SamTastic Weekly Tip: 12/5/22 - Try Three Research Based Leadership Strategies
Today’s Tip: Try Three Research Based Leadership Strategies
Hold Very Few Meetings
A recent meta-analysis of more than a decade of research shows 90 percent of employees feel meetings are "costly" and "unproductive." That analysis also shows they're right: Employee productivity increases by over 70 percent when meetings are reduced by 40 percent.
Never Serve a Feedback Sandwich
What's a feedback sandwich? Lead with a positive, share the negative or "constructive" feedback, close with a positive.
Unfortunately, a study published in Management Review Quarterly found a feedback sandwich almost always fails to correct negative or subpar behaviors. While one in five people appreciate the positives, three out of four feel manipulated. Nine out of 10 feel patronized.
And only 7 percent actually change the behavior in question.
Here's a better approach from Culture Code author Daniel Coyle. A study conducted in 2014 shows including one sentence can make feedback up to 40 percent more effective:
"I'm giving you these comments because I have very high expectations and I know that you can reach them."
Why is that sentence so effective? It signals three key things to the employee:
1. You are part of this group
2. This group is special; we have higher standards
3. I believe you can reach those standards
Instead of a feedback sandwich, the result is more like a "relationship sandwich." No manipulation. No platitudes. No irrelevant compliments. No false hope. Just clear, direct feedback -- delivered inside a message of connection, belonging, and trust.
Admit You Don't Have All the Answers
Great leaders are extremely confident, and that confidence helps inspire results. Or not.
According to a 2012 study published in Academy of Management Journal, humble leaders are not only more likable, but they also tend to be more effective. Humble leaders are relatable, approachable, empathetic, and -- especially if you're a fan of servant leadership -- more helpful.
A 2011 study found that humble people were more than twice as likely to give more of their time to those in need than those who were not. Leaders who help struggling employees -- additional training, mentoring, help making connections, or simply a second chance -- tend to produce better outcomes.
In fact, a 2011 study published in Personality and Individual Differences found that humility was a "unique predictor" of job performance.
Given the choice, your employees want a leader who is relatable. Approachable. Empathetic. Someone willing to admit their own flaws and weaknesses. Willing to work to overcome their flaws and weaknesses, and help employees do the same.
–taken from as article in INC. Magazine by contributing editor Jeff Haden
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