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Why Big Leaders need to have Small Egos

christLeaders are very important to the success of a business, as they are the ones who inspire others, drive movement forward and provide the company with a goal. However, a leader with a larger than life ego can actually be a detriment to a company, holding it back and causing problems rather than encouraging success.

There is a huge difference between ego and confidence. Self-confidence is an essential trait in a strong leader as they need to be able to believe in themselves and confidently stride towards their dreams. Rather than the calm self-assuredness that confidence brings, a big ego manifests itself in pride, boastfulness, self-centeredness and an inability to admit when one is wrong.

Here are a few reasons why having a big ego is not a very good trait in a successful leader.

Leaders Need to Be Able to Admit When they are Wrong

Even though they might be put in charge because they have the most education or experience, leaders are not always right. In fact, sometimes they can make big mistakes, totally misjudge situations or get things completely wrong. This is nothing to be ashamed about, after all everyone is human and will make a mistake once in a while.

However, sometimes big leaders are afraid to admit that they have got it wrong. They are so unwilling to show any weaknesses that they will follow through with things even though all signs are indicating that they have got it wrong. They will lead their company towards disaster while pretending that they are doing the right thing, rather than admitting their blunder and asking for help.

A good leader should never let their own ego get in the way of realising when they are making a mistake. A confident leader is never afraid of confessing to a mistake and taking a new approach and if this is done with grace it will make your employees respect you even more.

Leaders Need to Be Able To Let the Achievements of Others Shine

Another trait of someone with a big ego is that they are quick to snap up all the credit when it comes to the group’s accomplishments. You’ve probably seen it before, the team leader whose team puts in plenty of effort to achieve something and then when it comes time to receive accolades, he speaks like he did all of the work himself. These are also the types of people who are likely to choose team members who are less competent than themselves because their primary motivation is making themselves look good. In the thinking of an egotistical person, another person’s success means that they have failed so they will feel better about themselves when others achieve and earn less.

A great leader needs to be able to step out of the spotlight and be gratified by the achievements of others. They must realise that they cannot accomplish or control everything, so they need to invest in fantastic team members and value their contribution to the organisation. Good leaders will know how to let another employee shine.

Leaders Need to Be Able to Unite Rather Than Divide

One of the most important roles of a leader is to be able to make each and every person working with them feel like they are valued and appreciated. They need to create a positive and optimistic working environment which makes employees feel engaged and motivated.

Unfortunately, a leader with a big ego will be too focused on themselves to make this happen. The people working with them will become increasingly fed up with their egotistical behaviour and will not be inspired to do their best. They might even cause conflict in the workplace, which further distracts people from doing a good job at work.

Instead of a big leader with an even bigger ego, it is better to have someone who does not deny reality even when it is negative and is able to admit their own mistakes. They will be able to help people get through difficult times, let the achievements of others shine and encourage everyone that they work with to put their best performance in.  You will be amazed at the different that a calm and confident leader without a big ego can make on your organisation.

Having a big ego can really get in the way of providing excellent leadership and here are some of the reasons why. To find out more about our leadership programs, visit Cirrus today.

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Build a Tribe Not a Business

 

Does your business make sense? Do your employees, customers, and vendors support what you do? Are they excited to be a part of your cause? Form a tribe instead of a business and you’ll have no problem with motivation and money. We’ll show examples of businesses that act as tribes and how it works.

What are tribes? How do they apply to business?

Historically, tribes are small groups of people who band together to survive. Often, their connection is geographical; tribes serve as a way for nearby individuals, many of whom would perish on their own, to enter into a life-sustaining collective.

In other words, each individual makes up a crucial part of a larger whole. Group dynamics reflect that. Decisions, for example, are made to benefit everyone in the tribe, and it is common for most, if not all, of the group to be involved in decision-making processes.

That is not to say tribes have no leaders – on the contrary, many have strong leaders. However, in ideal cases, their role is to ensure the tribe’s survival, not to play out individualistic desires for power and glory.

Shared passion can fuel a different type of tribalism. It bands individuals together through a common interest or goal, one that transcends basic elements of survival. When cultivated in business, this mentality can be powerful. Employees that function as a tribe will be loyal and motivated. Customers that feel like they belong to a business’s tribe will be loyal, too.

