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‘Magnetic Leadership Pull’- your new mantra for success

If you are in a leadership role, you might require quick reading of essential traits needed to establish the magnetic pull among your team mates and thus determine the movements and progress of a successful business unit. Michael J. Tolan identifies some key traits that leaders can imbibe to embrace the concept of ‘pull leadership’.

Before computer games hijacked the playground of children’s entertainment, we had simple offline games that would occupy our leisure time, and ‘follow the leader’ was a popular one in the latter category. According to the rules of the game, the player was posed with a challenge to stand in the front of the line and initiate various moves that were to be copied by the group.

Anyone who does not mimic, precisely, was removed from the game. The leader of the game would try to throw off the rest of the group with unpredictable moves in a noticeable attempt to make them lose.

The strategy of the game for everyone but the leader, was to follow every move, gesture and pose, to be become a carbon copy. The last person standing behind the leader would then take over as the new leader, thus, providing the challenge and reward for the game.

As leaders in business today, many are perceived by their employees as moody, unpredictable and ready to throw anyone overboard that cannot predict and adapt to the next move ahead.

The differences are clear that the game allows players to meet a challenge led by someone, who is trying to get as many people to lose the game as fast as possible, whereas in the business, the leader should desire their team to follow without demanding that they possess the powers of ESP.If you are in a leadership role, you might require quick reading of essential traits needed to establish the magnetic pull among your team mates.

Intentional positive communication
Do the members of your team know exactly what you want them to do? Assuming this can be hazardous, therefore frequent good and positive communication, without the blame card, could work better for you than internalising your frustration.

The new inspirational leaders do not practice public humiliation and criticism while correcting the actions or behaviors of their employees. As your employees spend more time with you each day than their own families, it is your responsibility to develop them into shining examples of excellence within your team. One-to-one coaching, nurturing their strengths and dismissing the smaller mistakes can go a long way to encourage loyalty and pride in the work place.

As Dale Carnegie suggests, “catch them doing something right!”

Praising in public and correcting in private will foster trust and a desire to be at the top of their game. Communication is never effective if the person on the receiving end has to cringe or hide under their desk when you are about to provide your input.

Gestures and facial expressions may be subtle, but they communicate loudly. Remember that as the leader, you are the center of attention whether you like it or not. Your mood will either enthuse or hinder the progress of your team. They will notice, even if you do not, the look that you give a subordinate when they are not giving you what you demand.

They will all see themselves in the place of anyone else on the team who is being bombed with negative energy from you either through words, disapproving or unkind facial expressions or looks. Remember that non-verbal communication represents the majority of all communication and therefore, you are being caught on camera in their minds for every single moment of movement.

This power can be used positively to give a subordinate a knowing smile of approval and can bolster and sustain them for longer than you could even imagine. Moreover, once you have put into practice positive communication within your team, you will have the advantage of leveraging this to the next level by openly practicing a rewarding culture of voluntary positive performance.

“Leaders who discipline themselves to consider others around them as being an extension of themselves will easily get others to want to follow them.”
Every day the head of a business is faced with dealing with external and internal issues that can often be unpredictable. The better you are able to cope and to compartmentalize these challenges with grace and responsibility for your own reactions will lead to you operating a stable workforce. Is recognition of your employees still important in today’s business environment?

What systems does your business have in place to do this on a regular consistent basis? Are you the type of leader that hands out a trophy, or, a ribbon once a month, or once per year and does little in between to drive the message of, “we need people like you to get us to where we need to be?”

You could start a low cost, highly effective campaign from today by simply using the sincerity and appreciation for the people who have joined your quest to succeed. Imagine that you are alone, without anyone at all to assist you, and you will quickly appreciate all the help that you have.

If you are upset about an issue from the bank, a client disappointment, your home life, does this really need to be sprayed upon your team members like an ‘anti-air freshener’? Protecting your team from non-relevant issues is part of your job, but, remember, they were looking for a job when they found you.

If you really want to excel and go farther than you did before, you should be prepared to practice new strategies with the people who are tied to you and your own performance as a leader.

Let them know how important their role is, and how they can increase their own ability to shine within the team. A simple kind word, a friendly greeting often can sustain their thirst for appreciation and recognition daily.

While it is typical for many leaders today to moan about the lack of motivation of their employees, ask yourself the question: What is driving their behavior? At the end of the day, it is the leadership that determines the movements and progress of a successful business unit.

When people who work for an organization, see and hear that their leader actually cares, it will become evident that you will be the leader that everyone will want to follow, no matter what is the task at hand.

Be the Leader that everyone will want to follow. Take the Lead.Michael-j-tolan

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