Daily Communication Habits Boost Leadership Presence and Impact

team; working in groups; leading groupsThe fact of the matter is that most leaders spend a tiny fraction of their time giving huge public speeches. Instead, leadership happens moment by moment, person by person, both through words and deeds. There are hundreds of moments like these every day. Each moment sends messages that can ripple throughout your company, with impact that you may or may not intend.

If  you want a better match between your intent and impact, to earn the right to lead, and to demonstrate true leadership presence, it makes sense to work on how you show up in each of these moments throughout the day.

Specifically, you can ask yourself the following questions:

  • What messages do I send based on HOW I spend my time?
  • What messages do I send based on the people WITH WHOM I spend my time?
  • What messages do I send based on how I allocate resources?
  • Am I authentic when I speak, or do I come across as manipulative and even dishonest?
  • Do my deeds match my words and what we say our company stands for?
  • Who get my praise? my criticism?
  • What behaviors or results am I tolerating that I shouldn’t be tolerating, and what messages am I sending as a result?

How well you present at those “big speeches” is something to consider. However, it’s not even close to what really makes a difference — when you communicate every minute of every day as a leader.

How to Be a Credible Leader

Previously, I wrote about four areas for leadership focus.  In this post, I’m focusing on establishing your credibility.

Over the past century or two, the expectations of what a leader is and does has shifted and that applies to how leaders established credibility.  Used to be that a leader was credible if he was “large and in charge” as set forth in the Great Man Theory.  To establish credibility in previous centuries, an individual (usually male) needed to dynamically leave his mark on the world through personal power, charisma, intelligence, and wisdom.  From the top, down, he directed, commanded, provided answers, intimidated, kicked butt and took names, and was always deferred to by everyone else.  In short, the leader sat atop the pyramid in a hierarchical paradigm borrowed from the military.

Today, a shift has and is still occurring that is questioning the heavy reliance not only on top-down hierarchy but also the traditional tough-guy leadership traits that formerly formed the basis of a leader’s credibility.  Sure. In a crisis, expediency and taking charge can pay off.  You absolutely want a leader who can take control of the situation and go into command-and-control mode to alleviate a big threat quickly.  Yet on a day-to-day, non-crisis basis, the credible leader of the 21st century is one who enlists others to follow through competence, transparency, inspiration, and being forward-looking.

How are you reflecting these 21st century aspects of credibility?

Competence.

In the past and for today’s leader, a large component of credibility comes from being competent. Competence is being qualified for the job.  It comes from knowing your stuff and being intelligent enough to ask the right questions if you don’t.  Increasingly, the competent 21st century leader is also emotionally competent, meaning he is aware of his emotions, can regulate them, and is aware of how others are feeling.

Being competent does not mean the individual is an expert in all things related to the business or of managing his emotions; rather, it means the individual is adequately knowledgeable and skilled and has a basic knowledge and ability with most things that come his way.  Competence is often an issue when someone is hired or promoted through political wrangling, nepotism, or favoritism.

Transparency.

People don’t like being manipulated or lied to.  That’s why leaders who are open and honest with their employees earn high marks.  Openness and honesty keeps everyone together as a unit, sharing the same experience.  It also, provides the leader an opportunity to teach employees about his thought process, including underlying assumptions.  In addition to being instructive, transparency can invite the sharing of alternate viewpoints.  The back and forth exchange of ideas that comes from such openness helps forge a stronger bond amongst the group and furthers the leader’s believability and credibility.

Inspiration.

To be inspiring, you don’t have to be Martin Luther King, Jr.  It does, however, mean that you can help others see that they are part of something bigger and can accomplish great things in concert with others.  This is about helping employees see the “big picture” and their place in helping the grand plan come to fruition.  Neurologically, by way of mirror neurons, followers’ brains light up in many different areas when they interact with a leader who can enthusiastically connect them with the big picture.  This increases the chance that employees will be open to new ideas and new emotions as they scan the business environment for options to attain a corporate goal or vision.  And that is exactly what a leader wants to inspire employees to do.

