Professionals in many different fields, ranging from social scientists to schoolteachers, pay much attention to leadership. Without any doubt, it plays a significant role in the 21st century. According to Achor et al. (2018), only 5% of people rate their current jobs as highly meaningful. At the same time, 95% are dissatisfied with what they do five days a week because of numerous factors. Fortunately, leaders can make an impact and reverse the disturbing trend. Their responsibilities and duties are critical and directly influence every team member. For example, leaders direct projects, develop relationships within teams, provide inspiring visions, and empower people. If they fulfill their duties effectively and find the right strategies, their team members are more likely to be among those 5% who find their jobs meaningful. Besides, efficient team leadership drives projects towards success to foster the development of everyone involved.
My Leadership Practices
#1Creating a Collaborative Environment
Therefore, I would like to share the three practices, which help me be a good leader. First, I always work diligently to create a collaborative environment. If team members have substantial workplace social support, they see more meaning in their work (Achor et al., 2018). The benefits of a positive and collaborative environment are incredibly significant and largely contribute to projects’ success. Managers can use a multitude of approaches to create it, though some are more effective than others. I foster open communication, encourage team members to share activities outside of the office, and initiate team-building activities. The last technique undoubtedly makes an enormously positive impact and boost collaboration.
#2 Building Clarity
Second, I focus on building clarity concerning many critical issues. Everyone needs to understand precisely their role in projects to stay motivated and be productive. Confused people waste time on useless tasks, doubt their significance in projects, and lack the understanding of fundamental processes; thus, they never progress. However, it is the responsibility of managers to solve these problems and build clarity. I achieve it by providing precise visions, forming reasonable expectations, and setting clear goals. It is evident that incorporating these techniques takes little time and effort, but the possible positive outcomes considerably improve efficiency.
#3 Motivating and Inspiring
Third, educators, scholars, and social workers emphasize the importance of inspiration and motivation. Leaders need to do their best to empower team members to achieve the best results. Unmotivated individuals are not productive, while motivated ones can achieve ambitious goals. Many approaches are recommended for inspiring people, and I would like to share three of them. I always give team members the authority to make their own decisions, emphasize their strengths, and celebrate even small victories. Undoubtedly, it works even in times of crisis and generates positive results. Leaders need to realize that one of their most crucial duties is to inspire and motivate people to succeed.
Strategies for Managers
#1 Potential
Furthermore, there are three more strategies for managers who intend to improve their leadership skills. To begin with, you need to encourage team members to embrace challenges. Success is impossible if people do not step out of their comfort zones and take risks. Adams and Myles (2020) note that exemplar organizations nurture employees’ potential and possibilities for their development and growth. This strategy requires not only time and effort but also the courage to encounter the unknown. Nevertheless, it is among the most powerful techniques, which I struggle to adopt in my practice.
#2 Confidence
What is more, confidence is an essential attribute of any effective leader. Managers not believing in projects’ success prevent their team members from succeeding. Only confident leaders can empower others and lead the business to prosperity. Unfortunately, it may be extremely challenging to control one’s thoughts and emotions under the pressure of deadlines and large volumes of work. Therefore, developing such personal characteristics as optimism is essential. As for me, I work diligently to be an assured role model for everyone involved in projects. Team members need a person who demonstrates optimistic visions for the future and expresses confidence, and leaders should take these responsibilities.
#3 Encouragement
Finally, managers’ primary duty is to search for different ways for encouraging individuals to be valid. For example, assessing team members’ performance and providing rewards always increase productivity and improve outcomes. According to Adams and Myles (2020), performance reviews, financial incentives, and peer recognition programs are critical. Leaders should get creative in implementing this strategy and design approaches, which suit the budget and scope of their projects.
I have faced numerous challenges in team formation, conflict resolution, allocation of resources, and leadership in my practice. However, the methods mentioned above always assisted me in solving different issues successfully. For example, shy team members need team-building games to get deeper involved in team collaboration. Disagreements within colleagues should always be openly discussed to find reasonable solutions. If projects have a limited budget, it is essential to create detailed and definite financial plans. Besides, if managers suffer from burn out, they should not fear to take several days off and restore their energy. Every problem has a multitude of solutions, and it solely needs some creativity. In conclusion, leadership is a kind of art in which everyone can become proficient, though it requires time and dedication.
Resources
Achor, S., Reece, A., Kellerman, G. R., & Robichaux, A. (2018). 9 out of 10 people are willing to earn less money to do more-meaningful work. Harvard Business Review. Web.
Adams, W., & Myles, T. (2020). The ten principles of highly meaningful work: A qualitative study of leading organizations. Web.