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Lindsey Auguste

Lindsey Auguste Business Intelligence Specialist

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Be the Leader You Know How to Be

 

Imagine your worst boss ever.  Oh, they were terrible!  Mean and degrading; apathetic to your achievements and work, but angry and intimidating when it wasn’t done yet.  I shudder to even think about that person and how miserable of an employee I was under them.  As organizational psychologist Dr. Nicole Lipkin says, “When people suck, we just kind of suck back.”  Under our worst management teams, we failed to learn, grow, and produce in the ways we know we’re capable.  Now, think back to the best boss or manager you ever had.  Encouraging, supportive, and constantly challenging you to be the best you could be. 

Are you challenging your team to be the best they can be?

If you think about it, you know how to be a good boss because you’ve most likely had one, and most likely had a miserable boss that you know not to imitate.  Our own experiences will tell us how to do it; we just have to be open to them. 

In a presentation given by the keynote speaker at the Women Dealers Breakfast at NADA, Dr. Nicole Lipkin defined ways to use our leadership to grow and retain our teams.  These are my takeaways:

Outline Expectations:  Define the expectations of the position and what you expect that person to provide within that role.  Also clarify what your employee can expect from you as a manager and mentor.

Knowledge Transfer:  Take all the knowledge that’s up in your brain that you’ve spent years developing and learning, and pass it on.  There’s no point letting all those lessons leave with you while the younger generation is left to reinvent the wheel. 

Don’t Forget Rewards and Recognition:  Make sure your team knows you see them and recognize their achievements.  There’s not a person on this Earth that doesn’t like to be told they’ve done a good job.  When it’s appropriate, tell them.

Hold Them Accountable:  Ask them how they want to further their own success.  You can be a mentor, but you can’t do the work for them, nor should you.  Place the accountability in their hands and they will be much more prepared to make the best use of the knowledge, skills, and mentorship that you’re sharing with them.

Keep Challenging Them:  Never stop demanding progress and growth.  You’re not a babysitter, you’re a boss!  Create the best environment for them to grow by continually challenging them to take their own game to the next level. 

The right setting for a team can power them to be engaged with their work, loyal to their company, and do great things.  In fact, people who are engaged with their work give 25% more discretionary effort.  That’s a quarter more effort that they don’t have to give, but do.  A good leader can foster and generate these strengths, their teams, and more revenue.  Empower your team by being the best leader you know how to be.

 

Ron Henson
Love it Lindsey! Bravo!
Brady Irvine
Great post Lindsey! It isn't easy to take a look at ourselves objectively when it comes to stuff like this. I can almost guarantee that our "bad boss" thought they were doing a great job too.
Lindsey Auguste
Thanks, Ron! Stepping into a leadership role (or even if you've been in one for a while) can sometimes be daunting, but there's more in us and our experience that we can learn from that we realize.
Lindsey Auguste
You're exactly right, Brady, and I venture to say that "bad boss" or manager we had didn't take the time to objectively reflect on their leadership style and effectiveness because it is so hard. But then again, effective leaders don't learn or grow by shying away from what's tough.
Chris Costner
Great read Lindsey. I too can remember the good and bad along the way. Both definitely had an impact on me and how I acted in the future. I see it as someone took a "liking" to me along the way and your points from Dr. Lipkin are what they used to help mold who I am today. Those who are in leadership roles will definitely make much bigger strides with an approach similar to the example above. It takes effort and doesn't happen overnight but I believe there should be no other approach in developing our people. Thanks again Lindsey.

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