How do you build a tribe?

Many business settings involve adversarial exchanges. Employees square off, asserting their skills and dominance. Many like the idea of moving up the career ladder, where they can hold a leadership position that allows further dominance. Those up the leadership ladder supply solutions; those below do not.

Tribes work differently. Instead of one-upping, a member of a tribe is more likely to assist. After all, you have to get through problems together. Everyone pulls weight, because if the group fails, everyone feels the dire consequences.

In modern business, this dynamic is perhaps most often seen at start-ups. Employees are few, and failure is a constant threat. Everyone must band to together to survive. Since working conditions can be so demanding and unpredictable – hours are long and rarely is there any guarantee for gainful, long-term employment – the passion element must be there, too.

However, this mentality can be found at any workplace, large or small. As long as workers feel like they are contributing to something great, and that their contributions are valued, you have the makings of a business acting as a tribe.

That enthusiasm often affects customers, as well. Many brands that show tribalism amongst employees have customers who share the same passion. They offer more than a product – they offer way of life.

Tribal business

Which businesses have developed a tribal following? Apple is a great example. Those involved with the company are passionate about their products, and they use them throughout their everyday lives. Google is similarly tribal. In its early days, it was made up of a few passionate people trying to change the Internet; now, many more people are on board, but the passion is still there.

Outside of technology, the event Burning Man is another business fueled by tribal ideas. The annual week-long event in the Black Rock Desert in Nevada is a magnet for people seeking a way to explore their creativity and self-reliance. It sees over 50,000 participants each year.

Tribal ideas help reveal how people want to belong to something greater than themselves. They want to work collaboratively, not combatively, and they want to be passionate about what they do. By creating a tribe, not a business, you are more likely to have motivated employees and loyal customers.

Guest post contributed on behalf of SocialSolutions.com – providers of Social Services Software.

 

 

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Lessons in Leadership: Micromanaging is Like Dividing By Zero

When it comes to the things that we are passionate about, it can oftentimes be difficult to give up control. Whether we are entrepreneurs trying to make sure our ideas are being executed the way we see fit, or we are managers who want to make sure our team is doing work that will reflect well on us, micromanaging is not the solution.

There are different ways to supervise without micromanaging every detail and it starts with being organized. To begin, it’s important to set up a structure that allows for an employee to be flexible and develop his or her own thoughts without being slowed down. For a few milestones throughout a project, it can be beneficial to check in to see how things are going and if need be, to make minor adjustments so that the project can continue to move forward.

Along with being organized is using the right tools to stay on top of projects. Online project management tools are a great way to measure progress without having to be directly involved in all of the small details. It is easier to set clear deadlines and expectations without actually having to get an update every single minute. Entrusting your employees to their tasks is a great way for everybody to see the importance of their role in a project.

Not only is knowing how to handle micromanaging important, it’s important to know why it doesn’t work. One of the biggest reasons is that micromanaging makes you less productive and is ultimately a time waster. What’s the point of having an employee if somebody spends just as much time and energy supervising and criticizing, picking apart their performance? That time could have been spent working on other tasks that need to be completed so that twice as much work can be done in the same amount of time.

Keeping an open stream of communication, rather than dictating every step along the way, is a healthy approach to weaning yourself off of micromanaging. Try these tactics:

  • Read over your employees’ job descriptions. How many of these are tasks shared by a team, and how many are tasks you try to “help” with? If there are any overlaps, this is where you desperately need to relinquish tight control for the sake of your own effectiveness.
  • Encourage employees to give feedback about their own work processes. If anyone is capable of coming up with actionable ideas, it’s your very own team.
  • Give your employees “enough rope to hang themselves with.” This is where you can start to build trust and train yourself how to better identify talent.

At the end of the day, it is difficult to give up bad habits, especially when you’re not always aware that you’re doing it. It’s an important step, however, if you want to foster a positive and productive work environment.

Guest author Malia Anderson is a finance writer and experienced blogger from Greensboro, NC.

 

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Moneywise Motivation: Employee Recognition on a Budget

Your employees are working to make ends meet and survive financially. But in addition to gaining financial security from their position at your company, they are also seeking many other factors. Pride, accomplishment, training and education are just some of the needs that your workers are seeking through their role. Although you probably wish to motivate employees with bonuses, higher salaries and gifts, your company’s budget might not always allow for such extravagance. Follow these easy suggestions to motivate your workers without cutting into your business’ limited budget.

