Four absolute things you need to as a Leader!
In my previous blog, I assumed that there are few problems faced by me as a first time manager where the below one was the pressing one.
I didn’t know much about each and every team member — whether about their likes and dislikes, their professional experiences, the role they are doing and how they are contributing towards the bigger organizational goals.
For example, let me consider Raj, Anusha, Bhavesh and Krithika are from my team. In that we might have few spheres where I need to understand them.
Their likes and dislikes — where Raj likes to code alone without any distraction from others, whereas Anusha likes to talk to several stakeholders a lot and negotiations are a cake walk for her. On the other hand, Bhavesh wants to have a quick break once he completes a module without specific office hours and he is very detailed oriented in his tasks that he expects perfection in everything he does. And Krithika wants to take care of the overall project deliverables and monitor their progress whereas she doesn’t have the right skills to do so.
Here, what we are trying to understand from various team members is that, their strengths and weaknesses. The typical SWOT Analysis of a person. But it doesn’t end there if you are managing them and leading them.
As a leader, you have to segregate their strengths and align them with their dreams and goals and finally make them more productive and find a growth path in your project, which will eventually help them to take this as a stepping stone for their overall career growth.
Lets take Krithika as example. If you are leader to a persona like Krithika, you have to do these things:
a. Understand what are her likes and dislikes overall — here it is her willingness to become a leader herself in future.
b. Try experimenting with her by giving a few tasks on monitoring the team like — a simple leave tracker of the team, making her as a point of contact for the learning and development work you do as a part of your team, etc
c. Instill the encouragement by letting her to find out her own leadership style and look for amendments if necessary, instead of imposing your own leadership ideology.
d. Appreciate her stepped stones infront of the team that as a leader yourself, you should look for persons who get encouraged by her work and their by you grow the future leaders inside your team with a variety of background.
Wouldn’t be a wonderful thing to see your current team members as future leader elsewhere. I am sure, even they would be proud of your leadership and follow your footpath!!
If there are any other methods to persuade your team as a leader, leave a comment!
