A manipulative leader may have the ability to coerce their workers into doing what they want but the leader who genuinely cares about the welfare of his workers will have individuals who’ll go the distance to make sure a leader’s vision becomes a reality. A strong leader knows that it takes a team effort to accomplish a goal.
The below points are about principle-centered leadership and how it improves the lives of everyone you work with from your employees, your boss, yourself and your customers!
A leader who views one of his workers hurting because of a recent tragic situation might be alerted to the negative effect their absence might have on a project. They might be more motivated by the desire to provide that individual time away to recover. That is an example of extrinsic motivation caused by someone else. However, a leader who’s motivated by the need to see a project finished will demand their worker’s participation no matter what’s going on in their personal life. On the other hand, a leader who is motivated by the inner drive of accomplishing a goal and achieving success may be better suited to drive the project.
If you are going to be a leader who is people centered, you must be intentional about allowing your workers to know that you sincerely care about their professional growth and well-being. Don’t just get to work right when you get together with your employees. Try bonding with them, have small talk and be open and honest. This will build your employees sense of trust and will help build lines of communication that are so crucial to sound leadership. Be relentlessly observant of those things your people do well then praise them for it. A people-centered leader does not merely offer compliments to motivate individuals. Instead, they’ll offer compliments because they actually care about their worker’s strengths. Encouraging leaders seek out ways to offer opportunities for their workers to continue developing their strengths.
A great leader also argues with his employees (sounds strange but very true). By arguing with your employees, you are putting them in a position to think critically and you are opening the doors to creative solutions. In order to argue effectively, you must build a strong bond with your employees. Otherwise, the employee is likely to just agree with you rather than arguing back.
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Operate From All of Your Strengths
Agenda-centered leaders have an advantage over those who do not set an agenda. Setting an agenda for your subordinates saves time, energy and helps you align your goals to complete a project in an organized and timely fashion. A leader should do everything possible to motivate and encourage individuals to use and leverage their strengths. In such a leadership culture, everyone wins. People-centered leaders aren’t bothered by the areas of leaderships in which some of their workers are more gifted. They’ll recognize the areas in which they’re gifted, and operate from these strengths. Rather than keeping individuals from exercising strengths within areas in which they’re weak, they’ll celebrate the strengths of their workers and seek chances to assist them in developing their strengths even more. This type of culture fosters cooperation, natural advancements, and consistency.
People-centered leaders are focused on the strength development of all members of the team, and they’re more likely to witness substantial success because their workers know why they are doing what they are doing. They trust the leader enough to perform the things needed to be done to improve everyone’s situation with excellence. Everyone wins, the employee’s, the leader and the customers. Start developing the leadership ability of your workers so that you create an environment and culture that fosters excellence, innovation, and consistent improvements.