Monday, August 12, 2013
Good morning ,
People often ask me who were my mentors when I was “growing” up in the commercial real estate business. As I would always look back, I so often knew the one or two mentors who made a difference in my career and never hesitated to mention them. I also knew the one or two bosses that still stick out in my mind who where exceptional bosses and leaders.
I often told people that I, unfortunately, had more bosses that I learned what I never wanted to do or leadership styles I promised myself I would never emulate, than those I did.
When I became a “boss” myself, I strived to always be one of the ones that would be looked up to and remembered as “exceptional”, one that people could be proud to say they worked with and learned from.
Most employees would give a lot for the opportunity to work for a boss with even a few of the following great characteristics. Where do you fall in this category?
- Give construction criticism – There’s a big difference between a critique and a conversation that engages the employee and helps them constructively plan how to charge for the better. A great boss knows how to approach a subordinate with the right mix of mentorship and direction.
- Reward good work – While the boss’ hands may be tied when it comes to salary or benefits, a good boss recognizes the best employees, even if the recognition is nothing more than a written note filed with personnel.
- Know how to coordinate and juggle – All employees today are taking on more responsibilities, and it’s up to each person to manage details for multiple projects simultaneously. The best bosses don’t pass on the stress to the people they manage. Instead of acting as if every project is like a fire to put out right away, good bosses adjust and delegate work based on what needs to get done immediately.
- Mentor and coach employees – Very lucky workers have the opportunity to serve under a boss who is really interested in their careers and in helping them get promotions. The best bosses make a point to identify and enhance their employees’ strengths and direct them to projects that will allow them to shine and get noticed.
- Accept responsibility, not just credit – Most people have worked for bosses who are happy to take credit when things are going well, but fewer have a chance to see a real leader in action: the one who steps up and accepts blame when the going gets tough.
- Offer challenge and support – This delicate balance eludes most people: how can you challenge your workers to improve while providing the resources and support they need to succeed? Employees need both in order to improve themselves.
- Take calculated risks – Sometimes, it’s a real risk for a supervisor to trust an employee with a project that the boss knows is just beyond his or her strengths. The best supervisors will know when the time is right to take a step back and allow people they supervise to take the reigns of a big project.
- Recognize a healthy work-life fit – Most workers loathe the idea of reporting to someone who seems to have no life outside of the office. The unstated message is, “I have no life, so neither should you.” These employees often spend long hours at the office because they think it’s the only way to impress the higher ups. Confident and competent bosses can motivate people to work overtime when necessary, but don’t expect 100% devotion to work all of the time.
- Don’t play obvious favorites – If it’s obvious who is the favorite at work, it is challenging for the rest of the team to come together as a unit because there’s extra, unnecessary competition. The best bosses try to eliminate this unhealthy competition that comes from trying to be the favorite and instead instill a sense of working together for the common good of the organization or department.
Make it a great day!