Think about a leader in your life who people deeply commit their time, talent, and hearts to.
I’m talking about the kind of leader who values and recognizes the greatness in others – even when people do not believe in their own greatness. This kind of leader thrives on creating an environment where people are “all in.” When employees are recognized and supported, they are more engaged and driven to succeed. In a study from the American Psychological Association, employees who reported feeling valued by their employer are 60% more likely to feel motivated to do their very best.
In Pour Your Heart into It, Howard Schultz writes, “Success is empty if you arrive at the finish line alone. The best reward is to get there surrounded by winners. The more winners you bring with you—whether they are employees, customers, share-holders, or supporters—the more gratifying the victory.”
How do you become a leader who shares the wins?
Here are four tips to consider:
- Give credit where credit is due. This is absolutely critical. If you do not give credit, there is no way that you will be the leader that people follow into the toughest challenges. There is nothing worse than putting your all into a project, and then the leader taking the accolades. Be a leader who highlights the accomplishments of others and openly shares how their wins impact the larger picture. Be specific and acknowledge the investments of time, smarts, and heart
- Invite input. Invite different perspectives to explore potential ideas and get others involved. Inviting input supports a culture of trust and collaboration by communicating the message that various perspectives are being sought out and valued. It also provides an opportunity for everyone to have a hand in what will eventually be a final product or achievement.
- Get out of their way. Once you have set clear expectations of what is needed and the common goal is understood, give your team the space to problem solve and not feel suffocated. This is where true ownership is built. When people brainstorm, act on their own plans, and have a sense of autonomy, there is more pride in the work. Be cautious here, though—make yourself available if they need you, but let it be on their terms.
- Encourage people to follow their instincts. This is where drawing greatness out of others lies. You need the people on your team to drive components with full confidence—this means that they must trust themselves. The Fierce Coaching model is a powerful tool for this, because it is about asking questions and creating self-generated insight. Try to not give advice. One of the greatest gifts you can give someone is to ask questions, truly listen, and show your confidence with the next steps that he or she wants to take.
These practices are not easy. It takes a courageous leader to truly develop others—to look outward and want to share something bigger.
If you want to be the kind of leader who shares success, you have to stop having the pointless conversations that are costing you time and money and start having conversations that get results. At Fierce, we teach people what to talk about, how to talk about it effectively, and why it matters. For tips on making your conversations count, check out our eBook.