Leadership Two Words at a Time

Leadership boils down to a series of simple but profound habits – and sometimes, all it takes is two words to shift the way you lead.

1: Know Yourself

Leadership starts from within. Before guiding others, you need a clear understanding of your strengths, weaknesses, and values. Self-awareness helps you avoid the trap of overusing your strengths to the point where they become liabilities.

For instance, someone who excels in analysis might alienate their team by nitpicking or being overly critical. A healthy balance ensures your strengths uplift rather than overshadow. Moreover, aligning your actions with your core values not only makes you credible but inspires your team to trust and follow your lead.

Treasurer shares the story of a construction safety leader who admitted his past mistakes to foster an open dialogue about safety. This honesty encouraged others to share, creating a meaningful cultural shift within the company. Leading by example starts with this level of authenticity.

Examples

• Over-analysis can damage relationships if not balanced.
• A leader who preaches family values but neglects their own sets a poor example.
• The safety leader’s personal admission transformed workplace culture.

2: Create Trust

Trust is the cornerstone of every effective team. Without it, leaders and teams become disconnected, creating barriers that hinder performance. Building trust means taking the first step, even though it may seem risky.

Treasurer gives the example of a boss who pretended to still be in the office while on vacation. His lack of trust in his employees dissolved their confidence in him. Leaders must show faith in their teams through transparency and genuine interactions to bridge this gap.

Spending time with team members, not just on work but also to understand them as individuals, builds deeper connections. Reflecting on phrasing in conversations, being open to feedback, and fostering safe spaces for authentic discussions are additional ways to nurture trust.

Examples

• A business owner feigned presence on vacation, highlighting distrust.
• Daily 15-minute chats humanize workplace relationships.
• Replacing “You make me frustrated” with “I feel frustrated” improves dialogue.

3: Nurture Talent

Leaders are not just task managers; they are also talent cultivators. By creating opportunities for team members to grow and take charge, leaders can amplify potential and build a stronger workforce.

For instance, Treasurer suggests delegating tasks, like letting someone else facilitate the weekly meeting. This builds leadership experience and identifies emerging talents. Feedback is another key tool, ensuring everyone understands how they can improve.

One nonprofit director went five years without feedback from their board, leaving them in limbo about their performance. Regular, structured feedback, such as Treasurer's BEER framework – Behavior, Effect, Expectations, Results – shifts the focus to constructive growth.

Examples

• Rotating meeting leaders to foster new skills.
• A director neglected by their board struggled without guidance.
• BEER framework provides actionable growth discussions.

4: Promote Inclusion

Inclusion is more than good ethics – it’s about what your team truly looks like. A diverse workspace thrives on fresh perspectives and innovation. The challenge often lies in confronting unconscious biases, which can hinder decision-making without realizing it.

Treasurer recounts the example of interviewing a candidate with disabilities and how such scenarios test one’s biases. Beyond simply hiring, leaders should initiate exercises like "I am, but I am not" to spark discussions that challenge stereotypes and foster team unity.

Effective leaders make proactive decisions to recognize differences as strengths. Building an inclusive environment encourages every individual to contribute fully, which benefits everyone involved.

Examples

• A leader navigates personal biases during an interview.
• “I am, but I am not” activity brings teams closer.
• Treasurer relates inclusion to his own daughter’s experiences.

5: Set Core Values

Your values define and direct your leadership. If they remain just words and don’t translate into action, trust in your leadership erodes. Living by your core values sends a clear message about your priorities.

Consider a leader who claims to value honesty but evades hard conversations. Their actions conflict with their expressed beliefs, confusing their team. Conversely, treasuring values like fairness might encourage equitable promotions and fair treatment throughout the team.

Treasurer emphasizes regularly revisiting your values. Be sure they align with your decisions and demonstrate integrity in all you do – which becomes a guiding light for your team.

Examples

• A leader avoids uncomfortable situations despite promoting honesty.
• Fairness values encourage balanced recognition across a team.
• Reflection helps align personal values with daily leadership practices.

6: Encourage Safe Conversations

Respect and understanding should govern discussions in the workplace. Leaders who establish clear boundaries for conversation make room for free expression without fear of judgment.

Treasurer suggests setting communication rules, such as banning gloating after correct predictions. These ground rules make dialogue productive, even during disagreements. Incorporating transformational language also shifts the tone. For example, replacing negatives with constructive phrasing can create a positive environment for collaboration.

Inviting ideas from everyone helps foster an atmosphere where nobody feels belittled and voices feel valued. Safe conversations are essential for progress.

Examples

• Communication rules like “no gloating” ensure mutual respect.
• Changing “not bad” to “good” enhances atmosphere.
• Open forums allow unhindered idea-sharing.

7: Balance Strengths

Overdoing strength can result in setbacks. Leaders who balance their qualities are more likely to shine as approachable and effective.

For example, a detail-oriented leader must avoid micromanaging. Instead, they can take steps like delegating minor tasks or reserving their expertise for significant decisions. This enhances relationships while maintaining a positive influence.

Balancing strengths helps keep morale high, and it portrays leadership in a human-focused light.

Examples

• Detail-driven leaders risk micromanagement excess.
• Delegation avoids falling into overcontrol traps.
• Leaders who adapt contribute more energy toward team culture-building.

8: Provide Relevant Feedback

Timely feedback helps fix performance gaps. Delaying feedback leads to weaker relationships, misunderstandings, and stagnation.

Nonprofit directors who never hear from their board signify failed feedback systems. Treasurer stresses providing clear goals during check-ins while illuminating areas improvement can benefit individuals.

Use daily interactions as opportunities for “micro-feedback.” It builds clarity without overburdening anyone. Regular encouragement demonstrates engaged leadership.

Examples

• Nonprofit’s neglected director lacked clear feedback.
• Align scheduled evaluations with personal growth guidance.
• Everyday micro-feedback transforms stagnant workflows.

9: Lead by Example

Actions weigh heavier than words for leaders. Being consistent between verbal commitments and follow-through makes an impression that words cannot match.

Take the safety leader cited earlier: his active honesty shifted workplace culture enormously. He modeled his desire for cultural change beginning with himself. This confidence invited organic grassroots changes suddenly.

Tying team-building exercises directly grows willingness others lending initiative-style proactivity professionally alike.

Examples -Safety initiative cultural impact equally impactful proven in retreat dialogue modeling courage rehabilitation interactive speaking via new operations safety.

Takeaways

1. Host regular one-on-one conversations with team members to better understand their needs and goals.
2. Use the BEER framework to give clear, constructive feedback that inspires improvement.
3. Implement team activities, like “I am, but I am not,” to start conversations about inclusion and diversity.