What do successful leaders look for when they hire or promote people to front line supervisor, manager or even other leadership positions? The same guidelines you must follow if you’re the appointee and want to serve and manage your leader successfully. To read the rest of this article from the Denver Business Journal, see: Promote Yourself by Promoting Your Leader
Technical skills are just the beginning; what usually makes or breaks performance are the attitudes and actions that reinforce a good working relationship in the workplace.
If you’re the leader wanting to help yourself and your manager succeed, be clear about what you can give and what you want. Review the list below together.
If you’re the new appointee, follow these guidelines to promote both yourself and the leader. There’s a different set to follow if you’re out to stab the leader in the back. See the original article for details.
- Make the leader as efficient and effective as possible. Adjust your style to what the leader needs to be comfortable. Don’t try manipulation, harassment or bullying to make the leader conform to yours.
- No good decision can be made in a vacuum. Find out the leader’s priorities for you - especially if they’re not articulated or clear. Argue if necessary to iron them out, but then make them yours.
- Learn how the leader thinks. Have ready what you’ll be asked for. Learn the leader’s guiding principles, values, bottom lines and red flags - make them yours.
- Clarify appropriate measures for your team’s performance, track them and review the results with the leader.
- No Surprises. Make sure the leader hears bad news from you in plenty of time to develop a backup plan.
- Trust is priceless - cultivate the deserved reputation for being above board.
- Cover the leader’s back. No negativity, bad-mouthing or back-stabbing.
- Don’t make the boss do your dirty work; don’t even allow it. Don’t nag and don’t say that you told them so.
- Think of the best interests of the whole company, not just your own turf.
Your job is not limited to your job description; it’s to succeed and make the leader look good. When you hire your staff, make them buy in to the same list in support of you.
Often, individuals need coaching and organizations need consulting to help them design and implement a plan that fits the situation. To get the help you need, call Ben at 1-877-828-5543.