Do you have a specific leadership system? If you read yesterdays post and you’re trying to design or define your system here are a few things to think about. Your system should…
- create a sense of shared expectations between the leader and the follower. When a leader and a follower don’t have shared expectations they’ll have shared frustrations.
- have feedback processes that include encouragement and redirection. When we fail to give feedback either positive or negative it breeds a sense of insecurity in those that work for us.
- include the further development of your employees. Too often we focus only on an employee’s contribution and ignore their development. Your system should include a way to encourage continual development.
- build on the strengths of your employees. An employee who is operating in their strengths is more likely to be engaged and fulfilled at work than one who is operating in their weaknesses.
- incorporate caring for the soul of your team members. Leadership is relationship and in order for those on my team to be fulfilling their God given purpose I must stay engaged with the condition of their soul.
- provide platforms for consistent communication with team members. I’ve always loved John Maxwell’s saying, “People are down on what they are not up on.” It is essential for the leader to communicate on a regular basis.
What else needs to be included in a leadership system?
