Welcoem to posts!!
in the future - u will be able to do some more stuff here,,,!! like pat catgirl- i mean um yeah... for now u can only see others's posts :c
My employees know exactly how much money is in my business accounts.
The foundation of effective and appreciative leadership is trust.
Without trust:
đ¨Conflicts escalate
đ¨Mistakes are covered up
đ¨Employees withhold important information
đ¨Decisions are constantly questioned
đ¨A toxic and unproductive work environment emerges
Therefore, building trust is essential.
But if, as a leader, I want to gain my employees' trust, I must show that I also trust them.
â
By flexible working hours, for instance.
My employees can work whenever and wherever they wantâwe all work remotely anyway.
We donât have a shared office.
â
However, the strongest impact of trust can be achieved by delegating tasks.
Bosses who delegate tasks but then constantly monitor and correct their team, undermine this trust.
To employees, this feels as though they arenât trusted to complete the tasks on their own and correctly.
Good leaders have to learn to suppress this impulse and let go of control.
Of course, things wonât work perfectly right away.
Mistakes will happen, and results might even initially decline.
But as a leader, I have to be able to tolerate this.
Itâs a long-term investment in the trust of my employees and, by the way, in their growth as well.
Over time, theyâll get better, faster, and more confident.
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Trust is also demonstrated through open and transparent communication.
Important company updates, for instance.
But also when employees are openly informed about the company's financial situation.
Thatâs why my employees have full access to my accounting software.
This way, they know precisely how much money is in the accounts and what expenses and revenues are flowing in and out.
Additionally, I regularly provide financial updates during our strategy meetings.
I have no problem with this.
Itâs important to me that my employees are always aware of the companyâs financial health.
I trust them.
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Learn The World's Easiest Leadership Trick.
And All You Have to Do is Drink Coffee.
There are bosses who are true alpha types without even knowing it. And without intending to be.
But it still happens.
Meetings are a classic example of when this unintended dominance shows up.
Frank is a team lead at a software company and is just starting a meeting.
"The customer complaints are piling up, saying that our software has been crashing repeatedly since the last update.
I've already thought about how we can fix it.
Do you have any other suggestions?"
Of course, none of his employees say a word.
So, where's the mistake?
Frank only pretends to delegate the task of finding solutions to his employees.
In reality, he is simply presenting what he has already decided.
Many bosses then become frustrated and believe they have the wrong employees.
"I always have to come up with everything myself. None of them ever have a good idea."
This alternative approach can solve the problem quite easily:
"Alright folks, now you know what the problem is.
Iâm going to grab a cup of coffee, and Iâll be back in 30 minutes.
Please present your solutions by then."
Hereâs what happens next:
The employees are initially baffled, sitting there silently looking at each other.
But at some point, someone always speaks up and encourages the others to brainstorm.
This is called "nomadic leadership."
Even the more introverted team members feel confident enough to contribute their knowledge and ideas.
And suddenly, solutions emerge that wouldnât have surfaced had the boss stayed in the room.
What made the difference?
â
Frank is now genuinely involving the team.
â
He is tapping into his employeesâ potential much more effectively.
â
He benefits from their expertise, engagement, and creativity.
â
He encourages them to take responsibility.
At the same time, he ensures that his employees leave work feeling proud and satisfied because they were actively involved.
Of course, this isnât a permanent solution.
Frank needs to learn to hold his horses and suppress the impulse to dominate.
He should also establish a feedback culture within the team, creating a safe environment for all employees, so that Frank doesnât even need to leave the room in the first place.
Frank is needed as a moderator, who refrains from contributing technically, keeps an eye on team dynamics, and ensures that each team member gets a chance to speakâemployees can be dominant too.
But based on our experience (and the experience of our clients), I must also say that there will always be employees who feel intimidated when their boss is present.
No matter how safe and open the company culture is.
For these employees, the boss is still the boss.
And in such cases, itâs better if the leader leaves the meeting.
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Micromanagement is the number one motivation killer.
But is it always due to the personality of the boss?
Micromanagement doesn't only affect rank-and-file employees.
Even a manager can suffer from a micromanaging boss.
Such bosses lack leadership skills.
They demotivate and frustrate through excessive attention to detail and a lack of trust.
They practically train their employees to stop showing any initiative whatsoever.
Creative employees that come up with own ideas? Nope!
No wonder â it seems like thatâs not asked for.
The consequence? Work-to-rule.
However:
Most bosses donât micromanage because they want to torment their employees.
Some arenât even aware that theyâre doing it.
Detail-obsessed micromanagement doesnât always stem from the personality of the leader.
-> Idiotic organizational requirements,
-> legal mandates,
-> compliance rules,
can turn an otherwise reasonable boss into a micromanager.
As an employee subjected to micromanagement, there are only two option to go for:
âLove itâ or âLeave itâ.
Since changing the legal framework isnât easy, the option âChange itâ isnât possible here.
đWant to find out whether you are a micromanager or not? Watch this video: https://youtu.be/iQJ0jo69J8I
23 - 2
...on vacation in Trieste walking in the footsteps of John Wick :-)
21 - 2
I´d like to get to know my subscribers better. Which of these best describe you?
9 - 1
Share it in the comments.
8 - 6
Alex and me just had a great Online Coaching Session with Ed Lawrence film-booth.com/.
He operates the Youtube channel: youtube.com/c/BusinessFilmBoothOnline
and is an expert on YouTube.
He gave as helpful feedback on our YouTube channel. He showed us in detail where and what we should improve in order to grow faster. It was an eye opening session for us.
Thanks a lot, Ed.
6 - 0
I just uploaded my second short film about the narcistic and choleric manager Klaus Buhmann. The video is on my German YouTueb Channel, but with English subtitles. What do you think about it?
0 - 0
2 days ago I published a "Behind the Scenes" video on my German YouTube channel. It is about a short film I am working on.
I just included English subtitles just in case you'd like to watch what I have been working on over the last weeks...
0 - 0
Just released the audio podcast about "Tips for First-Time Managers"
There I interviewed Mike from the youtube channel "Leadership with Mike".
Let me know what you think.
You can check it out here:
www.berndgeropp.com/tips-for-first-time-managers-wâŚ
9 - 0
My goal is to help 1,000+ first-time managers become respected and successful leaders.
Videos on leadership, management, motivation and business strategy.
If youâre a manager and you want to know
- how to lead a highly effective team
- how to make sure, things get done
- how to deal with employee performance problems
- how to get along with a bad boss
- how to balance the demands of work with your personal life.
You are in the right place.
Iâll show you exactly what actually works and what doesnât work when it comes to leadership.