“What Do You Want to Hear?” is an answer that I get often when I ask a (tough) question.

But that is totally missing the point. While I see nothing wrong with answering a question with a question, the above is just plain lazy.
An easy way out.

Instead of worrying about what someone might want to hear, how about actually trying to fix a problem?

Find better answers and / or questions?

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Men are born to succeed, not fail.

Henry David Thoreau

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We all know the importance of team meetings to the team’s success: Once equipped with the knowledge what it expected an employee can thrive to outstanding achievements. Meetings have to happen within strict rules. It doesn’t matter if the meeting is funny and / or employees feel relaxed. But wouldn’t you agree that a meeting done in a meeting room with a protocol and notes taken has more value than the brief talk with your boss at the water-cooler?

The same goes for the information that isn’t properly passed on to all employees. It never ceases to amaze me who communication breakdowns are tolerated and in some cases encouraged.

It’s of the most importance to have all team members present at meeting. Meetings need to start on time and have to follow their previously announced outline. Hidden agendas are as destructive as rescheduling and / or cancelling of meetings.
To be effective start following these rules:

• Every meeting needs a clear purpose.
• Team members have to be informed about all topics well ahead of the meeting time.
• Each and every participant is allowed to voice their opinion; but avoid chit-chat.
• No personal attacks (Why does this still have to be mentioned?).
• Cooperation instead of competition!
• Concrete results and agreements have to be reached before the meeting ends.
• The first topic of the next meeting is the quality control for the agreed upon changes.

Tags: boss chit chat communication breakdowns concrete results cooperation hidden agendas meeting room meeting time participant personal attacks protocol quality control rescheduling strict rules team meetings team members water cooler
 

When one bases his life on principle, 99 percent of his decisions are already made.

Anonymous

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I would sooner fail than not be among the greatest.

John Keats

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Fight for your opinions, but do not believe that they contain the whole truth or the only truth.

Charles Anderson Dana

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Your leadership style needs to match the situation and the employee you lead.

After all, it’s quite a difference if you deal with a youngster fresh from school or a longtime employee who is familiar with the business and knows what to do. Of course, if the later isn’t motivated and self-confident you will have to you have to help her to get back on track. On the other hand, motivated and skilled employees need little direction: laisser-faire.

Anyway, here a brief checklist to help you jumpstart developing your own style:

• You are well aware of the development stage of each employee and how much support / leadership they still need.
• You regularly provide your team members with feedback about their achievements, strengths and weaknesses.
• You have frequent goal setting meetings with your staff. Goals have to be challenging, yet attainable.
• You explain your employee why you feel the need to lead them more closely and that the goal is to make them more independent and successful.
• You set clear and understandable rules for the team. And ensure that those rules are followed.
• You treat all employees equal.
• You live the values you expect from your personnel.

Just make sure, that you don’t become a micro-manager!

Tags: development stage leadership style longtime employee skilled employees strengths and weaknesses youngster
 

Reason and judgment are the qualities of a leader.

Tacitus

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