I don’t make new years resolutions because for me they tend to die off. Instead, I try to commit to making changes that I want to make throughout the year. Here are some ideas for leadership changes you can commit to:
Help someone develop – developing others is one of the top six leadership challenges faced by managers around the world according to the Center for Creative Leadership (CCL). So commit to developing your employees!
Give feedback regularly, both positive and constructive – set one on ones up for the year and stick to the schedule (as best as you can…if you have to cancel, reschedule, don’t just cancel).
Give recognition – According to Morgan Chaney of Blueboard, 65% of employees feel like they don’t get enough recognition making them twice as likely to leave. Some of her tips around recognition are to make it memorable and personal and to make it shareable, in other words, encourage others to provide recognition – it doesn’t just come from “the boss”. (This is one I need to commit to doing more of.)
Stop stereotyping and making assumptions – whether a consciously or unconsciously, we all do this because our experiences have helped shape us. However, everyone is unique! Commit to seeing people as individuals. (I committed to this a long time ago because of my personal upbringing and my experiences. I still have to remind myself when I make snap judgements based on how people look, where they are from, age, gender, etc. I am a woman who can drive well, but I can’t back into a parking space to save my life…LOL)
Build trust – be trustworthy, trust others, and have courage. I could go in so many directions when writing about trust, but I will focus on one part of it – difficult conversations: Sometimes we let things slide because we don’t want to have a difficult conversation. Unfortunately, by not “rocking the boat” we can lose trust. Here’s a story from a blog I read: “The CEO of a large financial institution was noticeably frustrated when he called out the entire team for this misstep. “We have had dozens of our leaders working on this plan over the past few months,” the CEO said, “and I can’t understand how no one caught this problem. That is hard to believe given the fact that we have some pretty smart leaders here. Why was it left to me to call this out?”” Why didn’t anyone say something? Maybe they thought it was someone else’s job to speak up, maybe they felt it would do damage to their career, maybe they didn’t feel comfortable giving the CEO or another team member feedback… I don’t know the reason, but for me, this would be a trust killer.
Here is my challenge to you, pick one of these and commit to it for this month. Then, pick another one for the next month…and the next…and the next. I’m sure you are getting my subtle hint :-)