<aside> đź’ˇ Leadership practices, frameworks and topics for folks to become great bosses

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Five leadership practices to become a great leader:

  1. Give clear direction:

    Try to be as clear as possible and always convey a compelling vision that motivates your team.

  2. Provide the necessary tools:

    Support your people with training, technology, time, and attention.

  3. Let go of the vine:

    Instead of micromanaging, let your people work and trust that they will get the job done.

  4. Act with the greater good:

    Put the needs of the company and your people above your own needs.

  5. Take clarity breaks:

    Schedule time away from the office once a day where you can think and work on the business away from distractions. This will energize you and fuel your confidence.

Wickman also defines two terms:

Right People: the people who fit your culture and share your core values

Right Seats: the role that allows an employee to successfully utilize their full skillset

In line with those two terms, there are four people Issues you will probably deal with as a boss:

  1. Right Person, Right Seat:

    When someone fits your culture and values, and is in a role that lets them unleash their skills. This is an ideal scenario but such people still need your time and attention. Recognize their achievements often and work on the problems they raise.

  2. Right Person, Wrong Seat:

    You have the Right Person, but you hired or promoted them to the Wrong Seat. This person fits your core values and culture, but does not produce results or respond to feedback. You need to find them the Right Seat or let them go with dignity.

  3. Wrong Person, Right Seat:

    This person achieves results but doesn’t match the company’s values. When you terminate them, your team will thank you for it.

  4. Wrong Person, Wrong Seat:

    Easily noticeable. The individual is not fit for the company or the role. They must be let go swiftly before your team loses respect for you.

Studies have repeatedly shown that the majority of employees are disengaged at work. But it doesn't have to be this way. Often, the difference between a group of indifferent employees and a fully engaged team comes down to one simple thing—a great boss.