We are back with Part Two of “Want to be Their Wise and Trusted Leader? Do This 1 Thing Now!” In Part One, we discussed how getting organized is the number one way to showcase three powerful skills. Trustworthiness is the first skill we discussed, now it’s time for wisdom and leadership.
Skill #2: Wisdom
There is textbook knowledge, and then, there is “street” knowledge. The different between the two, as you may know, is that the former is all about theory and memorization, while the other is all about implementation and applied theoretical concepts. People often find that theory is not always correct in full. What really throws a wrench in theory is people. People can sometimes be unpredictable.
Here’s the Point: So, use your role as boss to show your employees that you don’t just have industry knowledge, but you also have industry wisdom–the ability to tell right from wrong based on experience.
Skill #3: Leadership
By showing people your wisdom through trustworthy actions and by giving people a sound understanding of what people can expect from you over time, all you have to do is simply facilitate coaching opportunities with each employee on your team.
A coach is, “a person who trains an athlete or a team of athletes,” to win a certain game. When coaches train athletes, they realize the season has to start off with easier tasks to accomplish and slowly build up to harder ones. Throughout that process, they pause practices to offer useful instruction that is equivalent to a SMART goal. According to Duncan Haughey from ProjectSmart, a SMART goal is, “Specific,… measurable,… agreed upon,… realistic,… and time-based.” Eventually, these players get thrown into a game and are commanded to act without intermittent instruction. Then, the coach reviews with the players actionable tasks they can implement to improve their play next time.
This is how a true leaders act.
These coaching opportunities are not times where you should yell or raise your voice even at your employee. This is a time to take the employee aside (Note: DO NOT do these in front of others.) and talk to him or her about (1) what happened, (2) why they did what they did, (3) what you expect of them moving forward, and (4) how to accomplish what you wish to see them do. Then, you should have a meeting to check back in on the issue with the employee.
“How is it going as you try to implement this strategy I taught you?” you might ask.
This type of scenario gives employees the true hope that they can come to you with problems and not bury them.
Here’s the Point: So, be a coach, not a tyrant, “who uses power oppressively or unjustly.”
If you showcase these three character traits, your employees will know they can follow you because you are good to your word, you are thoroughly knowledgeable and experienced, and you are someone who leads with a just attitude, not a vengeful and/or emotional attitude.