The Power of Human Capital ManagementIntegrity
Dwight Eisenhower said, “In order to be a leader a man must have followers. And to have followers, a man must have their confidence. Hence, the supreme quality for a leader is unquestionably integrity. Without it, no real success is possible . . . if they find that he lacks forthright integrity, he will fail. His teachings and actions must square with each other. The first great need, therefore, is integrity and high purpose.”
Integrity builds trust; each employee must feel and trust that their manager is acting with honesty and consistency. Standards establish integrity. The standards that managers follow must be higher for themselves than for their employees. Often managers expect high standards from their employees without evaluating their own standards. The standards that a manager follows demonstrate the expectations of the team.
“ We cannot lead anyone else further than we have been ourselves. Before reaching for the reins of leadership we must realize that we teach what we know and reproduce what we are.”
Communicating our needs is more than just asking for what we want. Think about the specific result that you must achieve and then determine how you will communicate this need.
Encourage contact. “Many managers like to hide away behind closed office doors, keeping contact to a minimum. That makes it easy to be an administrator, but very hard to be a leader. It is far better to keep your office door open and to encourage people to visit you when the door is open.”
Supporting your team means that you will stand behind them; you will provide help when they need it. Whether that help means that you will give advice, guidance, information, supplies or just assistance and encouragement. Communicate your intention of being supportive, it’s important that your team believes it.
A successful manager knows that developing productive and loyal employees takes time and patience. Rather than reacting to an issue, help with resolving the issue with tolerance. By utilizing patience, you reinforce your commitment and support to the team. Sure there will be times that you will have to react quickly in an emergency situation however such times is surprisingly rare.
Involvement means getting to know your employee and getting to know what value they place on being involved with the duties of their job.
Getting to know your employees is finding out more about them on a personal level. What are their ambitions, their hobbies or interests, their family backgrounds and their challenges? Getting to know what is important to them and getting to know their personalities will help establish their motivators for success within the workplace.
Getting to know the level of involvement and commitment to their job will establish loyalty and desire to stay with the organization. When employees are involved in team decisions and in defining their role, they will be more inclined to live by them.
Attitude is the way you view your life – your experiences, your environment, your opportunities, your problems, your choices and your responses. Attitude is the direction in which you lean on all ideas and issues. It’s either failure-reinforcing or success-reinforcing
In time, our thoughts establish our attitudes; eventually our attitudes create who we have become. If we focus on the negative, life events will seem to be against us. If we focus on the positive, life events will strengthen and encourage us.
By taking risks, individuals learn, mature and excel. The only way people can move forward is by taking risks and that is why it is important for managers to allow mistakes – sometimes. If your employees are afraid to take risks in fear of making a mistake, growth and success of the individual and the organization will be stalled.
When employees fear that they will be disciplined for failure, innovation and creativity for the organization are impossible.
Managers demonstrate their respect for their employees by displaying their attitude towards them. You may think that you respect your team members, however, if you do not communicate the goals of the organization, you do not encourage employee involvement, you do not support them in taking risks or you do not offer patience in problem solving – you display disrespect.
With respect, employees will become more committed, share solutions and take risks.
Perception understands someone from the inside out. Managers need to understand employees by seeing things from their perspective. It is easy to forget what it is like from their position.
Not only do you need to understand the employee’s perception within their job but also understand their perception of the words that they use. Meaning of words may mean one thing to you but another to them. It depends on the meaning one attaches to a word.
Building confidence is established by recognizing individual strengths and accomplishments. Let your employees know that you value their expertise and knowledge. Remind them of their past successes. Praise them and the team for meeting personal and organizational goals.