I think that we can measure the performance of a leader by the performance of his team.
If the team is efficient, has good chemistry, good communication, then the leader is probably a good performer, the type of person who fosters relationships and clearly expresses his expectations.
If, on the other hand, the team works in silos, is very political and does not cooperate, it is probably because its manager favours this type of environment through his behaviours.
Does this shock you?
It’s just time to take action and change your behaviors. You will be more successful if your team is more successful. Read all the articles and books you want, this conclusion is undeniable.
Now it’s time to put it into practice.
As a leader, our team is our mirror.
In this first part, here are two of the worst mistakes managers make and what to do about change!
1-Keep people with a negative attitude on your team
I am asked this question very often by my clients:
He is efficient, but has a great character. This is detrimental to team spirit. What must I do?
My clients have often tried everything with them and can’t make the right decision: performance or team?
My answer: the team.
I can already hear you say: “He/she has been here for ages! It’s not done to fire him/her! or “bad temper and so efficient, I can’t do without it”.
Oh, really?
- Objectively analyze the impacts of keeping this person: time to manage frustrations, staff, lack of energy, bad atmosphere, impact on overall performance.
- Ask yourself what you (and your team) would gain from not having a member with a negative attitude.
Take action now!
- Inform the person with the negative attitude that you are prioritizing the team over their solo performance. Try to have his commitment to the team. If you have it, work together to develop tools, attitudes, and behaviors. If that doesn’t work, accompany her to another position or job where she won’t have to work in a team.
Benefits of Prioritizing the Team:
- The overall performance will increase.
- You will demonstrate that you are a leader who values team spirit.
- Your consistency between your words (“Team spirit is important!”) and your gestures (“Address situations where this value is not respected”) will generate the respect of your team, your peers, your hierarchy.
- Imagine spending positive time supporting other employees in the development of their performance! Much more interesting than dealing with frustrations, right?
2- Don’t emotionally dissociate yourself from the ups and downs
Being in a leadership position is emotional!
It’s like floating on a cloud when a project delivers according to your expectations, when you achieve an ambitious goal, it’s also about feeling betrayed, demotivated, discouraged without forgetting the stress…
These waves of emotions, although normal, are a source of significant energy loss when we do not dissociate ourselves from them.
Have you ever been told that you take things too personally?
That is what I am talking about. You are not your job, your company, your role. In other words, your work is a part of you. So don’t let it take up all the space.
Oh, really?
- How many times have you woken up at night thinking about work?
- To what extent is your motivation related to work? (work is going well/I’m doing well, work is going badly/I’m not doing well)
Take action now!
- Set goals for yourself on things other than work. For example: your friends – your relationships, your hobbies, your family, yourself – your health and well-being.
- When things are going very well or very badly at work and it affects you, remember that you are not your job. That you’re in a role. Decouple events from your whole.
- Always have a notebook on hand to free your thoughts. Writing down your emotions and problems really feels good!
Benefits of emotionally dissociating from ups and downs:
- You’ll sleep better.
- You’re going to make better decisions.
- You will have a more satisfying and interesting life outside of work.
- You’re going to have more energy.
Conclusion
In conclusion, the first two worst mistakes for managers to avoid are 1) keeping someone on your team who has a negative attitude and 2) not emotionally dissociating themselves from the ups and downs that their leadership position brings.
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