Create a Community

Events for your employees don’t always have to include an open bar or expensive party. Instead, let your workers get involved in the planning and execution of a get-together and in-office party. Setting up a theme and encouraging them to bring snacks and dishes can be a good way to encourage comradery and community within your office, allowing employees some much needed downtime and responsibility in event planning without always footing the bill.

Make Break Time Fun

Break time can be a time your employees simply eat and get back to work. But making breaks fun can give your employees the mental break they need to return to work refreshed and rested. Games, contests, magazines and books can transform a break room from a mere cafeteria to a place where they can achieve true downtime.

Recognize Your Employees with Simple Words

Sometimes, the best way to let employees know that they are doing a good job is to simply let them know. Whether you decide to stop by their desk or cubicle and point out what it is that you appreciate about them or leave a kind note at the keyboard, everyone loves to feel appreciated. Additionally, if you let your workers know when they have done a great job; they may realize what expectations you have for them and repeat such accomplishments. Small items, like tickets to a water park or restaurant gift cards can also have a big impact as you seek low-cost methods of showing appreciation for a job well done.

Be Flexible

Employees with families sometimes struggle to achieve a balance between home and work life. By being a bit more lenient when it comes to offering flex hours or giving workers time off for holidays and days when school is out can show employees you care about their home life. A couple hours here and there can be very valuable as you seek to reward your employees and highlight their importance to your institution.

Carl works for Motivo Performance Group in Houston, TX. They design and implement custom employee recognition programs that are designed to improve company culture and increase financial success..

 

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Take Your Business to the Next Level: Inspire Your Employees

While it may be obvious to you that your employees and staff members produce greater, quality results when they experience periods of motivation, it may be somewhat of a mystery when it comes to developing a plan to provoke such production. Although motivating employees is a struggle that you and other business owners may endure, it is not an impossible task. In fact, sparking higher levels of production among employees can be as simple as truly uncovering the various motivators that can push them to operate at higher levels. While getting to know your employees better and understanding what gets them excited about their job and the progress may reveal other methods, here are a few tips for motivating your employees to improve and challenge themselves.

Acknowledge Efforts

Giving your employees effective feedback can be vital to letting them know they types of behaviors and tasks that they are accomplishing successfully. By letting staff know when they are improving and growing, you can spark them to continue the hard work or attitudes that were positive to your business. Without proper feedback, some employees may not be certain that you are pleased with their performance. In addition to offering praise, you can also let employees know you appreciate their efforts by explaining what exactly it was that provoked the successes they experienced for your company.

Provide Reliable Leadership

Easing the minds of your employees and encouraging trust in leadership can be as simple as offering support for employees. Taking action that accompany the powerful words that characterize your business can be an effective manner of showing employees you mean what you say, encouraging action among them as well.

Highlight Trust with Responsibility

Delegating responsibilities and tasks to employees can offer them a sense of pride and show them you trust their capabilities and respect them as employees. Constantly guarding various tasks can take up precious moments of time while sending your staff a message that they are not as capable or as trusted with important aspects of your company. Allowing employees to take risks and offering diverse tasks to them can show that you value their intellect and their opinions. Not only can your trust give them confidence and motivation, it may even result in great ideas and breakthroughs for your business.

Expect More

Setting your expectations and the expectations of your leadership at a high level will encourage employees to reach for levels they may not have ever thought they could attain. While setting high expectations for your staff is important, make sure to establish goals that are not completely out of reach, pushing employees to reach for the stars without overwhelming them with impossible tasks.

Encourage Growth, Train and Teach

Constantly encouraging an atmosphere of learning, growth and development can push employees to get more out of their job and reach for higher levels, new ideas and bigger jobs. With the proper training, employees will feel more confident and excited about their jobs because of the high levels of preparation. With constant training, your employees will stay passionate about their jobs while gaining the information necessary to make them better employees, with greater skills and knowledge.

Carl works for Motivo Performance Group. They increase corporate profits with incentive, performance management, health and wellness, sales and attendance programs.

 

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