Know thyself and then others –
Relationships are complicated, at home and at work. Hiring managers try to hire for “fit” and executive leaders attempt to promote based on leadership prowess. Nonetheless, finding the perfect balance of human capital within any organization is not an easy thing to do.
Recently, I wrote an article about different behavioral styles in the workplace. In that article, I reflected on a large team-based project I completed using a behavioral style assessment and a series of coaching sessions and workshops to impress upon the almost-100-person team that they must adjust how they behave depending on who they are interacting with.
What often happens is that we rest in our comfort zones and interact with others in our own style. This can be off-putting. As a leader within a small business, the ability to move in and out of styles is critical.
Below are a few ways you can ensure you are doing this to maximize business success:
Do your research
Take the time to understand this topic. First, understand more about your own behavioral style. As leaders, we cannot give what we do not have. Investigate the different assessment tools and choose one that helps you get to the bottom of how you behave at work and at home.
Once you know more about you, start to use this research and tool to understand your team members. What motivates them? What repels them? How will they react to certain stimuli?
You will not be disappointed.
Get a coach
People often cringe when they think of hiring a coach. If you don’t want the added expense, see if you can find a free coach, or someone who would be willing to meet with you in a coach/mentor capacity to help you dig deeper into your leadership style. How does that style impact the team around you?
Do you have fond memories of that coach who helped you improve your A-game in little league, or during a speech contest? Coaches can be pivotal in your leadership journey. Don’t overlook this possibility.
Ensure checks and balances
As I revealed in my most recent Forbes article, it is helpful to find someone with whom you work who can provide feedback to you about how you are using your newfound skills. Make sure you trust them. I would not suggest that it be a subordinate given the pressure to provide positive feedback. Either way, let an outsider be the judge of the change you are seeking in yourself.
In the end, leaders who focus on ramping up their ability to assess different behavioral styles inside their workplaces are far more successful with leveraging the entire team for the benefit of organizational goals. Do your research, look for an informal or formal coach and ensure that you have someone you work closely with monitor how well you are using this new leadership strategy.
– Contributed by Heather Younger, guest blogger and friend of Inspiring HR
Heather is the founder of Customer Fanatix, an Employee Experience and Leadership effectiveness firm. Heather helps organizational leaders find their truth through voice of the employee programs, leadership workshops and retreats and executive coaching.