領導一成不變？這些跡象提示你該改改風格
YEC,AllBusiness.com
2017-01-16
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員工害怕和你談話，連最優秀的手下都在想辦法抄捷徑。不是他們的工作態度變了，可能是你的領導風格有問題。身為領導做不到讓員工愉快地工作，就得考慮改一改作風。 對此我們咨詢了非營利組織青年企業家委員會（YEC）的12位成功企業家，得到以下回答： 問：有哪些明顯的跡象是在提醒改變領導風格？ 1、工作任務完不成 最重要的衡量指標就是工作進度。如果你跟周圍的人打交道總是碰釘子，進展十分緩慢，要么改變自己的做法，要么改變共事的人。最容易著手的做法是，對你的管理風格做少許改動，看是不是有正面的效果。首先向員工征詢他們最喜歡哪種合作方式，收集客觀的答復。——智能車牌架制造商FenSens創始人兼首席執行官安迪·卡魯扎 2、員工不再和領導互動 人們喜歡選擇有好感的人合作共事。要是你有人緣，別人喜歡你，就會跟你多打交道。因此，假如你發覺主動接觸你的人少了，或者工作必要的接觸之外，你的團隊都盡量不和你往來，可能你要改進領導風格了。——Wi-Fi視頻門鈴開發商SkyBell Doorbell聯合創始人安德魯·托馬斯 3、不愿經常授權 當領導應該懂得什么事應該交給更勝任的手下。充分授權并信任手下會出色完成任務，這種信心是有效發揮領導作用的關鍵。——公關行業初創公司AirPR聯合創始人沙拉姆·弗拉德加爾-梅瑟 4、領導提供意見不足 如果你的員工向同事或者其他管理者咨詢意見，而不是去找你，說明你的領導風格得改改了。這種情況說明：要么你這人難以接近，要么團隊成員不重視你的建議。格外留意員工找誰求教或者征詢意見，從中能看出很多問題。——員工工時監控軟件公司Hubstaff.com聯合創始人戴夫·奈沃格特 5、員工不尊重領導 假設你得提醒團隊成員你才是老板，是領導，問題就大了。這說明團隊成員不再信任你，也不尊重你和你的決定，意味著你該改變自己的領導風格了。——創立網站TheAntonioNeves.com幫助職場新人培養領導技能的演說家、獲獎記者安東尼奧·內維斯 6、員工紛紛請辭 員工辭掉的不是工作，而是管理者。如果你的企業離職人數不少，甚至很多，你需要評估自己的領導風格，以及影響他人的方式。幸運的是，我掌握的兩家公司人員流失很少。但即便只有一位員工決定離開，我也要確保弄清他們決定離開的原因，當成改進企業的機會。——育兒數字平臺Expectful創始人兼首席執行官馬克·克拉斯納 7、員工不如過去有奉獻精神 倘若再沒人自愿加班，主動在其他同事休假時代班，過去從來沒有延誤過工期現在卻頻頻逾期，你就要鄭重考慮調整領導風格了。——個人理財博客Money Crashers博主安德魯·施拉格 8、公司的成就并沒有體現領導的價值。 想搞清楚你作為領導創造了多少價值，主要有兩種方法：一是你怎么看自己領導方式，二是在你領導下團隊取得多少成果。我通常更注重看成果。員工有沒有全力投入？成果如何？不管你有沒有參與，是不是所有員工都盡其所能努力工作？看看成果就會知道身為領導表現得怎樣。——傳授如何博得好感的播客Art of Likability主持阿雷爾·穆迪 9、公司士氣回落 大部分員工都會想方設法做好工作。（畢竟得養家糊口。）可要是員工情緒低落，辦公室文化懈怠，你這個領導就碰到麻煩了。假如員工工作只圖掙份薪水，公司一定是在走下坡路，唯有真正的領袖才能扭轉頹勢。——財富管理公司LexION Capital創始人兼首席執行官艾麗·卡普蘭 10、重要目標未能達到 團隊是個體的集合，優秀的領導能根據每個人的特性調整成員之間的互動，讓團隊更加人性化。實踐起來很容易出錯，而最明顯的標志就是看團隊能不能達成重大目標。做領導就像玩拼圖游戲，有時必須晃動盒子打亂拼圖塊，才能重新找到思路。——光伏業初創公司Picasolar創始人兼首席執行官道格拉斯·哈欽斯 11、員工并未向領導敞開心扉 假設我跟員工談及一項決策，他雖然贊同但很明顯有些勉強，沒有說出真實想法，我就明白有必要自我反省了。公司文化里開誠布公是很重要的，要讓員工對手中的項目有主人翁精神，為日常工作感到自豪。優秀的領導擅于傾聽。——智能倉管系統供應商SkuVault聯合創始人兼首席執行官安迪·埃斯特斯 12、優秀員工做事抄捷徑 要是你發現原本優秀的員工突然開始走捷徑，就該反思你管理團隊的方式了。若確為事實，要盡快解決問題，不能視而不見。和團隊坐在一起談心，問問他們作為領導你可以如何改進，可以幫助你實現積極的改變。——公關公司BLND Public Relations創始人兼首席執行官布萊恩尼·勞力斯 YEC是一家僅限邀請加入的組織，成員均為全球最有潛力的青年企業家。（財富中文網） 譯者：Pessy 審校：夏林 |
Your employees dread talking to you, and your star performers are finding ways to cut corners. It’s not their attitudes that have changed. Chances are, it’s your leadership style. If you’re not the type of leader your team is happy to work for, it’s time to make a change. That’s why we asked 12 successful entrepreneurs from Young Entrepreneur Council (YEC) the following question: Q. What’s one tell-tale sign that it’s time to make a change in my leadership style? 1. Things Aren’t Getting Done The only metric that matters is progress. If you’re constantly hitting roadblocks with people and not making progress, then it’s time to change yourself or the people around you. The easiest place to start is trying a few changes in your management style to see if it has a positive effect. Start by asking for objective feedback from your peers about the best way you can work with them. —Andy Karuza, FenSens 2. People Stop Interacting With You People like to work and do business with people they like. When you’re likable, people favor you and engage with you more often. So if you find that fewer people are reaching out, or your team isn’t engaging with you beyond the bare minimum that’s needed to do their job, you might want to improve your leadership habits. —Andrew Thomas, SkyBell Doorbell 3. You’re Not Delegating Regularly Leadership is knowing when someone else on your team could do something you’re attempting, but better. Being confident in handing over a project and entrusting that it will get done with flying colors is core to effective leadership. —Sharam Fouladgar-Mercer, AirPR 4. You’re Not Giving Enough Advice If your employees are going to their coworkers