Ever wonder if your leadership style should be less interactive, less personal with your team?
Do you believe that the “cold emotionless leader” approach will bring better results to the organization?
Teresa Amabile in an interview entitled How Team Leaders Show Support-or Not in The Harvard Business School Working Knowledge newsletter, outlines her study published in 2004 in The Leadership Quarterly, and gives insight into leadership characteristics and styles as they impact group performance and creativity in organizations.
She identified 4 key behaviors that will improve the perception of team leader’s support by the team members (and by association improve group attitude and final results).
The groups perception of the leader’s support were positive when:
- they received on-time feedback and prompt response to problems. On-time decision making
- they were supported in their decisions on a personal AND professional basis by the leader and a sense of relationship was developed through exchange of personal information. Create personal relationships.
- they were recognized individually and in public for their achievements. Praise and recognition.
- they were included and asked for ideas and input about decision making. Inclusion and participation of all team members.
They are fundamental characteristics of any leader or manager.
The groups perception of the leader’s support were negative when the leader:
- Did not manage the work efficiently. Lack of timely decision-making, disinterest, disorganization.
- Unable to provide clear role definition and objectives. Lack of focus and objectives.
- Unable to solve problems or avoid them. Lack of strategy and planning.
Becoming a good leader is not all about barking orders or the implementation of revolutionary, new and improved ideas about data management and numbers analysis .
It’s about listening, doing your job and making decisions that affect others on-time.
It’s about dedicating time and applying common sense to create and maintain human relationships.