How to be an amazing boss and avoid toxic culture

Join many others and subscribe => here for future editions.

----------

We know innovation is fostered by collaboration, but in order to have a collaborative environment people should “trust” their leader and the organization. Despite its potential to foster positive transformation, why do many individuals hesitate to raise their voices?? Some people may consider trying to elevate their ideas as a futile effort in a non-open work culture, others may even consider it dangerous in a toxic one. To empower employees to freely express their suggestions, opinions, and concerns, organizations should foster a culture of protection and appreciation. This can embolden those hesitant to voice their ideas, encouraging them to contribute their unique perspectives.

Around ten years ago, our company was going through a new phase.? After a restructuring period, it was starting to grow with new key-leaders in place in different parts of the business.? We realized we had to bring consistency in the organization, and I had lots of innovative ideas I wanted to share and implement, which would foster collaboration across the organization.? My boss at the time, opened up and listened to me.? We created a committee with key individuals of the organization and met twice a year to discuss the ideas and shape the initiatives. These initiatives resulted in new systems and new processes we implemented over the next few years, we also created training programs for the whole organization to adopt these and we were willing to listen to further improvements.? That era, which lasted a few years, was one of the most creative periods of my career, I felt really appreciated and proud, not only for the results, but also for being able to help other people in the organization thrive.

Sydney Finkelstein, Professor of Management at the Tuck School of Business at Dartmouth College, provide us with a very simple 5-step framework on how leaders can help their employees have highly satisfying work experiences. He adds: “put time into helping your team grow, and the pay-off will be worth it.”

If you are in any management or supervision position, as the leader you are, make sure you do the following, as Finkelstein recommends on his 5-step framework:

1)????? “Manage Individuals, Not Teams:”

·??????? Tailor interactions with each employee based on their unique interests, abilities, goals, and learning styles.

·??????? Understand what motivates each individual and provide them with opportunities to develop their talents.

·??????? Look beyond rigid career paths and promote individuals based on their specific ambitions and capabilities.

2)????? Emphasize Meaning and Purpose:

·??????? Inspire employees with a clear and compelling vision for the organization's future.

·??????? Set challenging goals that encourage employees to believe in their ability to succeed.

·??????? Clearly articulate the organization's purpose and connect it to each individual's role.

3)????? Provide Regular and Effective Feedback:

·??????? Go beyond traditional performance reviews and provide regular, personalized feedback throughout the year.

·??????? Frame feedback in a way that promotes independence, initiative, and growth.

·??????? Use feedback to help employees understand their strengths and areas for improvement.

4)????? Encourage Open Communication and Innovation:

·??????? Create a culture where employees feel comfortable sharing new ideas and taking risks.

·??????? Actively listen to employee feedback and suggestions.

·??????? Reward innovation and initiative to foster a culture of continuous improvement.

5)????? Be Consistent in Your Approach:

·??????? Maintain consistency in your management style, vision, expectations, feedback, and openness to new ideas.

·??????? Acknowledge and communicate changes openly and quickly to avoid confusion and uncertainty.

·??????? Project confidence and humility, even in the face of challenges.

People are all different as it’s up to their leaders to recognize those differences, individually.? In order to do that, you need to be able to understand their specific interests, skills and goals, their motivations and help them develop their talents. If you deliver your vision noticeably, showing the clear “why,” you can inspire your employees, help them set their own goals and empower them to follow through.? You should have regular, one-on-one conversations with each one, in order to provide two-way feedback, and identify areas of improvement. Failure is like falling, you just get back up and keep trying, so encourage risk taking and innovation. Being an active listener will allow you to receive their feedback and suggestions. And remember to always be consistent on your leadership style, sharing your vision and expectations, being open to feedback and new ideas, be humble and project confidence.

----------

Have do you promote openness at work, at school, at your organization? What results have you gotten?? How does your team or your employees feel? If you have any thoughts or experiences, you'd like to share, leave me a comment below. I’m always eager to learn from one another and we grow as leaders. I hope this newsletter has inspired you to learn more about leadership.

And remember, as I always say: “be vulnerable, be brave and dare to lead.”? Subscribe to get all future editions of this newsletter.