Life is inherently unequal. If you believe that your raises, bonuses, and prospects will always match those of your colleagues, brace for disappointment. Such is life. As a leader, you may need to prioritize the welfare of your organization over personal interests. That’s just the way it is. Sometimes, you’ll face the need to make hard choices that others might question or deem unjust. That’s part of the journey. Ultimately, to produce results, you may need to adopt a more stringent leadership style.
For instance, consider a football coach whose primary goal is to secure victories. The coach might be adored by players, attract numerous fans to the games, and deliver compelling pregame addresses. However, if he consistently ends seasons with a greater number of losses than wins, he won’t keep his position. It may seem unjust, but this is the reality.
This doesn’t imply that a leader must adopt a harsh demeanor to drive success. Bill Walsh, the renowned former head coach of the San Francisco 49ers, earned the moniker “The Genius” for achieving three Super Bowl victories and innovating the West Coast offense. Yet, Walsh was not a tyrant who yelled at his players from the sidelines. He was calm but assured, imparting invaluable lessons about both football and life. Despite his gentle approach, he held players accountable, and they flourished under his guidance. Many of his players, like Tony Dungy, eventually became coaches themselves, sharing Walsh’s wisdom with future generations.
What does it entail for a leader to be both firm and just? It involves cultivating an equilibrium between delivering outcomes and nurturing relationships with your team. Implement these five strategies to become a leader that others respect and admire.
1. Gear up for success.
New team members must grasp their role within the organization. Your responsibility lies not only in outlining your expectations but also in discovering their aspirations for growth and what assistance they require from you.
A fundamental aspect of being a tough but fair leader is committing to the right course of action, even when it’s challenging, and despite possible financial repercussions. A commendable leader recognizes that prioritizing short-term successes can incur long-term costs. A team will rally behind a leader who makes ethical choices, even when those choices are difficult. Ensure your actions align with your words. Embody your mission and values daily.
Your team will support you when they believe you are in their corner, advocating for every victory.
After establishing your mission and articulating your goals, don’t hesitate to demand results from your team. Set ambitious goals with an enthusiastic team spirit. Your team will back you when they feel you’re in their corner, assisting them in their pursuit of every success.
2. Address errors promptly.
Never allow issues to linger unresolved. If an employee is repeatedly failing to meet their targets, arrange a meeting immediately. Don’t postpone it out of fear of confrontation or the belief that the issue will rectify itself. A tough leader is decisive. Tough leaders don’t wait for events to unfold; they drive outcomes.
Demonstrate to your team that their challenges are your challenges. When they stumble, you stumble. Collaborate with them to identify troublesome areas and work together to learn from those missteps. No one appreciates a leader who merely highlights mistakes without offering constructive guidance.
As the captain of your organization, you are responsible for steering the ship safely to port, particularly during turbulent times. It’s simple to give directions when the sea is calm. A tough leader understands when and how to take charge amidst chaos. But don’t wait for the storm to strike to change your strategy. By that moment, it’s too late, and you’ll find yourself continually reacting to issues instead of anticipating them.
3. Prioritize your team.
Effective leaders can empathize with others’ perspectives. This is not a simple task. I often struggle to shift my focus away from my thoughts to truly listen. Yet, this is crucial for forging connections and fostering loyalty. And it isn’t a one-time effort. Building loyalty requires constant dedication.
For instance, if you express that an employee’s personal development is important to you, yet fail to allocate time or resources for that growth, you indirectly communicate, Your needs are unimportant to me. As a leader, you are expected to uphold a higher standard. You must be mindful of how your words and behaviors resonate with others.
4. Foster open communication.
Your team should have a significant role in the decision-making process. This can’t happen if you are holed up in your office all the time. Encourage your team to feel comfortable being forthright with you—to share thoughts, feedback, and aspirations. While you may not always appreciate their input, it’s essential for your team to recognize that their voices matter.
Part of being stern is accepting difficult feedback. Not everyone will be fond of you or agree with your choices. Urge them to approach you with feedback, inquiries, and concerns. Take their suggestions into account and adapt when appropriate. A successful leader acknowledges that they don’t have all the solutions. Many employees have shared ideas with me that I would never have considered. You can’t predict where ideas will emerge, so incentivize ongoing communication.
One of the quickest ways to erode employee trust is to provide mixed or inconsistent messages. Gossip can flourish when team members feel left in the dark. It’s crucial that people know they can rely on you. Be transparent with them. Discuss any issues and your strategies for resolving them. While some challenges may not have immediate solutions, maintaining open communication demonstrates that you’re cognizant and proactive.
5. Celebrate achievements and address shortcomings.
Fairness in treatment doesn’t equate to equality. Every individual on your team possesses a unique background and story. While employees may have similar training and work experience, their personalities and contributions to the team can differ significantly. It’s essential to acknowledge these differences.
Recognize those who exceed expectations and propel the organization towards common objectives. Don’t hesitate to publicly acknowledge standout performers. Everyone deserves to feel valued. Those who haven’t received recognition will be driven to improve rather than just meet a baseline. When everyone gets the same acknowledgment, regardless of individual contributions, what motivation is there to excel?
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Being firm necessitates decisiveness, collaboration on ideas, and a drive to inspire others to turn thoughts into action. You must guide, lead, persuade, and energize your team to achieve outcomes. The most effective way to accomplish this is by nurturing trust, treating each person as an individual, and keeping communication channels open.
Only through this approach will you unlock your full potential.
