In the words of Don Flow, “ Leadership flows out of who we are not what we do.”

 

Leadership is a choice. True leadership focuses on giving and not only getting. Giving the people the confidence, worth, skills and motivation to achieve what you want to get out. The key to any successful team is successful leadership.

 

Management sets the standard for the work ethic, motivation, attitude and unity of a team, however big or small. We all want the best teams to work within our organisations, but are we being the best leaders? Ones’ who encourage the outcomes we are hoping they will achieve. What kind of leader are you?

 

“I don’t care how you feel.  Just do your job! That’s what you get paid for.” “ We don’t pay bonuses or give increases.” etc. etc. Ever heard leaders relay this kind of message to personnel in one way or another?  People don’t forget how you make them feel. Thus, what you say, how you say it and how you treat people truly does impact the outcome of how they perform, and how much or whether you have their commitment to your organisation.

 

I recently attended the 2014 Global Leadership Summit, where several leaders in business addressed thousands of people on the best leadership policies to carry out in business and life.   Space does not permit me to share all the valuable insight, but one of the principles that did stand out is using the principle of S.E.R.V.E. in personnel management. SERVE stands for:  Show respect ; Earn trust; Reach for perfection; Value input and Energise others.

 

The truth is that the entrepreneurs and CEO’s who dare to care about their people get the best out of their employees and retain staff better than their counterparts, who  focus on the bottom line first, with the people as an after -thought. Acting out the S.E.R.V.E. value system teaches personnel to behave in the same manner toward their peers, superiors and customers. It creates a positive environment and encourages good interpersonal behaviour, which will have personnel enjoying their work and putting their best foot forward. 

 

Take a look at the likes of Jeffrey Immelt, CEO of General Electric, Richard Branson – all but conventional in his personnel approach and Don Flow, CEO of Flow Companies Inc. in the USA,  to name but a few.

 

These leaders set high standards and have high expectations , but they treat everyone, from the sweeper to executive management with the same respect. Personnel are given training so that they have the tools to carry out their roles with the best possible skill set and are rewarded beyond expectation. Morale is high and productivity is outstanding. Their people get excited about going to work because it isn’t just about what they can give to the company, but also the fact that they are appreciated, respected and looked after in return. Immelt and the like see beyond the role of the employees within their organisation, to the individuals that work there and their lives inside and outside of the work place.

 

Whilst I am not suggesting that you become best friends with your employees, the people who work for you should matter.  Yes, you do need to care about whether they are having a good day, greet them or tell them they did a good job, and know their name. When it is necessary to criticise or correct, do it constructively. Treat them with dignity.

 

Create an environment that is welcoming to personnel, so that they delight in coming to work and  giving you their very best.

To quote Carly Fiorina, CEO of Hewlett Packard, leaders need to  “Walk the walk, not just talk the talk”. The fact of the matter is that people mimic what they see. You can say whatever you want, but if what you say is not in line with how you behave, it is observed as insincere. People quickly notice and trust becomes a thing of the past. Once you’ve lost trust or instilled fear in people, it becomes a little like pulling the plug out of the bath. Motivation slips, productivity slows, sinicism increases and soon you are dealing with a disgruntled, untrusting personnel and a business that does not operate at its optimum level.

 

A little humility goes a long way. Be the kind of leader that leaves a legacy that reaches generations.

 

And if you need a hand, I’d love to come alongside you, to help you determine what steps are the next best steps.

 

By JACQUELINE FRASER,

M.D. Pursuit Business Solutions

Written in November 2014