So many people have been promoted to new leadership positions, or even ventured out on their own as a startup to lead their business.
Having a leadership position is one thing, but being an effective leader is essential for success.
Google for Startups researchers spoke to more than 900 new and startup leaders in more than 40 countries.
The findings agreed that the following 7 strategies are essential for all new and startup leaders to be effective leaders:
1. Treat people like volunteers.
People volunteer because they want to be there, because they believe in the cause, and they know their purpose for why they’re there.
Share with every single person on your team what your mission, vision, and values are for your company.
Give them the “why.”
People want to do meaningful and magnificent work that’s anything, but ordinary.
You pay your people, but if you treat them as volunteers who typically donate their time without compensation, you remember to also value their time and their effort. Be polite, be kind, and be compassionate.
2. Protect your team from distractions.
Be there for them!
You’re busy as a new leader, we get it, but they need you.
How do you do this without being distracted yourself?
Develop them with the skills necessary to get the jobs done.
Empower them to make decisions that you don’t need to make.
Set clear and specific goals and priorities with a plan of action.
Most importantly, don’t forget to check in on them consistently, so they know you care.
This all builds rapport, momentum, confidence, morale, and better performance that gets you the results you desire.
3. Avoid micromanaging.
Micromanaging is defeating to your team. It tells them you don’t have confidence in them and creates minimal effort on their part.
It derails any kind of positive and healthy company culture.
Be available to your team as needed, but develop them to be effective and independent leaders in their own right. At the very minimum, people thrive when they are empowered to lead themselves.
4. Create an open discussion environment.
Allowing your team to have open discussions with you, even when opinions may be different than your own, create a “green-light” thinking environment.
According to Google’s findings, "disagreement among diverse teams actually leads to more effective outcomes." This also allows creativity and ideas to flourish and grow which creates a feeling amongst your team that they
matter.
When people feel like they matter in a company, they care more about the outcomes.
5. Define expectations and hold yourself accountable.
What do they say are the three most important things to consider in real estate? Location. Location. Location.
For relationships to be successful, we might say the three most important things are: Communication. Communication. Communication.
I’m, of course, simplifying that, but all successful relationships, both professional and personal, require open, clear, and two-way communication.
Clearly define expectations that are consistent with everyone.
Make sure your expectations for yourself are made aware as well.
Don’t be a “do as I say, but not as I do” leader. It will destroy trust and respect you’ve built with your team. Once that’s destroyed it is incredibly difficult to regain.
Listen!
Be an active listener, someone that listens to understand, not listens to respond. This allows your team to communicate with you.
People need to know they’ll be heard. The Big Guy upstairs gave us one mouth and two ears for a reason.
Use them wisely!
6. Create a culture of development.
You and your team need to know how to effectively manage processes and effectively lead people.
That’s why every person at every level should have people skills and the most up to date technical skills that are relevant to their position.
Developing you and your team with essential skills is the key to lasting success and to stay ahead in your industry.