Will your employees follow you out of the office and into the rain?


Have you ever questioned why some bosses seem to achieve their goals relatively effortlessly? It’s not about their accolades or titles – it has to do with their attitude.

While there is no magical recipe for successful management, there are 5 crucial personality traits that effortless leaders tend to enjoy. People who manifest them can motivate crowds and accomplish more because they evolve deep buy-in from others.

This works because they build their leadership in three primary sections: emotion, action and thought. Often, we involve others on a couple of levels, but rarely on all three. If you are uncertain of your leadership skills, ask yourself a single question: Will my coworkers follow me out of the workspace and into the rain?

  1. Confidence even when the circumstances do not warrant it: When things are working according to plan, most individuals need little external motivation. It’s during times of crisis that people begin to look outward and upward for ideas. Usually, the accountabilities, social and monetary benefits, and other determinants keep employees engaged. Yet, when they feel intimidated by layoffs or recession, these determinants lose their clout. For this purpose, confidence from leaders is particularly important when it is the least practical. During difficult times, your coworkers need you most of all. If sales are sinking or jobs are being terminated, courage from leadership helps improve productivity and mitigating a decaying culture. Best of all, it’s free.
  2. Predictability in the progress and expectations: There is one thing that makes fishing harder than target practice: moving goals are more challenging to hit. Being social animals with self-interest, most individuals naturally see the expectations of their leaders. Many will even tailor their performance accordingly if deterrents, incentives and metrics remain even. Yet, too often, leaders are uncertain what they expect of others, or cannot accurately communicate them. In such cases, target practice turns into fishing. This lowers employee energy into frustration and then indifference. Can your coworkers list the top 4 things that you expect from them in job performance?
  3. Frankness in expressing motives and intentions: When a leader regularly expresses his core values through his actions, others begin to follow them and welcome those expectations. This is how culture is formed. It begins with the leader’s attitude and externalises itself in the personality of others. Although developing a model is essential, one cannot lead strictly by example, because actions have various accounts. A leader that wishes to inspire a tireless work ethic by arriving at work early may solely be designated “a morning person.” For this reason, thriving leaders learn to discuss the intentions behind their actions, and then live up to them. Unless workers have no reason to second-guess your goals, they will not act on your words.
  4. Harmony instead of mere compassion or mercy: Healthy neighbourhoods are created around shared values. Not every leader wants to exhibit a casual relationship with workers, but all thriving leaders must skilfully demonstrate their sympathy. This is particularly relevant in circumstances about which a worker feels strongly. Although you may not share the sensitive beliefs of others, you cannot overlook them. Leaders personalise others’ emotions and relate to them on a human values level in situations where it matters to them. This fosters a more profound sense of buy-in. The ability to feel the emotions of others is helpful not only in creating a community among your workers but also in discussing the needs of your clients.
  5. Love as a central individual motivating unit: Every career presents some concrete and emotional benefits. If leaders encourage a culture where the motive for work is strictly monetary, workers will only be involved in the level of their desires. However, if they see their leaders driven by a genuine love for their idea, they become involved on a deeper level. When a core mission beyond self-interest informs us, our work becomes a much more critical hunt. For this reason, leaders who can efficiently convey their passion as their primary motivating force make their energy contagious and thus better succeed.

Was it worth reading? Let us know.