You are a leader, but how exactly are you leading? What example are you setting for your followers?

When I was growing up, my mom used to tell us “Do as I SAY, don’t do as I DO.” In other words, follow my directions don’t follow my example. There were times when her words did not match her actual actions and of course, as a child, I was confused. I thought “If what I’m doing is wrong, then why are YOU doing it?”

I’ve been a consultant and coach for years now and I often find my clients doing essentially the same thing. They expect honesty from their employees but they are not honest. They expect integrity from their employees and yet do not demonstrate integrity. They demand quality and yet deliver less than perfect work themselves. I worked with one client who was the project communication’s manager who demanded high quality from his employees and yet his email read like they came from a middle-schooler.

Setting a good example has twice the value of giving good advice.

As a leader, you should have established or defined your expectations for each employee within your group. How does that list read? Are you capable of meeting or exceeding those expectations yourself? Do you hold a different level of competency for yourself than you do for your employees? What about your output or throughput expectations? Are they realistic? Could you keep up with the schedule you’ve set?

It’s true that you, as the leader, set the pace and the bar for your employees. The employees observe you to get an idea of what is acceptable and what’s not. Don’t like the gossip in the office or on the project site? Don’t gossip to or with your employees. Don’t like the casualness of the office dress code? Set the example by wearing the business attire you think is acceptable. Don’t like the tone of phone calls or email from your team? Pay close attention to how you talk to people on the phone or how you respond to people through email.

Set the direction, the pace, and the bar for your employees and they will follow your lead.

 

 

You are a leader, but how exactly are you leading? What example are you setting for your followers?
When I was growing up, my mom used to tell us “Do as I SAY, don’t do as I DO.” In other words, follow my directions don’t follow my example. There were times when her words did not match her actual actions and of course, as a child, I was confused. I thought “If what I’m doing is wrong, then why are YOU doing it?”
I’ve been a consultant and coach for years now and I often find my clients doing essentially the same thing. They expect honesty from their employees but they are not honest. They expect integrity from their employees and yet do not demonstrate integrity. They demand quality and yet deliver less than perfect work themselves. I worked with one client who was the project communication’s manager who demanded high quality from his employees and yet his email read like they came from a middle-schooler.
Setting a good example has twice the value of giving good advice.
As a leader, you should have established or defined your expectations for each employee within your group. How does that list read? Are you capable of meeting or exceeding those expectations yourself? Do you hold a different level of competency for yourself than you do for your employees? What about your output or throughput expectations? Are they realistic? Could you keep up with the schedule you’ve set?
It’s true that you, as the leader, set the pace and the bar for your employees. The employees observe you to get an idea of what is acceptable and what’s not. Don’t like the gossip in the office or on the project site? Don’t gossip to or with your employees. Don’t like the casualness of the office dress code? Set the example by wearing the business attire you think is acceptable. Don’t like the tone of phone calls or email from your team? Pay close attention to how you talk to people on the phone or how you respond to people through email.
Set the direction, the pace, and the bar for your employees and they will follow your lead.