50 keys to becoming a fabulous & high-performing business - part 2/5
11. Adopt "Adaptive Leadership", based on the principle of sharing responsibility for the future success of your organisation, and your team
Encourage and expect focus on the future success of the organisation; valid critique of any aspect of the organisation if it leads to future success.
Deal with ‘elephants in the room’.
Everyone learn from daily experiences and apply lessons to ensure tomorrow is more successful than today; and an attitude that all failures are successes waiting to happen.
12. Adopt a “Kinship Management” style - based on developing relationships; this means:
sharing purpose, goals, responsibility
using intelligent kindness
providing mutual support
sharing success and failure
13. Ensure that the recruitment process stimulates commitment, trust and engagement between the candidates and the organisation
The successful candidate should feel he or she has been made to demonstrate not just how good they are at doing the job but ensuring the future success of the organisation as well.
14. Ensure that all jobs directly link to the purpose of the organisation and your team
Ensure that each job is expected to make a significant and valuable contribution to the future success of the organisation.
15. Establish, from the outset, mutual expectations between yourself and each member of your team
You also need to establish mutual expectations with your manager and others that you interact with as well, in order to do your own job.
16. Ensure that each job contains challenges that stretch the skills, knowledge and experience of the person filling the job, so that he or she feels valued by you and is expected to rise to the challenge
Do not make the challenge beyond the capability of the individual.
Demonstrate your trust in the person by providing encouragement and support without interfering in their work.
17. Ensure that everyone works in a team
Teams of people with complementary skills, knowledge and experience learn from each other and have strong reasons for working together.
Team members should knit together to create something greater than what can be achieved as individuals working on their own.
Teams should be a place for feeling safe and secure, where individuals can discuss their feelings, ideas, and gain energy from others, and the powerhouse for consistent peak performance.
18. Ensure that everyone in your team in involved in the team, as well as the organisation
Involvement is needed to implement the principle of sharing responsibility for the future success of the organisation.
It also helps to strengthen engagement between the individual and your team (and organisation), which plays directly to people feeling psychologically well.
19. Ensure that you are open and transparent in all your dealings with your colleagues
This builds trust and commitment - two basic attributes that contribute significantly to psychological wellbeing and engagement with their work and the organisation.
Even when you know of difficult issues, keep being open about them.
20. Ensure your communication with people is based on expecting them to respond to what you say, and for you to respond to their response
Communication is a means of eliminating ambiguity, and this requires opportunities for people to question the meaning of things.
Good communication establishes trust (the absence of second guessing the motivation of others).
Trust is a key ingredient of psychological wellbeing.
See below for other parts in this series.
Taken from our Leadership Masterclass October 2016.