Three Ways Leaders Open Doors

Why Leaders Open Doors - People Development Network
Why Leaders Open Doors - People Development Network
S Chris Edmonds
S. Chris Edmonds is a speaker, author, and executive consultant. He shares insights on organizational culture, servant leadership, employee engagement, and workplace inspiration. He writes books and articles and records podcasts. In his free time, he's a working musician with the Brian Raine band in Denver, CO.
S Chris Edmonds

@scedmonds

Speaker & consultant with own firm & @kenblanchard. Author: The Culture Engine & 6 other books. @BrianRaineBand mate. @iStock photog. Blogger, pod/video caster.
S Chris Edmonds
S Chris Edmonds

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Think about your current job. Are you working for the best boss you have had in your career? If so, you are blessed.

A “best boss” creates an environment employees love, and where they are inspired and act to produce satisfying, even exhilarating, results.

Maybe, though, you are not working for your best boss. Perhaps you are not even working for an “OK” boss. If so, it is very likely you are not entirely present in your job. You may not be able to apply discretionary energy toward customers or team goals.

Sadly, in my research and experience, more employees around the world would say they are not working for their best boss right now. I have been there myself.

One of my subpar bosses never set clear goals with me, nor determined a strategy my team members and I could use. We never knew if we were “on the right track” until we shared our efforts and results. Of course, then, he was quick to tell us how poorly we were doing, without giving any concrete feedback as to how we could improve.

As you can imagine, our team culture was filled with near-boiling-point frustration. When I walked out the door the last day, I could feel a huge weight lift off my shoulders.

I wonder if lousy bosses are blind to the issues they create? How can they become more effective? One resource I have found very helpful is a book by Bill Treasurer called Leaders Open Doors, which presents a wonderfully simple approach to “lift people, profits, and performance.”  Here are three nuggets of wisdom from the book:

Opportunity

Leaders leverage opportunities for their staff to share the organization’s vision, grow personally and professionally, develop new skills, and generate enthusiasm. They provide group team and skill building as well as hand-pick relevant growth opportunities for individuals.

Second Chances

Good leaders forgive mistakes and clarify expectations to avoid those errors in the future. They give people second chances whenever possible.  This minimizes drama, grudges, and boss tantrums.

Personal Transformation

Leaders elevate standards, ethics, and performance by create environment that encourages personal transformation. They watch for non-tangible but very influential behaviors such as how an employee treats others so they can support, correct, reward or coach as needed.

Be inspired to become your employees’ “best boss” ever. You’re going to be there anyway, right?

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