Leadership Skills:Best ways to Lead by Example(2019 Update)

At some point in our career we would have to manage a team.Now ,the team will always look up to you to be a role model.The type of role model you are will decide the if you are good boss or good team lead.There are a certain qualities you can groom to becoming good a team manager.Let us dive into the content and check if you can sharpen your Leadership skills

    Leadership Skills
  1. Difference between Boss and Leader
  2. Trust your Team
  3. Factors to Establish Trust
  4. Appreciate your team
  5. Lead by example
  6. Avoid Micromanagement
  7. Constructive Feedback
  8. Encourage Self Managing Teams
Important Leaderships skills to successfully manage a team

Every one of us thinks that we are right! Right? I give advice, suggestion, order and even request. Within me, I have this urge that others will heed to this and oblige me – as their Boss, Leader, Brother, Relative, Colleague, Subordinate.

Majority of this discussion is for Corporates and for employees in an organization in general.We will also focus on that platform to proceed further and discern who will be a good boss or a leader.

We always think that all those working under us are certain that we are intelligent, hard working, smart and comprehensive. We always assume that they are little less endowed than us in the areas of intellect, knowledge and wisdom.

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Have we ever noticed that assuming as good boss we enter into a room,the room which was full of murmurs and discussions, falls silent – pin drop – and then resumes but not the same topic that was being rattled before we entered the room. It sounds more to our tune and to our taste. Suddenly it becomes “you” friendly and revolves around the innocuous discussions.

In your wisdom, you have to introspect and find out this “ mood ” or “ environment ” change. Why is this happening? Is it all the time or when it follows something that has happened in office.It does not mean that they do not like you. It does not mean that they do not respect you.It only means that the recent happenings and decisions in office were not unanimous and that there is a set of people who are either not in agreement or were totally against it.

Then how do we become Bosses with whom the entire team working under them is always in sync and follow blindly or at least whole heartedly. Let us now try and list down issues that generally crop up between bosses and subordinates and how are they addressed by both parties concerned so that amity persists even when there were minor disagreements.

Difference between Boss and Leader

A good boss makes his men realize that their knowledge and wisdom is respected by him and that suggestions asked for are not for “asking-sake” and more for brain-storming and arriving at a conclusive action plan accepted by all concerned – definition sounds more like for a “ leader ”.

Boss is a person who generally controls his juniors, thrusts his decisions and expect the subordinates to follow them.

Leader is a person who takes into consideration the ideas and suggestions given by his team members as his own, agitates with the team and takes a decision which is concurred by each and one present as part of his team.

Though both situations give authority to the descriptions Boss and Leader, we can summarize saying that all Leaders are not Bosses and all Bosses are not leaders. Selective situations indicate favoritism throwing Boss in positive light and in some the Leader in positive light.

The result of such situations decides whether you are a good Boss and let be or a Good Leader and let be.

We can try and list the minimum requirements to be acknowledged as a Good Boss. Why do we repeat Good Boss – since Bad Bosses in English could be better aptly described as “Tyrants” or “Autocrats”.

Trust your Team

  • The calfs, puppies, kitties and chicks follow their mothers blindly – not talking about eyes – and even stumble with each others since all are not following with the same speed and agility. This is trust. They know that the entity going before them is trust-worthy and would not result in any harm to them if followed.
  • The word that catches my attention is “harm” in the above passage. We should ensure that if this has to happen to a human being, an employee, a worker – the stories that go with following this peron have all resulted in positive outcome and that those followers were protected and taken care of at all the time they followed that entity.
  • Factors to Establish Trust

  • Honesty and frankness play key role in earning the “trust”.

  • Equality or equity to be precise should not only be given but seem to be given.

  • Confidentiality of information / data that comes by virtue of position should be kept and should not be used as a “bargaining tool” at any point in time.

  • Always be considerate and take the entire team with you – in times of success and failure equally.

Trust is something that cannot be gained over a single day.Trust is something you build with your team on a daily basis.There is no procedure to build trust.It is quality that you acquire by working with your team on a daily basis.Some tips to build trust are to always keep the team in loop.We should always make sure we are involving our team in our decisions.This is tricky because we should draw a line between how we take their opinions and use it the best of our knowledge to take decisions.We should make sure that we as a leader are always supporting our team in every way possible.

