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The Kind of Leader You Shouldn’t Be Like

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It sounds so noble, being a leader. It sounds like you are the person to whom people turn to for advice, guidance, and knowledge, like you are the one who is responsible for sending people down the right direction. Being a leader seems to mean that you have a grand vision for the group, and that you want to inspire every to work towards that vision, making them discover how they can be all that they can be and what possibilities are out there. It’s as though you’re the one who should make things right.

Well, here’s a surprise: That is all true, not just some dreamy interpretation of leadership. A leader really is supposed to be the person who employees trust and can count on, and a leader should have a good vision, know the direction in which the team is heading, and be able to inspire employees to do their best. It sounds like such a tall order, but a lot of leadership skill training and an understanding what your employees need from you should enable you to warm to your new role more easily.

To help you understand leadership a little more easily, it might be a good idea for you to think about the kind of leader that you shouldn’t be like. Knowing what behavior and habits to steer clear of can sharpen your ability to lead your group.

For starters, you shouldn’t be the type of leader who will look only after your own welfare. Your position is not just all about you nor is it solely about your own prestige. Your priority is to keep your department successful and ensure that your employees are contented with their jobs–if employees are happy at work, it is more likely that they will be more encouraged and inspired to perform their tasks.

You should also avoid being the type who’s indecisive and wishy-washy. Your employees look to you to make the right decisions as quickly as possible, and you can do this if you have sharp business acumen. Rather than letting one issue dangle indefinitely, you should realize that you have to act on matters swiftly to resolve them right away and get a project started.

There are also leaders who don’t stand up for their colleagues. These are the ones who wash their hands of responsibility when employees are under fire, leaving employees to the wolves. If you want your employees to be loyal to you, you have to be loyal to them in return. This doesn’t mean covering up for their mistakes, but getting their side first before condemning them,

Leadership skill development takes time, and you can have an easier time developing this important quality by choosing people who are great examples of leadership. At the same time, you should also think about what kind of leader you would have wanted to have when you were still starting out at work.

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