OPINION
rewarded for their ‘service’. But what is it that makes them put themselves forward? In most cases, it’s the idea that “anyone else would have done the same for me.” This approach can be invaluable for your business. The question is, how do you achieve it? Put simply, it’s about trust, cooperation and reciprocation. Good leadership is about making employees and your team feel that you would do the same for them. Only then will they take a step forward and take on key responsibilities.
5. Managing different groups The way you manage employees is key to many of the points above. But with an increasingly diverse workforce, managing employees effectively is often easier said than done. For me, one of the most important aspects is where your focus lies – is it on the strengths of your team or their weaknesses?
To exemplify this, consider Millennials. Roughly speaking, this refers to people born after the mid-80s. They’re generally considered as some of the toughest people to manage. Why? Millennials are stereotyped as impatient, low on self-esteem and lacking in face-to-face communication skills. However, by typecasting and purely focusing on negative labels, you’re missing out on all of the potential positive skills people can bring to your team. As another US President, Abraham Lincoln, said, “We can complain because rose bushes have thorns, or rejoice because thorn bushes have roses.” Millennials are the first generation that are naturally proficient with technology – and in a world that’s run on technology, this is a massive plus point for any employer. It’s up to you as a leader to give them the right environment, with the roles and responsibilities that allow them to work to their strengths. This is a specific example of course,
but it reflects an empathetic approach that more employers should be taking. Rather than blaming employees for weaknesses or failures, try to empathise and ask “why”. What has caused this weakness or failure? And how can I help? Over time, this will be reciprocated by employees, creating a culture of empathy. Rather than playing the blame game, people can understand each other, work to their strengths and build on their weaknesses.
6. It takes time The final ingredient to a successful business culture is time. Delegation, purpose, safety, service and empathy are all vital, but they can’t be implemented overnight. If you’re prepared to invest the time with all of the above, you can expect to see a strong, successful culture manifesting in your own business – and reap the rewards that come with it. SM
38 | Autumn 2018
ScaffMag.com