Forward-looking.

Finally, today’s leader must have the ability to scan for future trends, opportunities, and threats.  The marketplace changes so quickly that leaders must have an eye on what is coming down the pike – good, bad, different and indifferent.  This gives the organization advanced notice allowing it to adapt and stay relevant and in business. The leader who is uncomfortable with change or unaware of trends will react slowly if at all, failing to catch the next wave that will keep the business afloat.  Because followers rely on the continuation of the organization, the credible leader is in tune with what’s happening now as well as with what is likely coming in the future to ensure the longevity of the organization.

What do you need to do differently to be  credible enough to lead?

anger; confrontation

Are You Leading or Bullying?

“I feel like you’re intimidating and bullying me.”  These are the words of a female employee during a meeting with her male supervisor, who intended to set expectations with her. The supervisor was taken aback and started to question his behavior.

With stories of bullying of children frequently in the news, it makes us stop and think.  So, how do you know whether you are leading or bullying?

Keep in mind that a few employees will attempt to deflect attention away from themselves, especially when a work issue is being addressed.  One thing they may say, whether they really believe it or not, is that you are bullying” them.  It’s as though some believe that no one – not even their supervisor – has a right to set or clarify expectations for them at work.

Also, some employees may use the word “intimidation” when describing what it felt like when they were called into the boss’s office to discuss a performance issue.  Well, sure, it can be intimidating, especially for those who know deep down they’ve failed in their work commitment.  But that doesn’t mean the boss was purposefully intimidating and is a bully. But it does get at the fact that the use and misuse of power and authority is at the heart of bullying when the boss is involved.

Distinguishing  Bullying Behavior

According to the Workplace Bullying Institute, bullying is a “laser-focused”, “systematic campaign of interpersonal destruction” that has nothing to do with work itself and that negatively impacts the employee’s health, career and job.  A bullying campaign targets an employee for no good work reason. Such a campaign can cause the employee, who otherwise does acceptable work, to feel hopeless about the situation. Those targeted by bullying tend to be good workers, who are “independent” and not easily “subservient”.  G. Namie, The Challenge of Workplace Bullying, Employment Relations Today, 2007, 34(2), pp.43-51.

To help clarify, these are examples of when your behavior could be that of a “bully” instead of  that of a “leader/supervisor”:

Bully
Leader/Supervisor
During a performance review, the supervisor is intentionally biased or gives inaccurate feedback because he doesn’t like the employee even though the employee is a good performer.
During a performance review, the supervisor shares honest, substantiated feedback with the employee, whether or not he likes the employee as a person.
The supervisor deliberately excludes an employee from workplace meetings and activities for no good reason or for a concocted reason while other employees on the same team or in the same job classification attend.
The supervisor includes an employee in workplace meetings and activities that other employees on the same team or in the same job classification attend, even if the employee is not the best performer.
The supervisor instigates, encourages, or fails to stop others from spreading malicious gossip, jokes or rumors about an employee.
The supervisor refrains from joking about, gossiping or spreading rumors about any employees and addresses such passive aggressive behavior with other employees. Instead, the supervisor addresses any problematic conduct or performance with an employee directly and privately, giving them an opportunity to give their version of the situation.
The supervisor pesters, spies, or stalks the employee with no business reason for doing so.
The supervisor monitors all employees’ whereabouts and productivity if there is a business reason for doing so, and documents and addresses any issues of attendance or productivity privately with an employee, giving them an opportunity to give their version of the situation.
The supervisor criticizes or belittles the employee persistently or allows others to do so without saying anything.
The supervisor speaks privately with the employee if there are documented conduct or performance issues, getting the employee’s explanation during the conversation.
The supervisor metes out undeserved or unwarranted punishment to an employee.
The supervisor addresses only work related issues, gathering all relevant information regarding a situation, including the employee’s version of events, before deciding whether or not to discipline an employee for workplace misconduct.
The supervisor consistently gives a good performer assignments that are beneath his position to create a feeling of uselessness.
The supervisor holds all employees accountable to job performance standards and documents/addresses sub-standard performance with interventions such as re-training, job shadowing, etc.

