There’s more to being a good boss than having the title and responsibility of telling people what to do. Leadership comes with many challenges, and to become effective you need to know how to guide and motivate your employees.

Be agile

Be prepared for disruption – it’s not all going to plain sailing in business. The secret is to make sure you’re responsive to what employees need and also what’s happening from an external perspective. Be proactive in your approach to leadership, so you’re not just fighting fires on a daily basis, but you’re thriving to grow by listening to the needs of your staff and stakeholders.

Let your employees spread their wings.

It’s all well and good having a framework and structure to work within, but don’t make this too restrictive. We’ve found that the most effective leaders…give their staff the maximum degree of latitude to operate within that structure. It’s important that your managerial style reflects this and allows individuals within your organisation to grow to their strengths.

Build relationships

Having the emotional intelligence and behavioural flexibility to lead effectively is so important in business. It’s all about strengthening those professional relationships to create a high-performing workplace. Essentially, you have to be authentic. The big challenge is then maintaining the fabric of that relationship with your employees through disruption and conflict. Show your human side and you’re on your way to converting the sceptics into committed and passionate employees.

Work as a team

Take the time to get to know your team. Understand their background and gain the insight you need to lead in a more collaborative team style. Remember how and when to let others take control, and show respect to others with a different perspective. Employees want to be recognised as individuals and it’s important to take the time to do that.

Mediate effectively 

Want to have a competitive advantage and guarantee business success? The first step is to show staff that the business is willing to hear them out. Mediation with staff is often not used as effectively as it should. It’s all too easy to ignore strained relationships, especially when we’re under pressure ourselves, but have a conversation early enough and it can make the world of difference. Transforming relationships in a positive way avoids the consequences of doing nothing at all and that minor dispute escalating into poor productivity, a lack of engagement, increased workplace absence and ultimately recruitment costs.

(adapted from an article by The Parliamentary Review at

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