Centric Strategies for Effective Leadership

Leaders who have a laser focus on developing, retaining and promoting internal talent create an environment of employee centricity which yields the growth, innovation and persistence of the organization. How can you implement new strategies to promote change and increase the productivity of your organization? Start with these three strategies.

Great Leaders put their teams first.

Great leaders always put their people first. When things go well, their team gets 100 percent of the credit; when they don’t, the leader shoulders the blame. Great leaders recognize accomplishments of all sizes by expressing gratitude, celebrating achievements, and developing recognition programs. As a leader, you must create an environment where trust is at the center of the team’s value system by always recognizing accomplishments, providing the safe environment to fail, and providing unwavering guidance when times are turbulent.

Great Leaders create development opportunities for their team.

Great leaders recognize that they didn’t start the careers out as such. Most likely, they had entry level positions first and then expended their responsibilities with the passage of time. Great leaders also create the opportunities for their employees to grow similarly by developing the internal, upward mobility channels. Leaders should conduct the development, training and monitoring programs for their employees to enable the next generation of leaders to ascend to the top.

Great Leaders communicate openly and honestly with their employees.

Great leaders communicate, communicate, communicate! When an organization relies on a framework of scarce information, employees tend to create their own urban legends and circulate incomplete information. Where an information vortex exists, agitators will be drawn to the opportunity to create dissension and spread mistruths. Don’t allow the gossip mill to become your communication conduit. Communicate what you can, when you can, and be explicit if and when you can’t communicate. And, for the sake of morale, be sure to communicate both successes and challenges.

Try to avoid the unilateral communication plague wherein communication is one dimensional and only top-down. If you rely only on others to gauge the pulse of the organization, you may miss the tremors that appear at the lowest levels of your company. To avoid this, meet with employees regularly, not only to ensure that your message is being heard, but to ask for feedback and listen to employee concerns.

By focusing on your most import asset – your people – you’ll be able to weather the ebbs and flows that impact organizations, all while increasing your organizational accomplishments.