It’s Time to Leave 90s Leadership Behind…
How to Transform Your Management Practices for the Modern Workplace.
It’s time to pivot! The rise of new generations has led to a need for managers and leaders who can foster open and honest working relationships while still providing efficient results.
Spotting Human-Centred Leaders
Being a good manager or leader isn’t rocket science. There’s also no one-size-fits-all formula for success. I like to compare it to being a parent: it’s not for everyone and it’s an ongoing learning process. The “best practices” have been around for a while, and it requires both soft and hard skills.
They are an enabler, patient expert advisor, listener, and someone who is flexible to adapt to different personalities and ways of communication. They can see the best in each person, regardless of their differences. They are a motivator and role model, always willing to get hands-on if necessary.
Identify fake leaders pretending to care
There are still many “old-school” managers or leaders who don’t possess or foster the right values, but they are good at pretending.
So, how can you easily identify these people? One of the most common signs of a self-centered or narcissistic boss is their reluctance to give praise and recognition to others.
Get rid of the command control seat
The traditional view of a “boss” as a controller is outdated and does not reflect the modern workplace.
People applying for such positions may not be willing to take on the necessary responsibilities, instead seeking recognition based on hierarchy and power. This has created an environment of fear and mistrust, rather than respect and admiration.
Watch out for the “Peters”
This concept states that people in hierarchical organisations often reach a level where they are no longer competent, as the skills needed for one job do not always apply to another, and the employee may not be aware of their own limitations.
Basically, candidates for promotion are chosen based on their current performance rather than abilities that would be beneficial for the new intended role.
“In a hierarchy every employee tends to rise to his level of incompetence.”
Even if they intended to create a satire, they named a phenomenon that happens way too often and companies have clearly not yet learned to avoid it.
A good “boss” can be comparable to a reliable parent or caretaker; one that won’t just punish you when you make a mistake, but rather guide you and be patient while you process and strive for improvement.
They will make you feel empowered and help you learn from your failures rather than discouraging you.
If you achieve something outstanding, they will immediately praise you and make it visible to all. This will help you get the recognition and opportunities you need to continue growing.
Humility should be a must-have value
Humble leaders won’t mock or belittle you; instead, they open your eyes to what you may be missing without making you feel inferior.
They are honest about their own gaps, showing that they are not perfect and everyone has their own challenges to face, regardless of their hierarchy.
Effective leaders encourage feedback and provide clear guidance without using fear or manipulation to control outcomes.
Avoid hidden agendas
Great leaders are straightforward yet respectful. They don’t view themselves as superior to others simply due to their title.
They actively listen to different perspectives and ensure they have all the facts before drawing any conclusions.
They conduct conversations on an equal footing, without the employee feeling the need to agree with everything or take the blame. Blaming should never be part of the equation if you want to achieve a frictionless collaboration and communication with someone.
Other typical behaviours of bad leaders:
- Making fake promises: employees are promised rewards for reaching particular objectives, only to have the goalposts moved once they are close to reaching them.
- Hardly ever investing in their team’s development: they fail to understand the long-term benefits of doing so. their only priority is immediate financial results, and they lack any empathy.
- Displaying incompetence: they will usually keep loading their workload on high performers. They view their position as one of entitlement rather than responsibility.
- Unable to set a clear vision and strategy: failing to give clear direction and providing frequent constructive feedback.
- Taking all the credit: they will sign their names off on tasks they had no involvement in, leading to a decrease in employee engagement.
- Micromanaging: this is actually the most common bad practice of the old days. They monitor employees movements and foster an environment of distrust were people feel suffocated and confined.
My own path as a leader
Leading a team is the most rewarding job I have ever had. I may no longer receive the same kind of recognition from design awards or customer compliments, yet I am rewarded in much better ways from my team. They provide both praise and constructive criticism which enables me to expand my skill set and keep growing for them.
One of the best parts of my job is how everything comes full circle as my interpersonal abilities are constantly being tested and improved. My early private life experiences probably took me to become a leader at work, but this role today pushes me to become a better person for my private inner circle too.
So tell me… how did you come to the conclusion that a managerial or leadership role was meant for you? or not?
I’m curious to know about your experiences as a manager or employee — whats the best or worst you had to deal with so far?
Let me know your thoughts in the comments :) Thanks for reading!
