I’ve spent hours asking clients what they think are the characteristics of a good boss. Also, when I was working on my Ph.D. in education, the classes often addressed the characteristics of effective leadership. Positive leadership characteristics appreciated by both my clients and my classmates were fairness, individualized employee support, and leadership by positive example. These preferences, as well as some other valuable traits that will help leaders earn the respect of their employees, are also supported by the literature on the subject of leadership.
No matter what your responsibilities as a boss are, you probably want to leave a positive legacy and you would like to make life at work enjoyable for your dependents. Many say that the world is basically not fair, but that does not mean that the work environment has to mimic the injustices that occur outside the workplace. Rather, leaders should model fair behavior and decision-making at work, as it not only helps the company develop an outstanding reputation, but also serves to encourage employees to do their best work. Being unfair only sets up a corrupt environment that spreads like poison ivy. In most cases, employees return the kindness of a good leader by doing a fair job simply because they know they have an employer who treats everyone in a humane and honorable way. Equity is positively contagious when exhibited by true leaders.
A fair boss takes an employee’s feelings and needs into consideration while trying to understand the employee’s mindset. They don’t all come from the same place, so it is important to try to understand the obstacles others face. This means that a leader sometimes gives second chances and / or provides the necessary professional development to those who demonstrate that they want to make efforts to improve.
One way to support employees is to answer their questions honestly. A leader must also have special knowledge related specifically to the work he can do with dependents. If leaders do not have a means to improve employee knowledge and organize work efficiently, they are not necessary. Unfortunately, some leaders prefer to keep specialized knowledge to themselves so as not to empower employees who could potentially run for higher positions once they gain higher-level knowledge.
One leader told her dependents that they should not ask her any questions because dependent employees should already know everything. When leaders answer that a question is silly, this sometimes means that the leader lacks knowledge, but generally it means that the boss does not want to share valuable knowledge. If a leader belittles an employee for asking a question, in most cases it is because he is accumulating information that will allow him to stay at the top of the pyramid. Leaders who refuse to empower their dependents are not well remembered. Their dependents are always happy to be free from them, and those leaders are often unpleasant and feared by those clients with whom they also come in contact.
Leading with fairness, caring behavior, and positive role models is enhanced by having passion and love for what the company produces. If a leader shows that she loves what she does, her joy and desire to improve the product will serve as a role model for those below her.
My clients reported that they would prefer to help a leader who has a dedicated mission if that same leader is always supportive and fair. Many stated that all leaders at all levels were expected to model good behavior.
Sometimes people with all the required traits mentioned in this article don’t excel as leaders. This usually occurs when the leader lacks self-confidence, when the leader tends to be overly changeable, or when the leader is emotionally unstable. Being emotionally unstable is the worst characteristic a leader can have because he does not have the ability to help employees develop their skills. On the other hand, changing leaders do not understand the mission of the company or cannot decide how they want to achieve the goals. Leaders who lack self-confidence are eventually weakened by both employees and customers. In some cases, leaders without faith in themselves are those who know they do not own the product they are proposing to the buyer, but in some cases, they lack faith in themselves due to underlying childhood issues.
Before one is ready to take over a department or company, one needs to empty any baggage that interferes with achieving goals. Only then can you lead by example with a positive attitude and a desire to guide dependents. Perhaps leadership is not for everyone, so leaders have to re-evaluate the actions they take to support those who work below them to make sure they are setting positive examples, providing guidance, and keeping their own ears open when employees approach. to them. A little encouragement to employees will go a long way toward earning true affection and respect from your employees. When they know that you are being fair and trying to improve your future, your employees will gladly return the favor while feeling truly committed to the company.
The best way to support your employees is to allow them to express their opinions and ask the questions that occur to them. This should be allowed both in person and by anonymous letter which can be printed on paper and deposited in a box. Although face-to-face meetings are recommended, sometimes it is necessary to allow employees to express themselves in a safe and anonymous context.
Be the facilitator you would like to have if you were in your place. How would you like an employer to treat your son or his mother? Support employees in their difficulties to improve their education and improve themselves through advancement at work. Do everything you can to make them better tomorrow. You will surely be rewarded in many ways for empowering the workforce. Everyone will know that you live by setting the example that produces a stable work environment.