Appreciate your team

Pat in the back and that too publicly will go a long way in getting their support and whole-hearted contribution. Majority leave Organisations since their sincerity and hardwork have not been appreciated or recognised. Only negatives were highlighted and were considered for their performance appraisals. Recognition is the biggest hindrance to their productivity,

Appreciation is one of the most important skills that a leaders should possess.Appreciation from a manager or team lead is the recognition that a team member gets for his great work.Most of us want continuous encouragement to do our jobs.There is no encouragement better than appreciation and recognition.

Appreciation can be in any form.There are managers who would appreciate a team members with a promotion,some managers may use monetary increments to appreciate the team members.We should realize as managers that appreciation need not necessarily be tangible it can be intangible as well.we can come up with small meetings or functions and give small mementos to all the high performers or high achievers.

Now appreciation should be equally compensated with any corrective action we may want to take on the team members activities.We do not have to keep appreciating all the time .We should make sure also tell them if they are wrong.A good mix of both is what will create a good professional.

The main Mantra is simple:Appreciate them in public and reprimand them in private. Your job is done.

Lead by example

When I am a poor communicator and a performer,can I expect my team to be so – if so will they respect me or listen to me.A Big No.They should look to me as a person who knows what he is saying and that he can set an example by showing how it is done. Communicate with them about the purpose, the route that will be taken and the end result that is expected of any exercise and take them along.

The most important trait that sets a Leader apart from a mere manager is the ability to take charge of the situation and act on it before asking his team to do something.Most of our team members look up to us for inspiration or motivation.If we ourselves don't take proactive calls and decisions it is useless for us to expect our teams to take that kind of decisions.We should be their role models.We should make sure that we set good examples for them to carry out their work.The qualities that stand out should be both personal and professional to make a well rounded leader.

Avoid Micromanagement

Analyze and find out your team member's strength and weakness and exploit their strengths and desist involving them in work where they are weak as per your assessment. Let them be in their comfort zone and set to achieve your goal utilizing only their strengths. You are there!

There is a lot of difference between management and micro management.We as Leaders should make sure we only manage the team and not end up micro managing the team.As managers,we should allocate the work to the employee based on his skills and competencies.We should have faith in the team member to complete the work and get back to us with a successful update.We should let the team member work on the problem for ample amount of time to explore and accomplish the task.If we keep asking the team member for frequent updates without giving him time to complete the task ,then we are trying to micro manage the work he/she is doing.The disadvantages of micromanagement is that we are not only not ruining our reputation ,but also hindering the learning curve of the team member.All the team members usually learn when they try to tackle problems on their own and figure out the right approach after multiple incorrect approaches.So we should make sure we draw line between management and micromanagement.

Constructive Feedback

As long as I understand that there is no “perfect” anything and go with the belief that there can be “most accepted actions / results” and “least accepted actions / results”, I should be honest and be open to give my views and opinion on the task just completed and take a frank “take” from my team members. Even if any unpleasant comment or feedback is given, we may take it with a pinch of salt but still take. This will help us plan our next task without hitches and building blocks of events and course corrections if needed in completing the task set out.

This is one of the most important quality any professional should inculcate in their personality.We are so wired to be competitive that we have stopped taking constructive feedback from anyone.We should keep in mind that feedback is good.Feedback is the best way of knowing the evaluation of our tasks.Feedback may be received from multiple sources like vendor feedback,employee feedback,customer feedback and so on.The feedback may even be received from our juniors or team members.We should make sure that we are creating a healthy culture inside the team where all the members are entitled to have a say in various activities.We as leaders should take regular feedback from the team members and our supervisors.This is one more example of leading by example.The feedback from the juniors creates a trust that their voices are being heard and the feedback from our supervisors show that we are on the right track.

EncourageSelf Managing Teams

This is considerably a new concept where the team members usually select the activities they want to be a part of from a wide array of tasks at hand.In this way o f team management,all employees usually gather around daily status calls and are called scrum teams.The beauty of these teams is that,all of them posses similar kind of skills and take proactive initiative to contribute the best of their efforts to the task at hand.In these teams,team members not only take up work ,but also the initiative to quote the appropriate amount of effort required to complete the job.The team members are so proactive that once they complete the work,they go ahead and update all the project planners,project trackers and repositories about the status of the project.Most team members go one step ahead and create a document of various challenges faced by them and also the approach they have taken to tackle the problems.All the documentation is later shared and discussed with the team and in case required,a knowledge transition is given to the other team members.

Wish the best of everything to the Great Leaders in Making!