Leaders: How Brave Are You, Really

By Sharon Day
June 01, 2014
In social media it’s the people who are open, authentic and honest that thrive. When people say what they mean on those platforms they garner attention, respect, followers and their messages are often pushed forward to others. These are the same results that leaders desire within their organizations.

Are you as brave in your leadership as you are in your social updating and tweeting?
Would your team say that you are? The teams who believe their leaders are weak can’t sustain high-level performance and growth. This is partly due to the team disengaging from the manager and partly to turnover, especially in sales. ‘A’ players demand to work on teams where their leaders are strong, confident, trustworthy, and able to handle the tough duties occasionally expected of them. This is also true of millenials who will make up 40% of our workforce in the next two years.

Now more than ever putting the right people on your management team is absolutely necessary. If you’ve had thoughts or doubts about whether you do, find an objective source that you can trust and explore this thoroughly. Discover the internal indicators of potential future problems early. Get to the root cause of these before your team members get so frustrated they begin to complain to one another or, worse, your clients.

Here’s a quick list of examples of weaknesses I’ve encountered in coaching this past year that have had varying degrees of negative consequences. Hopefully none apply to you.

· When managers allow internal communication problems to persist
· When teams feel they have to go above their direct report manager to get answers
· When teams aren’t required to solve conflicts and disagreements on their own
· Not holding the team accountable to agreed-upon metrics
· Managers who allow the team to make excuses
· Sales managers who keep asking top sellers to ‘cover’ those who aren’t producing
· Allowing bad employee behavior to negatively affect morale
· Managers who never speak up and state their opinion, always agreeing when
They are actually compromising
· Vacillating or procrastinating on making decisions but expecting the team to
make them quickly
· Stating with conviction what things the team must do, then being unable to do them
yourself
· Asking the team to believe in the value of your product and uphold your pricing,
then dropping the price yourself to “close a big deal”
· Justifying or making excuses for why you’ve not reached your growth goals
· Trying to control everything yourself and not getting the help you need

Make no mistake, your team is watching your every move. Sales people are especially critical and ultimately will only work for someone who is a living, breathing, walking, talking daily example of brave and ethical leadership.

Leaders, it’s time to show everyone how brave you really are!

Comments (0)