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What It Means To Be A Remarkable Boss

By Ian Cornett on February 1, 2018

Being a boss is hard work. You can be the highest performing individual on your team, but not the most successful boss. Leadership is not about processes; it’s about people.

Not only are you responsible for your performance, but you also have to ensure that your entire team achieves their stated goals. In addition, you need to juggle different personalities and accomplish requests that may not have been included in the job description.

It’s not a secret—managing people requires a different mentality and level of adaptability. If it’s done right, it can be a rewarding opportunity. A good manager can influence the growth and development of an employee and position them for success they never thought possible. A manager may also face problems with employee retention and morale, which carries the additional costs associated with hiring and training new personnel.

People are your strongest asset. How you invest in your employees to ensure they can reach their full potential matters and can dramatically impact the success of your organization. Here are a few things that will help make you a remarkable boss in your organization:  

Provides Access to Resources

What do your employees need to do their jobs faster and more effectively? Do they need data from other individuals, new software, or more training? Ask them. Then do what you can to grant them access to those resources so they can perform their jobs better.

When an employee is able to accomplish work tasks faster, they have more time to take initiative in projects they have personal conviction about—and what employee wouldn’t be happier if they could expand their skills doing work that provides them with meaning?

Providing access to resources that will increase performance and productivity will also reap profitable results for your company—and your employees will never forget the extra step you took to help them make their work life more rewarding.  Maximize the impact of leadership development with the help of experiential  learning. Learn more in this guide.

Deliver Thoughtful Evaluations

Don’t wait until the end-of-year performance evaluation to provide feedback on your employees’ performance. Not only may it be too late by then, but it could make employees feel that you were not providing honest and open feedback when they needed it. Consistently tell your employees how much you appreciate their work, give them insights into the strengths they should continue to capitalize on, and provide them with areas of opportunity.

Be Interested in Your Employees’ Hobbies, Interests, and Goals

What motivates your employees? What are they passionate about? Where do they see themselves five years from now? Ask these questions to show that you are interested in your employees’ growth beyond the work that they produce. For example, if you notice your employee is passionate about charitable causes, find ways to support those causes as a team. This allows you to build stronger relationships in the workplace, create meaningful work opportunities, and empower employees to bring their most authentic selves to work.

Share Leadership Development Opportunities

A great leader trains their employees to be even better leaders. You do this by giving your employees opportunities that allow them to build their leadership skills in non-threatening environments. Remember, everyone does not learn or develop in the same way. Encourage your team to develop personal leadership plans, then meet with them to put them into action. This is a great way to show that you are committed to helping them achieve their goals.   

If you notice that an employee is good at organizing events and they want to build more relationships within the firm, give them the chance to plan the holiday party. If other employees have a gift for public speaking and presentations, give them the microphone so they can give valuable tips to others on the team. These leadership opportunities can pave the way for professional opportunities within the company. This on-the-job leadership training will allow you to effectively develop the leaders your organization will need when the time comes for them to step into roles of influence.

Create an Open Door for Communication

Communication builds trust, enhances productivity, and solves problems. Be upfront about your communication preferences and become familiar with the communication styles of your team members. Ask for feedback to ensure that you are communicating in an effective manner, and create a safe space where employees can contribute ideas and provide this feedback. Your success as a boss will depend on your ability to communicate in a way that shows you care about your employees and want to see them succeed.

If you want to boost employee morale and improve the culture in the workplace, it starts with the right leadership skills. You have to be intentional about being a remarkable boss. If you want to attract the best talent in the market, listen to your employees, encourage their advancement, and support their ambitions. These actions will improve employee loyalty and reduce turnover, putting you in a better position to secure the future and success of your organization.

Being a remarkable boss doesn’t come wrapped in instructions; it comes with a key that requires you to unlock the potential that exists in every one of your employees as you help them soar to new heights in their careers.

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Ian has been with Eagle’s Flight since 1997, and is Executive Vice President, Global Accounts. He holds an MBA in Finance and Marketing from the University of British Columbia. Ian spent 12 years at Nestlé Canada and brings a wide range of experience that includes practical business experience in management, sales, program design, development and mentoring. He works closely with the Global licensees to ensure their success as they represent Eagle’s Flight in the worldwide marketplace. He has developed outstanding communication skills and currently is the Executive in Charge of a large Fortune 500 client with a team of employees dedicated to this specific account. As a result, Ian has been instrumental in driving the company’s growth and strategic direction.

About Eagle's Flight

Founded in 1988, Eagle's Flight has earned its reputation as a global leader in the development and delivery of business-relevant, experiential learning programs that achieve specific training objectives and lasting behavior changes.

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