How people perceive leaders and their attitude toward managers in organizations

As a leader, you cannot afford to spend too much time and attention on things that others say and think about you. If you did, you wouldn’t have time to do your job properly. However, this does not mean that you have to bypass labels that describe you as a terrible leader.

When you are aware of the worst things your employees say about you, you can take the necessary steps to improve your reputation and present yourself in a better light.

My experience shows that sooner or later you will find out what is being said about you in the office. Whether your colleague will have pity on you and share the views of others about your work, or you may hear the gossip and mumble that drifts down the office corridors, sooner or later this information will get to you.

Take the necessary steps to ensure that your leadership is not described in the following words:

“The boss is interested in himself”

Few things can be said about a leader that is worse than that. Unfortunately, I can share that I have worked many times for bosses who fit this description. In each of these cases, the “everything revolves around me” mindset is completely transparent and clear to all concerned with the leader’s self-centeredness.

Effective leadership is just the opposite – it is a ship with a captain who is ready to jump alone in stormy waters but not sacrifice his crew. If you want to avoid a situation where you are accused of blatant narcissism and lack of care for others, you just have to remember that being a leader means helping people achieve their goals and putting their own needs second.

“Boss has no relation to reality / is not up to date”

This comment is also no less sharp and insulting to one true professional, as it represents an attack both against your attitude towards others and against your competence. I worked for executives who were not familiar with what was happening in their team, recent developments in the company, or what you expected them to do. You can’t expect to get away with this level of awareness – your colleagues, executives, and especially your subordinates, will notice it immediately.

Being up to date means knowing and prioritizing the really important things in the business, as well as always knowing what is going on with the company and the employees you are responsible for. You need to maintain two-way communication with your subordinates – they should be able to ask you questions and you should be able to receive information from them about the latest developments in the company.

“Boss praises rarely and spares no criticism”

This behavior is at the heart of the toxic company culture of absolute perfectionism, in which nothing is ever good enough. If you are easy to criticize, and at the same time hard to praise, you will create an environment so that people will not be motivated to do their best and begin to content themselves with meeting the minimum required of them.

Do not spare praise and always celebrate the important achievements of your employees. Criticism must always be constructive and leave the door open for feedback.

“The boss is a true micromanager”

There is nothing more exhausting on an emotional as well as a physical level than working for a micromanager trying to control every step you take in the work. If you suspect that you have such inclinations, do not despair, because you are far from alone and this problem is not irreparable.

To quench your thirst for control without bothering your employees, you just need to refocus it and focus on managing goals. Set specific goals, strategies, priorities, and expectations, and then allow your employees to do their jobs the way they think is best. This will give you greater control over the culture and motivation of the company and team.

“The boss is inconsistent and hesitant”

The inconsistent behavior of leaders breaks trust, causes confusion and fear, and causes employees to avoid contact with their leaders because they do not know what to expect from them. Indecision is no less damaging as it creates doubt, uncertainty and lack of focus.

To deal with indecision, you must make an objective effort to evaluate the real impact of your wrong decisions. The truth is, we often get overly pessimistic when we think of the “worst-case scenario”. Ask yourself what the risk is of indecision and delay in making an important decision – perhaps this will lead to higher prices for your production or it may cost you the advantage you have gained from your direct competitor. Set a time limit for your decision and feel free to make a clear choice when that time expires. When you are resolute and take responsibility for your actions, you earn the respect of others, even when they do not agree with your decision.

For inconsistency, try the following experiment: Imagine that there is a camera in the corner of the room that captures every action you take. Do you think the movie made up of this footage will be inconsistent and incomprehensible? If yes then you have a problem that you need to solve as quickly as possible. Others need to perceive you as someone who acts in a way that is consistent with their values, goals and strategies.

These are labels that a good leader cannot afford to tolerate. Take the necessary steps to get your good name back.

Read more about leaders and their introvert character at Managerspost.com

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