The manner in which the supervisor interacts with an employee in any situation can increase or decrease the employee’s perception of being bullied, even if the supervisor’s behavior is not out of line. So, as a leader and supervisor, know when it’s appropriate to address a workplace situation with employees and do it professionally and respectfully.

backbend, bend over backwards, take advantage of

Does Your Back Ache From Bending Over Backwards for Your Employees?

Being the boss is tough.  With all the information available on how to motivate and engage employees, without being a micro-manager or a bully, it can be a bit confusing trying to determine what exactly an effective boss is like today.  A big part of becoming a good boss is understanding and creating healthy boundaries.

What is a boundary?  A boundary is an imaginary line that exists between you and your employees.  It marks the difference between your organizational role, authority, responsibility and status, etc. and theirs. And by virtue of this, it defines acceptable behaviors in a given situation, and it gives you permission to tell others what to do and what to expect of them as they do it.

How do you know if you have unhealthy boundaries with employees?   If your boundaries at work are non-existent or too loose, you’re probably the type who is very concerned about whether your employees like you.  That is, your primary desire, motivation, and basis for your decision-making centers on making your employees like you.  And because you want them to like you, you believe if you take care of them and even protect them, they will like you more and work that much harder.  After all, it’s all about relationships, right?

Yes, it is about relationships – healthy ones – with good boundaries.  Boundaries that recognize and communicate that you are not your employees’ equal at work and that it’s your job to tell them what to do and to provide them information about why they need to do it and how well they did it.  If you are overly concerned with being liked, you’re focusing on you and not on the company’s goals and interests (which is the job of management).  (This is called co-dependence or “letting the tail wag the dog”.)  In short, you are not fulfilling your role as boss and are bending over backwards too far.

If you find yourself walking on eggshells around employees in the pursuit of their happiness and at the expense of the company’s and other employees’ interests . . . . If you balk at requiring/asking your employees to do the not so fun parts of their jobs . . . . If you are avoiding a conversation about performance or conduct issues because you’re afraid you might upset an employee. . . . here are 4 things you can do to create healthier boss/employee boundaries:

First, consciously step into your role as boss with no apologies.  This means, you are the “decider”.   It’s your job to set expectations and sometimes to have difficult conversations: that’s what you’re paid to do.  You don’t need to be a jerk about it.  Just be as clear as possible.   Your employees already expect this by virtue of your role as the boss.  The authority and permission to tell others what to do is built into the boss/employee relationship.  (Repeat:  you don’t need to be a jerk about it.)  They’re waiting for it because even they know when they are pushing boundaries.  They are probably surprised you haven’t already addressed certain issues with them.

Second, strive to be respected instead of liked.  You might be able to do both, but garnering respect first and foremost forms the basis of a healthy boss/employee relationship.  To gain respect, you must be firm, fair, and consistent, so your employees know what to expect of you on a regular basis.  And yes, your employees won’t like everything you hold them accountable to, but they’ll understand it and expect it.

Third, don’t actively seek to be friends with your employees.  They might be great people, but to maintain a healthy boss/employee boundary, you shouldn’t see each other tipsy at happy hour or know minute details of your current or past relationships.  Concentrate on the work with occasional superficial chit chat.

Fourth, get better at handling conflict and hard conversations. Being the boss means you will deal with situations where most people don’t want to change the way they do things.  Conflict abounds.  When you shy away from conflict, you’re trading the possibility of something new and full of potential, for staying stuck in the present situation that you may think is safe but which reflects your inability to adapt and your lack of faith in others to do the same.

To better cope with the discomfort of being the boss, find peers – other managers, business owners, CEOs – to commiserate and celebrate with.  It can be lonely being in charge, and these peers can relate to the trials and tribulations of being a boss and offer advice and support.

Your employees were hired to accomplish work in your company.  They don’t mind doing the job – they applied for it.  And healthy, defined boundaries will create clarity, making your work together easier and more productive.