Leadership isn’t about delegating and being perfect. As a leader, you mustn’t expect to be flawless from yourself or your team. To achieve this, you must lead by example, owning up to your actions as a vital part of who you are as a person.
It’s sporadic to see managers in the workplace, allowing themselves to be vulnerable and accept your flaws. Mastering this strategy starts with small steps that will yield real and obvious results. Combining soft skills with the best management tools ensures progress and improvement in the field. With the rise of technology in almost every industry starting from IT, Gaming and Human Resources, employees have a better vision and perception about their professional future. Whether you’re working on a software solution, manage team’s tasks on an integrated platform or working on a marketing strategy for the best UK bingo sites and reviews -tasks and responsibilities evolve and become more complex and stressful. If creating a culture of authenticity, transparency, and trust is essential to you, accepting who you are and working on your improvement will make you a better leader.
These are just a few of the reasons why accepting your flaws will make you a better leader:
Empowering those around you
You don’t need always to be positive and at your best to inspire someone. Inspiration is often triggered by adversity and blooms with your passion and perseverance. In other words, expressing your doubts and accepting your faults will encourage others to do the same. That means you’re going to encourage your team members to do the same. If you continually try to hide the real you, you’ll get the same impression and feedback from your teammates.
No one will ever perform their best or want to take a chance if they don’t believe that failures are an inevitable, utterly acceptable part of the company culture that starts with the leader.
Portraying yourself as the picture-perfect person will only create a wall between you and your team. Your teammates won’t be comfortable confiding in you or expressing their point of view about some issues which will later have consequences on all. If you don’t show a bit of vulnerability, people will feel like they’re not able to approach you as a person if they’re having doubts or struggles.
As a leader, you should motivate and not intimidate your team. It’s great when you realise that your team can count on you and support you during challenges. Your personal views create greater trust with direct reporting and allow others to be comfortable in accepting their strengths and weaknesses.
Relatable and reliable
Being open about your downfalls will invite others to see you as a real person, which will further make your teammates feel more comfortable working with you. This approach will encourage open communication and better connection between managements and employees rather than building tense relationships.
In the end, here are some of the most common mistakes leaders tend to make:
Not defining your team’s goals: When teams don’t have a concept or vision of what they’re trying to achieve, they don’t know if they are doing the right thing. Also, they find it challenging to prioritise the work they need to accomplish. In the worst-case scenario, employees tend to misunderstand what are their tasks and obligation and fail to deliver results.
Failing to give proper feedback: Employees don’t know what they’re doing wrong regarding their accomplishments until you provide them with feedback to let them know. Give a chance and proper guidance to your team so they can improve their behaviour and productivity. Or, at the best-case scenario, give them credits for the great job they’re doing – magic happens when people feel recognised for their work. Strive to provide regular, realistic feedback to your colleagues, so they have a clear view of how they are performing.