in the next month, you will be fired!” The person may attempt to do so because they need their job but most likely they will be looking for another job on the organizations time.
However, I have seen positive results from from the managers that have brought a person in their office and explain the incredible opportunities that await them if they just dig a little deeper and increase their individual performance over the next month. These team members usually increase their performance two to three times more than they would have if they had fear as the motivator. It is the old “Carrot vs. the Stick”. In addition, this type encouragement will produce better working relationships.
Truth About Leading People: Management by fear and intimidation is easy; Leaders will never take the easy way.
Over the years I have witnessed managers that have the “traditional view” of management, which they will frequently view their staff as being expendable. This view is often considered as being a “tough manager“. Regrettably, still today I see managers think this way. They focus on the mistakes of their staff and call them out in front of their peers.
Have you ever been in work environments where you just could feel the tension? This is a terrible atmosphere and will always result in lower than average performance. . . at best.
Managing through fear makes people nervous and they will not approach you with a problem that may be keeping the organization from growing, which means the problem will continue to just get worse. When this happens not only does the success of business suffer but so do the people (the internal and external customers).
This type of management is what I like to call “Chicken $#!+ management” it is easy to just reprimand and fire people.
Truth About Leading People: Respect; everyone deserves to be treating with it.
You need to remember your team members are not just numbers on a staffing sheet or on your own success chart. They a real people with real families and they deserve to be treated with courtesy and respect. People are fed up with managers that are condescending and lack compassion.
Follow the golden rule “treat others like you want to be treated”. Your team members have ideas and opinions, hear them out, take the time to listen. . . you will be thankful you did (and so will they). . .
Truth About Leading People: Prejudice does not have a place in a successful business.
A leader should offer equal opportunity to succeed to every person in their group. Base the opportunities entirely on performance regardless of a person’s sex, race and background. The leaders main concern is building a quality business with the best people you can find PERIOD!
Truth About Leading People: When making a business decision a leader will consider the impact of the decision on their people.
When making decisions a leader obviously considers the impact to the business. However, that cannot be the only consideration. Don’t forget the most valuable asset the business has. . . which is the organization’s people. One CEO I knew called this “the people quotient” in a leaders decision making process. A Leader must learn how decisions affect their people not only the income and profitability of the organization.
A perfect illustration of this consideration would be a company deciding to pay their staff twice a month versus once per month. It would save the company time and administrative cost to only pay once per month but the negative impact to an employee will usually be too great. . . so it is not worth saving a few dollars to a company if they know it will harm the employees.
There have been many more examples I have seen over the years and many I have participated in. . . the decisions that have always allowed the company to become successful long term were the ones that considered the impact on the people as well as the organization.
Truth About Leading People: Commitment and loyalty are two-way streets.
Most managers and companies believe the employee is the one who must be committed to his or her own work. Many companies are well known for demanding loyalty and commitment from their employees, to only later turn against them when a problem or mistake arises.
I have seen so many people in management talk negatively about their people. Especially if they go have a cocktail with a buddy. . . as they say lose lips sink ships. . . the manager will talk about how lazy their people are, how dumb they are and how sorry they are. . .
Remember, as a leader you must be proud of your people; not by words alone but display it with action. Get excited about their success and appreciate the efforts they make.
We all know attrition exist in every company. Sadly, everyone you hire will not last for a variety of reasons. However, when you decide to hire a new employee or bring a new person on your team, you need to treat person as if he or she will be with you for life. The leader will make a total commitment and invest the time and energy to help the new team member succeed, support their efforts and be proud of their accomplishments.
To put it simply, YOU need to Treat People Good and they will return the favor with more commitment and dedication than you dreamed possible.
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