6 ASSUMPTIONS LEADERS MAKE WHILE MANAGING OTHERS
Employees stay longer when they have a great working relationship with their immediate supervisor. We see this fact proven time and time again in North American organizations. Unfortunately, many leaders make assumptions about their position and their employees, which causes undo stress on the company, the employee, and the leader. Avoid the following six assumptions so you can better lead a top-notch team.
Assumption #1: It’s best for leaders to promote managers who are easy to manage.
WRONG! Look for managers who are independent and have the talent to make their direct reports shine.
Assumption #2: It’s best for leaders to spend time and money on the employee’s weakness in order to improve their talents.
WRONG! Great leaders help employees find their strengths and hone on their natural talents (service oriented/nurturing others/being empathetic, etc.) This is more productive and takes less time.
Assumption #3: It’s easier to keep underperforming employees around since it’s hard to find star employees. WRONG! Fire mediocre employees quickly. If they are average, they will have little desire for career growth or progress. Also, the longer you let them stay, the more difficult it will be for you to let them go. Tell them it is not a good fit with their talents and your needs. Decide who your future stars will be and change roles if necessary. Remember, you can’t teach talent. You can only pay for talented employees who show you positive outcomes.
Assumption #4: Experience and knowledge of the job is just as important as talent and skills.
WRONG! Select the person right for the job. If the person has no skills or knowledge, you can train them. If the person has no talent, you can’t train them. It’s that basic!
Assumption #5: Defining the right steps is just as important as the outcomes.
WRONG! Set expectations immediately on performance versus giving too many rules. Tell them the mandatory rules and then let them show you the results their way. This is empowerment at its best!
Assumption #6: Don’t play favorites
WRONG! Play favorites with people who get it and who have the talent. Let them challenge each other. Sure, mediocre employees will whine about this to others, but you can model great behavior by giving positive reinforcement to your excellent employees. Talented employees will catch on and continue to grow while the mediocre ones will stay stagnant. Continue to spend time with your best people versus trying to change your mediocre employees.
Reproduced with permission from Joyce Weiss’s electronic newsletter, “The Bold Solutions Newsletter,” Joyce Weiss is a leadership expert who speaks professionally. She gives Bold Solutions to Boost the Bottom Line®. Contact Joyce at 1-800-713-1926, mailto: joyce@joyceweiss.com or visit her web site at http://www.chiefcorporatecoach.com. © Joyce Weiss