or other members of management to ask for advice instead of coming to you, it’s a sign you need to make a change in your leadership style. This shows one of two things: You’re difficult to approach or your advice isn’t valued by your team. Take notice of who your employees go to for questions or advice—it really does say a lot. —Dave Nevogt, Hubstaff.com 5. Your Employees No Longer Respect You If you have to remind members of your team that you’re the boss or the leader, you have a major problem on your hands. At some point, the team stopped trusting and respecting you and your decisions, meaning it’s time for a shift in your leadership style. —Antonio Neves, TheAntonioNeves.com 6. People Are Quitting People don’t quit jobs, they quit managers. If people are leaving your organization in medium or large numbers, you need to evaluate your leadership style and how you’re affecting others. Luckily, in the two businesses I’ve owned, we’ve lost very few people. But even when one person decides to leave, I make sure to really understand their decision and use it as a tool for development. —Mark Krassner, Expectful 7. Your Employees Aren’t as Dedicated If you no longer have volunteers willing to work overtime or cover someone who’s on vacation, and deadlines that never used to be an issue are now being missed, you need to think seriously about adjusting your leadership style. —Andrew Schrage, Money Crashers 8. Your Leadership Doesn’t Reflect in the Results There are two main ways to figure out how productive you are as a leader: how you feel about the way you’re leading and the results you produce as a leader. I tend to focus more on the results. Are my team members engaged? Are we producing? Is everyone working as hard as they can whether I’m involved in the project or not? Take a look at your results and you’ll know how well you are leading. —Arel Moodie, Art of Likability 9.Company Morale Has Decreased Most employees will try to get their work done, no matter what. (After all, they need to put a roof over their heads.) But when the mood and culture of your office changes, you’re in trouble. Having employees who simply work for a paycheck is a sure sign of a sinking ship, and only a true leader can steer it. —Elle Kaplan, LexION Capital 10. Milestones Aren’t Being Hit A team is a collection of individuals, and the best leaders tailor their interactions to the idiosyncrasies that make us all human. It’s easy to apply the wrong approach, but the best way to tell is if you aren’t hitting milestones. Leadership is like putting a puzzle together—sometimes you just have to shake up the box and rearrange the pieces. —Douglas Hutchings, Picasolar 11. Your Employees Don’t Open Up to You When I’m meeting with an employee and he/she blatantly acquiesces instead of conveying his/her true thoughts regarding a decision, that’s when I know self-reflection is necessary on my part. It’s important to our company culture that we maintain an open-minded environment and that our employees have ownership over their projects and pride in their day-to-day work. A good leader is a good listener. —Andy Eastes, SkuVault 12. Your Star Players Are Cutting Corners If you see your star employee suddenly cutting corners, it’s time to reassess how you’re managing your team. If this does happen, try to problem-solve as soon as possible instead of ignoring it. Sitting down with your team and asking how you can improve as a leader will also help you make a positive change. —Bryanne Lawless, BLND Public Relations The Young Entrepreneur Council (YEC) is an invite-only organization comprised of the world's most promising young entrepreneurs. |
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