Some leaders make the mistake of treating everyone on their team the same. They forget that each person has different needs and preferences. Some employees may be more productive in the afternoon, while others are most creative in the morning. Some sales reps may prefer direct feedback, while others like to hear positive words before constructive comments.
Amber Johnson, a leadership development consultant, coach and communications expert, understands that even the best leaders sometimes make mistakes in how they support their team members. When you identify the missteps you may be making, you can personalize your interactions and create a more connected team.
In this issue of PromoPro Daily, we share Johnson’s thoughts on where leaders miss the mark by taking a one-size-fits-all approach. Read on to ensure you’re not making any of these leadership mistakes.
Mistake 1: Taking a generic approach to appreciation. Don’t assume that your staff members like the same forms of appreciation as you. Some people like public recognition while others don’t. Some love receiving awards at a big ceremony while others don’t like the limelight. Johnson advises asking your team members how they like to be appreciated and then honoring their preferences.
Mistake 2: Using the wrong channel of communication. Your employees may like a quick text or call from you, or it may stress them out. Johnson says that for her, personally, unscheduled phone calls cause her to worry. Ask your direct reports this simple question: What’s the best way to reach you when a message is timely?
Mistake 3: Giving feedback the same way to everyone. Maybe you have a staff member who just wants to hear it straight. They don’t want any sugarcoating — just tell it like it is. Another person on your team may be more receptive to constructive feedback if you first recognize their contributions. Johnson suggests asking your team members how they prefer to receive feedback. This helps you maximize the potential they’ll hear it well.
Mistake 4: Missing the broader context of a person’s life. Work is important, but we’re all humans with priorities outside the office, Johnson says. We also have natural preferences and rhythms. Maybe you’ve turned down a promotion because it meant giving up flexibility in your schedule. Or maybe you avoid 4 PM meetings so you can make it to your kid’s soccer games, Johnson says. Try to make work fit more naturally into your team’s life.
Mistake 5: Assuming you know how someone wants to grow. The promo pros on your team have different aspirations and want to learn different things. Johnson recommends asking them how you can help them develop and feel excited about their career opportunities.
To be a more supportive leader, don’t take a cookie-cutter approach. Employees have personal preferences and appreciate different things. When you keep this in mind and avoid the mistakes above, you can help every member of your team thrive.
Compiled by Audrey Sellers
Source: Amber Johnson, PhD, is a Chicago-based leadership development consultant, coach and communications expert.
