Leaders often have predetermined reactions to an employee’s failure, request for change, or uncommon success, and many of those reactions weaken the business and the relationships in them.
Mike, Shaun and David discuss how leaders’ reactions and behavior with employees greatly influence an employee’s productivity and satisfaction at work, and how a leader can improve the team’s performance by remaining connected and human during an employee’s time of need.
DF: “As a leader, try as hard as you can not to confuse acceptance and support with agreement and punishment.”
MM: “We have a responsibility as leaders to help our teams focus, and sometimes that means the heats on us.”
SP: “More often than not we default to letting our emotions take us in the wrong direction and look that the person instead of the problem, even when the problem was out of their control.”
DF: “I’m here to not just tell you that you failed, but why, and I’m here to help you figure out how to do it better next time. I’m going to stand by you, and we are going to figure this out together.”
MM: “There’s responsibility that needs to be completely owned by the individual.”
SP: “Great leadership is holding someone responsible but shielding them from the unnecessary stuff.”