12 Behaviours of Good Leaders

workplace_leaderAre you leading an organisation which could be missing out on economic benefits and competitive advantage? As Bill Gates said “Organisations must innovate or die.”  So how do you lead your organisation or business to be innovative, effective and profitable?

1.Take the time to get to know your team.When you ar
e leading an organisation, it is important to focus on innovation, collaboration and diversity.

Take a different member of your team out to coffee each week and see what you learn. Get to know them from their family life through to their working style.

2. Make an effort to have a strong presence within your team.

Be visible, approachable and responsive. This is important in building the team’s sense of belonging as a united team, and in ensuring the team knows you are available for consultation should they need to call on you.

3. Acknowledge differences, don’t ignore them or reprimand them.

Differences are seldom acknowledged. This is partly because working with difference can be uncomfortable. Celebrate the differences!

4. Recognizing strengths and pull on people’s expertise.

Your team will feel valued and a sense of belonging if you are not only aware of the strengths in your team, but if you actively utilize these strengths in delegating tasks or asking opinions.

5. Ensure that everyone has a voice at the table.

Work collaboratively by including all team members to participate in a discussion. Ask for the opinions of everyone at the table, not just the loudest voice.

 6. Include employees, where relevant, on broader business communications.

Involve employees in business communication to build a sense of inclusion and a broad vision of company goals. It’s import to being involved in communications, meetings or projects to broaden an understanding of the business.

 7. Involve employees in decision making, and influence a decision rather than delegating one.

Involve your team members in the decision making process to gain buy-in and accountability. It’s important to talk through why an idea wasn’t implemented so that the person feels acknowledged and valued. Don’t “brush over” someone’s opinion. It only takes a small number of abrupt dismissed ideas before you stop getting any.

8. Always provide an explanation… Don’t leave it up to assumptions.

There may very well be a just cause for not including people in certain meetings, activities, communications, and that’s fine. Eliminate any chance for an employee to feel mistreated, discriminated against or for the team to feel injustice.

9. Have the courage to stand up against exclusion

As a leader, you set the culture, and “the way things are done” in your team. If you are not actively calling out actions, words or behaviours that are leading to exclusion or discrimination then you are taking part in the exclusion

10. Acknowledge individual contributions.

By acknowledging the effort and contribute of everyone regardless of their difference you are providing an incentive scheme and a feeling of acknowledgement. Both individual and team recognition is important to reinforce and encourage team behaviours of high performance.

11. Use language that can include everyone.

Avoid using jargon that some of the group won’t understand. And, if you do, make sure you are explaining what you mean to the entire group. This use of inclusive language spans from technical-terms through to insider jokes.

12. Be aware of your conscious and unconscious bias.

In terms of the decisions you make at work, it’s important however that you are aware of the potential biases that are coming into play. Are you assuming someone needs to be micromanaged because of their age?

Research material provided by Sarah Tobin


Simone Ey

About Simone Ey

Simone Ey is the Managing Director at Citron Consulting and possesses over 20 years of human resources, organizational development and education experience. Simone’s expertise includes HR strategy including workforce optimisation, change management, organisational development, capability development, performance management and leadership coaching. Simone holds a Diploma of Business, Bachelor of Business degree in Human Resources and Psychology and a Graduate Diploma in Education. Simone is a Certified Professional member of the Australian Institute of Human Resources.

Submit a Comment

Your email address will not be published. Required fields are marked *

Pin It on Pinterest