by Venchito Tampon | Last Updated on July 18, 2017
Leadership is easier said but done. Here are 7 leadership hacks you can use to engage your subordinates towards the improved performance of the team.
1. SET GOALS AT THE START.
Identify your goals at the very start. If you couldn’t determine it, clarify and ask from higher ups what your goals are so you won’t be executing actions not aligned to these. Winning is winning if you hit the mark. Otherwise, you still lose even if you completed projects that aren’t needed to pursue for the project.
Always set clear goals at the start. What is the team key performance metrics? How is it measured? Have you received any strict instructions while working on projects? These questions are imperative if you want to succeed as a team.
2. KNOW WHO NEEDS HELP.
One thing you have to master as a workplace leader (manager, supervisor, CEO, etc..) is knowing who is the weakest performer in your team. This is common and shouldn’t be a problem to you if you are always observing each of them.
Take 30 minutes or 1 hour of your time every week to analyse their individual performance. See who is the weakest and try to reach out to that person to know what he lacks and needs to improve on . It could be training from you, training in the internal process, compensation issues or even personal ones that he or she is willing to share just to take away the burden.
3. KNOW YOUR SUBORDINATES’ PERSONALITIES.
There are bossy colleagues, playful ones, and easy-to-hangout-with-frien
This is important if you want to avoid conflicts, understand others, and try to look for common interests/grounds to avoid occurring of any professional yet personal problems.
4. DO 1 ON 1 CONVERSATIONS WITH THEM.
Spend time to have conversations with each of your subordinates. Taking 15 minutes to 30 minutes of your time to talk to them about their problems at work, their needs and their career aspirations. This allows them to feel comfortable working with you. This also gives them assurance that you’re leading them at best and not just instructing tasks just to get things done.
Strike a balance between friendship and professionalism. You don’t want subordinates to take advantage of built-in relationship with you. Make sure you discern this as soon as possible.
5. TWO-PUNCH RULE WHEN GIVING FEEDBACK.
What you say and how you say it can be different at times. Improving your delivery is a must if you want to convey the right message in a less-offensive manner. Remember you can’t be sarcastic at all times. Doing so for your entire career will do more harm than good.
Think thrice before you say something to your subordinate. Use two-punch rule when you have to give negative feedback to them. Tell the positive side of their work/story/contribution, then proceed to your actual feedback, that is the negative impression on the work.
6. WORK HARDER THAN YOUR TEAM.
Have you pondered why your subordinates aren’t productive or it seems they’re not working to achieve the goals set for the team?
It’s time to check your leadership. Are you working harder than your team or are you just commanding them to go over time but in most cases, you’re not willing to go out of your comfort zone and dedicate yourself to finish the project? They will only follow your actions if these match your words.
Always be accountable for the consequences based on team’s performance. Don’t try to blame others if it’s actually your fault not leading them to productivity. Check yourself always.
7. DELEGATE YOUR WEAKNESSES.
You are not the entire AVENGERS HEROES yourself. You can be Ironman, but not Spiderman at the same time. You have strengths and weaknesses.
Instead of focusing on improving your weaknesses, which won’t give you much results. Outsource or delegate to a subordinate you know who can do it best. Delegation is always a matter of removing your ego and being able to trust someone whom you think are capable of completing the task.
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