Three Star Leadership | Wally Bock | Leadership: Do it naturally or do it wrong - Deepstash

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Three Star Leadership | Wally Bock | Leadership: Do it naturally or do it wrong

https://www.threestarleadership.com/leadership/leadership-do-it-naturally-or-do-it-wrong

threestarleadership.com

Three Star Leadership | Wally Bock | Leadership: Do it naturally or do it wrong
Art Jones was the best leader I ever saw up close. Here's how one of his peers described him. "When Art comes to work, it's like he puts on his slippers. He doesn't look like he's doing much, but lots of good things happen." If you're the leader, your work is important.

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Don't take credit

Bad leaders take credit for the good things and pin any blame for bad things to others.

Good leaders let the credit go to the team and team members. They only call attention to themselves when they take responsibility for a problem.

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Don't call attention to yourself

Your task is to help your team and team members do good work. You should understand that the mission is important, not you.

As a leader, you’re just there to make things work better.

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Your coaching style

Coaching should be your primary tool in leading. If your coaching sessions seem more like you’re the therapist and your team member the patient, you’re doing it wrong. 

Your team members should pay attention to how it will be different in the future.

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SIMILAR ARTICLES & IDEAS:

Delegation

You delegate when you describe a project or task to one of your team members, give them the objective, and make sure that they have the resources they need. 

Then you send them of...

When delegation is not a good choice

Delegation is not a good idea when considering:

  • Newly hired people - they need training, coaching and supervision unitl they master the work;
  • Those that are burned out - extra effort is beyond them;
  • People with bad attitude - bring the mood of the team down. And you have to check on them frequently.

Tough conversations

If leadership is your job, you can’t walk away from them. Because they're part of your job.
These are conversations about performance and behavior. Most bosses dread them.

Make tough conversations easier

  • Touch base often, to catch problems when they're small.
  • Build relationships through conversations. Your employees will learn about you and whether they can trust you.
  • Have regular one-on-ones with your team members.
  • Solve problems as they appear. The smaller, the easier to handle.
  • Keep tough conversations private, away from distractions.
  • Tailor what you say and do to the person you’re meeting with.
  • Treat people with dignity.

Peter Drucker

"Management is doing things right; leadership is doing the right things."

Peter Drucker

Change Leadership Styles

Sometimes a teammate needs a warm hug. Sometimes the team needs a visionary, a new style of coaching, someone to lead the way or even, on occasion, a kick in the bike shorts. 

For that reason, great leaders choose their leadership style like a golfer chooses his or her club, with a calculated analysis of the matter at hand, the end goal and the best tool for the job.

Daniel Goleman’s leadership styles

  1. Pacesetting leader - “Do as I do, now”: expects and models excellence and self-direction. 
  2. Authoritative leader - “Come with me”: mobilizes the team toward a common vision.
  3. Affiliative leader - “People come first”:  works to create emotional bonds that bring a feeling of belonging.
  4. Coaching leader - "Try this": develops people for the future.
  5. Coercive leader - “Do what I tell you”: demands immediate compliance.
  6. Democratic leader - “What do you think?": builds consensus through participation.