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I think people or leaders sometimes make it really, really difficult and may not be aware of how they can negatively impact others and their well being. I have literally one advice.
Lead with love. Period.
Understanding different ways of thinking is huge. We tend to expect others to be thinking the same as we do and expect them to just understand us and what it is we are seeking, but more often than not, communication isn't effective because without understanding, you're basically speaking another language.
Beautifully said!
Have boundaries. I can't be a good leader if I am working 24/7. I am expected to be on call 24/7 but I will reach out to my supervisor or HR if I am starting to burn out. My facility and my staff are at their best when I am healthy, mentally strong, and well rested.
My one advice is to take your own ego out of your decisions to supporting your staff. It can be hard but for example, if you have a young superstar of an employee, raise them up and help them shoot for the stars as soon as possible. Don't "hold them back" because you may have not advanced as quickly as them.
For me. I created a mission and vision for my department. I put it on every desk and didn't ask them to do things I wouldn't do. I was firm, but fair. I had bi-weekly meetings of 15 minutes
10 minutes about how they are doing personally. 5 minutes on growth (to get them out of here). I tried to upskill them and encourage them to go to school, work on their PTO, and covered shifts for them. I ALWAYS told them of recent leadership news.
Results... on target/exceed budget, high moral, low turnover, and stronger team culture. I also fired 3 ppl that were bullies or didn't perform.
They still reach out for career advice and how to handle situations. They told me in advance of "sick" days and I encouraged them to tell me the truth so I could at least plan ahead.
I treated them as a person with a family, children, outside life, and always broke it down in to... is it a organization, policy, procedure and then person issue. It is a good framework to structure your disciplinary process.
I never gossiped or told who is on a final warning all that was private
Learn to LISTEN. I've found that a lot of employees get frustrated when they feel like they're not being heard. Ten people could come to me with the same problem and I still try to treat them all as individuals with individual circumstances. I reflect on some of the worst people I've worked under and found that it's the most common problem. Also, admitting your faults - yes, maybe I was too overbearing. Yes, maybe I wasn't addressing the problem. No, that's not currently in my capability but I will try to work on it. If your employees see you as human and honest, they will trust you more and come to you with issues. No one likes feeling ignored or lied to.
So true!!!!
Devour leadership books and articles like they're your favorite coffee table candy. From John Maxwell to Brene Brown, there's a wealth of knowledge out there. Embrace feedback, even the not-so-sugary kind. It's a chance to grow and develop your leadership skills.
I try and be the kind of manager that I would want to have. A leader that understands things happen and kids get sick. My team really appreciates that and they do not take advantage of it. I feel lucky with the team I have.
Not currently a formal leader but have been in several informal leadership roles and have been in management. I’ve also worked closely with leadership and been an advocate for my coworkers/colleagues.
My biggest advice, learn your staff. Have a full understanding of their job roles. Learn skill or things to jump in as needed. As an employee who typically exceeds expectations, I’ve had more respect for my manager who would jump on the cashier with me at Chuck E. Cheese’s than many of my managers/supervisors in the healthcare field, who couldn’t perform some of my most basic, simple functions.