TEN Insights place the needs of their followers before their own by helping when employees recognize that you are invested in their growth, them mature and develop. they are more likely to stay. You do have an obligation to pay In a simple sense, it is letting go of just being the person in them what they are worth, of course. And their new skill sets charge and being recognized as a true resource whom employees will benefit your business in ways that will justify that expense. can count on. Too often, we think we need to be authoritarians. Loyalty is a two-way street. If you want employees to be loyal to you and your business, you must also display loyalty to them. We think this is the only way to ensure things get done. But we can still hold people accountable, while we also invest in their Show them what you are willing to do for them. Take genuine success. Ultimately, we want our people to be successful because interest in their growth. Help them achieve their goals. As their that leads to our own success, right? So why not help them do so? success grows, so does the success of your business. There is an old An easy step to becoming a servant leader is to do a better saying that when you make customers feel special, they become job of listening to your people. Do you really hear what they are special customers. The same can be said of your employees. Let saying? If you let something go in one ear and out the other, your them know how special they are to you by investing in them and people will soon recognize this and will stop trying to talk to you they will become special to your business. about their concerns. This is not healthy for your business nor One last piece of servant leadership that I want to share with for the morale of the people in it. you is to be vulnerable. Newsflash — you’re not perfect! No one If someone takes the time to bring something to your attenis! You will make mistakes. Are you willing to own up to them tion, even if you think it is small or pointless, it is important when you do? I see way too many people make excuses or blame to them in some way. Take the time to hear them out. Ask others for their own mistakes. They seem to think that admitting questions to clarify and confirm your understanding. to mistakes is a sign of weakness. I will tell you that it’s a sign of strength. If it is something that you can or should act upon, do it. If it Do not be afraid to tell an employee “sorry” if you make a is something that you cannot or should not act upon, first thank them for sharing their thoughts with you! Then, explain why you mistake that affects them or your entire team. These things are will not act upon it at that time. This demonstrates that you did going to happen. When you demonstrate that you accept your mistakes, others will do the same. If you have a shop full of people hear them and that you value their input. pointing fingers at each other when problems occur, you need This approach will encourage people to share their ideas and thoughts with you. Before you know it, to look in the mirror as that behavior likely you will uncover productivity barriers and starts with you. other issues that you may have not been Being vulnerable also involves admitting aware of before. You may also uncover new that you do not know everything. I am a firm If you do not know the processes or procedures that will improve believer that there are great ideas that reside productivity, as well. within every business. These ideas often best way to approach a exist inside the minds of employees, but Additionally, when listening, do so with situation or process, ask empathy. This means that you understand are never called out. Do not be afraid to ask the emotion behind what your employees questions of your employees. If you do not your people. are trying to tell you. This will be particularly know the best way to approach a situation important when an employee comes to you or process, ask your people. Not only are they likely to have some great answers, but with a personal request. For example, if an employee comes to you asking for a specific they will feel empowered. They will start to provide ideas more day off in order to attend a special family event, understand freely. This empowerment also makes them feel more engaged what that means to the employee. In this case, you should look in the business, making them less likely to leave. at every way possible to accommodate the request rather than Becoming a servant leader does not happen overnight. It quickly dismissing it. This does not mean that you will be able requires work. That work starts by understanding what your gaps to accommodate every time off request. It does mean that you are. Where can you improve? sincerely look for possible ways that you could. If you are able Start by looking in the mirror. Be honest with yourself and to accommodate from time to time, employees will be more recognize where you need to adjust. Commit to making the understanding when you cannot. changes in your leadership style that will rally your employees around you — as opposed to fearing you, avoiding you or simply Another key to being a servant leader is a willingness to help ignoring you. employees grow. Again, this starts with listening. What does the employee want or need to learn? Where do they want to go in Work on it every day, making little adjustments as needed. their career? How can you help them achieve these things? Before you know it, you will be recognized as the servant leader I have actually heard owners and managers state that they did that people want to work with and for. And that will drive your not want to invest in training an employee because they were business to new heights. ■ concerned that this person would leave and take those new skills to work for the competition. Tire industry veteran Jeff Morgan is the executive director of TEN (Training Trust me, it is much worse to keep someone who is untrained and Education Network). He can be reached at jeff.morgan@20dsp.com than it is to risk losing someone whom you developed. Besides, or (651) 846-9871. For more information, see www.mtdten.com
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