Leadership transcends the mere title of ‘the boss’. It entails an integrative approach where you view yourself as a part of your team, rather than adopting a hierarchical perspective. Nevertheless, it is incumbent upon you to navigate and direct the collective efforts toward shared objectives.
This role carries substantial responsibility and requires considerable effort. To assist in alleviating some aspects of this demanding position, we will explore seven key areas where potential self-imposed impediments might be hindering your effectiveness as a leader.
1. Feedback
Some leaders exhibit a significant reluctance to provide constructive feedback, often hesitating to address mistakes made by team members during project execution. However, this perspective is flawed—offering guidance that enhances an employee’s performance should not be viewed as negative criticism but rather as positive and beneficial support. Such feedback enables employees to perform their tasks with increasing precision over time.
By suggesting improvements, you facilitate the professional growth of your team members and bolster their confidence in fulfilling their roles within the organisation. Therefore, do not shy away from identifying errors and proposing solutions; it is far preferable for employees to receive clear direction than for you to quietly correct mistakes that could have been easily avoided with proper communication upfront.
2. Leadership is a role unto itself
When establishing your own firm or being promoted within an existing company, it is a common misconception to equate position with effective leadership. Leadership does not inherently come with rank; rather, it is a distinct role that demands the acquisition of a comprehensive new skillset. As a leader, you transcend the role of merely being “one of the team members” and assume responsibility for providing guidance and clarity on how each individual’s contributions align with broader organisational objectives.
The ability to convey the overarching vision to your team is crucial for effectively guiding your employees. Demonstrating a well-defined plan, outlining how each member contributes toward achieving specific organisational goals, fosters receptiveness to feedback and critiques.
Conversely, in the absence of a visible strategic framework, employees may perceive your actions as micromanagement, potentially resulting in resentment. As you step into a leadership role, it is essential to recognize that effective leadership involves ongoing learning and development; respect must be earned through competence and trust rather than being assumed by virtue of title alone.
3. Employee relationships
As a leader, you will become the primary point of contact for your employees in various situations. For instance, you will be their confidant when personal matters affect their professional performance. Additionally, team members will approach you to share innovative ideas on optimising workflows, attracting new clients, or even suggesting the discontinuation of problematic client relationships.
It is crucial to ensure that your door remains perpetually open to your team. Staying accessible allows you to receive vital information—positive or negative—that can significantly influence your firm’s success and direction.
To foster open communication within the team, establish a structured time each week for all employees to voice their thoughts and concerns. This can be achieved through weekly group meetings or individual one-on-one sessions dedicated to allowing employees to freely express what is on their minds.
Moreover, it is crucial to recognize that not all employees are motivated solely by financial compensation. Many individuals seek to be part of something greater than themselves — whether it’s the camaraderie of a family-like workplace environment or participating in the growth and success of an emerging company. Understanding each employee’s personal motivations and aspirations will significantly contribute to maximising their productivity and satisfaction in their roles.
4. Delegation
New leaders frequently exhibit caution when it comes to delegating tasks, often preferring the assurance of quality derived from completing the work themselves. However, leadership entails a distinct set of responsibilities that, in tandem with routine accounting duties, can be overwhelming.
It is crucial to trust your team to manage these tasks effectively. This is where workflow systems prove invaluable. These systems enable you to establish precise protocols for how files should be managed consistently. By implementing well-documented procedures, you can ensure that tasks are executed according to your standards and specifications.
5. Setting goals
Setting goals is paramount in your journey to becoming an effective leader. It is advisable to establish short-term (one-year) and long-term (five-year) objectives. Subsequently, decompose these overarching goals into actionable milestones that can be achieved on a monthly basis.
Achieving these incremental milestones provides a significant morale boost for team members, as they can tangibly see their contributions propelling the firm closer to its monthly or yearly targets. In the absence of such clearly defined goals, tasks may seem like part of an unending and uninspiring cycle, detracting from both motivation and productivity.
6. Be your ideal employee
A leader establishes the cultural foundation of their organisation. If your objective is to cultivate a familial atmosphere within your team, embody the role of a nurturing parent figure. Conversely, if you prefer an environment that prioritises professionalism and efficiency, then exemplify the no-nonsense demeanour you wish your employees to emulate.
It is essential to recognize that office culture resonates not only with your employees but also with your clients. Thus, the image you aim to project to clients should be consistently mirrored in interactions with your team members. Your professional attire, office decor aimed at reflecting desired ambiance, and even details such as the vehicle you drive contribute significantly towards shaping this perception.
7. Hire right
Do not expedite your hiring process, even amidst a significant increase in workload.
Firstly, an incorrect hire can lead to substantial financial loss, including severance pay and the costs associated with restarting the recruitment process. Additionally, onboarding a candidate who does not meet your firm’s quality standards will require considerable time for training and acclimatisation. This is counterproductive as it negates the very purpose of hiring—alleviating increased workflow demands.
Ensuring a meticulous and thorough selection process is paramount to maintaining efficiency and sustaining organisational standards.
When you hire an individual, you are entrusting them with every future interaction they will have with yourself, your colleagues, and potentially your clients. Their capacity to contribute positively to the team dynamic is equally significant as their accounting prowess. A negative disposition can diminish team morale and impede productivity, effectively undermining the very purpose of expanding your workforce.
