If you ask the corporate employees what does their dream workplace look like, they will first say – “An ideal leader” A transparent leader can spark impressive results that benefit the entire organization. Unfortunately, American Psychological Association researched and found that only fifty-two percent of workers believe that their leaders are upfront and transparent.
What Does It Mean To Be A Transparent Leader?Trust is the foundation of any relationship and it also increases transparency. An upfront leader will share both the good and bad news with the employees and welcome honest feedback from the team members. There will be no unpleasant surprises, no risks of uncertainty, no ego-clash, and unfair treatment while working with a flexible team leader. In return, employees will also give you their full loyalty and effort.
Easy Steps To Become A Better Leader?
Are you ready to develop a new level of trust with your customers or employees? Here are a few easy steps you can use to up your leadership game.
Accept & Admit Your FailureIn most cases, bosses put themselves on a pedestal to save their reputation. But, often, this layer of protection ruins your ways of being a transparent leader. Even a front-runner can make mistakes. But, pretending you are above everyone else won’t make your employees respect you. The more you try to relate to your employees, the easier it will be to gain their support and trust. Never step away from admitting your own mistakes and accepting the honest feedbacks of your employees.
Inform Everyone What You Are DoingLeading a team doesn’t mean you have to sit quietly and do your task in private. Your employees are not there only to follow your instructions and work under pressure. You have to share your future strategies, thoughts, and funding details with them. Engage them in conversation about the growth of your business. Inform them about the company stats and performance.
Be True To Your Company’s Mission And VisionYour company should have a clear mission and vision for its growth. Think about how your core values tie into the final goal. Talk about all these at every board and staff meeting. Don’t create new programs and strategies that don’t match your original mission. If you need to make a difficult decision, make sure to consult with your team first and analyze what they have to say before taking the final decision.
Set Annual Goals And Share With Your Team And StakeholdersYou might set a strategic monthly plan but that’s not enough. You must have yearly goals that your internal staff will put in place. That is why you should plan it along with your team, review the regular progress to stay on track. Goals don’t mean only dollars or numbers. It is also about improving your work culture, employee retention rate, and infrastructure.