If you are a manager, team leader or business owner there is one facet of your character that must stand out to those you lead and that is “authenticity.”
Your people want to know who you really are. Many times when a person is put into a position of “leadership” they feel they must act the part (whatever that means to them). It’s not long before their people realize that they are not being authentic and this is where problems will begin.
In the book The Go-Giver The authors teach the “Law of Authenticity.” The following is an excerpt from the chapter.
“As long as you’re trying to be someone else, or putting on some act or behavior someone else taught you, you have no possibility of truly reaching people. The most valuable thing you have to give people is yourself.”
Here are a couple of tips to practice in being authentic.
- Realize no one is perfect, be yourself.
- Be present when you are with others.
- State your values and then live them out loud. “Walk the talk.”
- Be aware when you are not being authentic and change it quickly.
Being authentic is one of the greatest gifts you can give to yourself and to those with whom you encounter, live and work with.
“I know of nothing more valuable, when it comes to the all-important virtue of authenticity, than simply being who you are.” –-Charles R. Swindoll
We have all heard the saying “If you love what you do you will never work another day in your life.” That may be true, but how many people can do what they love every day and make a living at it? Probably very few. Even though I would like to pursue my passion full time I cannot get upset that it is not possible at this point.
There is a way that you can make your everyday job one that you enjoy, possibly even love and can cultivate the passion for it at the same time. It that possible? It is, by finding the simple daily ways to ignite your passion while doing what you need to do to earn your paycheck.
Let me give you an example of what I am talking about. In the town where I live, there is a physician who loves to act and sing. He is part of the city theatrical players, and opera is his passion. Throughout the day, during his visits with patients he will break out in a song in the treatment room or as he is walking down the hallway. He is known as the “singing doctor.”
It seems he has successfully combined his “passions.” He is a physician, participates in community theatre, and sings. Not need to choose on passion over the other.
Is there a way that you can bring more of your passion into your day job to make you happier? Not only would you be happier, but it would bring new life into your job and you would probably be a more successful employee.
“When you work together with teammates, you can do remarkable things. If you work alone, you leave a lot of victories on the table. Collaboration has a multiplying effect on everything you do because it releases and harnesses not only your skills, but also those of everyone on the team.” ~ John Maxwell
What does this mean? When you have a team and you are willing to put personality and social issues aside and focus on the goal of the team, as a group you can make a tremendous difference in your workplace.
There is power in numbers. When we collaborate with our work team we create synergy that can move mountains. We discover answers to problems in ways that we never thought of alone.
The important key point when working on a team is that you bring cooperation and desire to add value to your teammates. That includes people that you may not be that fond of working with.
Remember collaboration is multiplication. When the team focus is on the issue at hand amazing things get done.
Pepperdine University designed this infograph called “Inside the Mind of a Successful Manager.” There are some great points on management and some amazing statistics.
- For example:
- 71% of employees are not fully engaged at work. The most common reason is a strained relationship with their supervisor. Wow… that is a lot of strained relationships at work out there.
- 60% of employees say they would work harder, if that relationship improved.
Business owners really need to be aware of how much damage or good the managers they hire can do.
The link at the bottom of the post will take you to the full size graphic for better reading.
Link to full size infographic
One common complaint I hear from employees when I speak at conferences is they do not feel that their superior or employer really respects them as a person and fellow co-worker.
I have a difficult time understanding why a manager or employer would not want to treat their employees with the highest sense of respect as they are the people who come in contact with their customers. How do they expect their employees to show respect for customers when it is not being shown to them at work.
Demonstrating that you value your employees involves treating them well every day they are at work. Below are a few tips on how to show respect to those you work with.
- Do not ask an employee to perform an unpleasant task without providing a positive reason and showing them yourself how to do it.
- Always treat employees as equals who just do a different job in the organization.
- Take the time to train employees and listen to their concerns.
- Treat a mistake as an opportunity to teach and to better communicate regarding their job tasks.
- Take the time to praise good work.
Most of all remember the Golden Rule needs to apply in the workplace, “Treat each individual as you yourself would want to be treated.”
Originally posted on Practical Practice Management:
Managers have the difficult task of letting team members know when they are not performing up to standards. Even though we know that we must do what it best for the company, it does not make it any easier when it comes time to speaking to the employee.
Usually the team member will have some sort of idea that things are not going as well as they should. Possibly they have been told a few times about mistakes they are making or maybe even a warning. They look down and dejected during the day at their desk.
In a recent discussion with another manager who was getting ready to let a staff member go, she brought up the doubts that she was having about this employees’ impending termination. She wondered if she had done all that she could to make the employee perform better. She also wondered if she was being fair.
As we talked I had her write down all of the issues that her employee was having with their job. We then went through each one so that she could refresh her mind about all of the training and retraining she had given this employee. She even had documentation of discussions with the employee regarding many of the issues they were having, and the employee signed them.
At the end of our conversation she was sure that she was making the right decision for the company by letting this employee go. She was also sure that she had done everything in her power to give this employee the opportunity to learn, perform their job tasks, and be a good team member.
Even though she felt bad for the employee, she knew that keeping her would only make things worse for both the business and the employee.
In situations like this it is good to be able to talk them through with someone you trust so that you know you are making the correct decision. It may not make it easier to let them go, but you will be able to do it because you are sure it is the right thing to do.