eBusiness Weekly
Arthur Marara
Leadership is never about knowing all the answers. Rather leadership is learning and practising to ask the right questions. Furthermore, the role of the leader is to actually create an environment where answers can be created. This week I want to take you through statements leaders should practice and learn to apply in their course of leadership. Many people actually fail on many of these. I am going to explain why these statements are actually important for you as a leader, simple yet deep at the same time.
“I don’t know”
“I don’t know.” This is a very unpopular statement among many leaders as they think this will discount their competence as tabulated on their CV. The truth is you don’t and won’t know everything. The moment you come to terms with this reality is the moment you begin to make progress in your leadership journey. If you didn’t know something, admit it. This takes a lot of courage. If you didn’t know something, find out who does. The team that you lead is full of talent, take advantage of that talent and identify people who can help you in a particular area. Failing to admit what you don’t know actually leads people to suspect what you do know.
“I was wrong”
Leaders daily are faced with so many problems and challenges. They are also in a position to make countless decisions (or avoid them) things inevitably go wrong. The sign of a secure and true leader is not that s/he avoids making mistakes, it’s that when s/he does, s/he learns from them. A resilient leader is not afraid of admitting his or her mistakes. In fact, admitting your mistakes can actually make you a better leader. Admitting a mistake is not a sign of weakness. Yet, many times the opposite is the case. Admitting your mistakes has the potential to strengthen relationships with workplace colleagues and other stakeholders.
You will make mistakes as a leader. You are going to fail. I once did an article called, failure is an option. If you missed the article, you can read it again on the Business Weekly website. This is the truth. It takes courage and security for you to be able to admit your mistakes as a leader. The least secure people have a hard time admitting mistakes. Other leaders would actually prefer sacrificing a team member rather than to admit that they messed up. Don’t hide your mistake. Admit it, and move on.
Great leaders see mistakes as an opportunity to learn and overcome, rather than a setback. Leadership is not running away from responsibility but taking on responsibility. Being a successful leader will not always be a smooth journey. We all make mistakes. That much is clear.
However, we might not all make the cataclysmic errors that bring down companies, but we will all get things wrong, to some degree, now or in the near future. What is important however, is what you do with failure and how you use it to propel you in a positive way, is the key factor that defines your character; both at the individual and the organisational level.
As Ralph Waldo Emerson once said, “We aim above the mark to hit the mark.”. A lot of companies state in their strategy that it’s their ambition to be a supportive learning organisation, but not all of them acknowledge that dealing with errors is a crucial factor in this. The learning potential that failure provides cannot be overlooked.
“Thank you”
You can never be too powerful to be nice to people. Learn to thank the team that you work with when they have done well. If you invite them to suggest ideas, thank them if their suggestion is helpful. You can proceed to implement the suggestion. Even if you do not like the idea, learn to thank the team members because people thrive where they are appreciated. It is the duty of the leader to create a safe spaces where employees can fully be an asset to the organisation rather than ignore when things are going south.
Do you want to be a better leader? Science says say “Thank You” a lot. More often expressing gratitude matters. Even if your only motivation is to improve your bottom line. Studies show that nearly nine out of 10 people wish they heard “thank you” in their daily interactions. This is really an untidy state of affairs.
Research shows a direct link between gratitude and job satisfaction; the more “thank you” becomes a part of a company’s culture, the more likely employees are to enjoy their jobs. Research also shows that grateful leaders motivate their employees to be more productive. Normalise the culture of thanking the people that you work with — as often as possible — for how well they do their jobs. For being responsive.
For being proactive. For being cooperative, helpful, and supportive. Every employee is also a person, and every person wants to be thanked more often. We all flourish in environments — whether at work or at home — where expectation does not preclude appreciation.
“I need help”
Asking for help is not a sign of weakness, but a sign of strength. If you do not ask for help you miss out on a valuable opportunity to learn and expand on your knowledge. It also shows your willingness to work with others. However, repeatedly asking for the same kind of help might indicate learning incompetence.
But why is it most leaders are reluctant to ask for help. This is a fundamental question. Many business leaders find it difficult to seek help from their teams due to fears and insecurities. Some leaders operate with underlying fear that asking for help will make them seem unqualified or incapable.
Other leaders fear that such a request will be taken as an act of relinquishing control. Truth be told, however, leadership means asking for help when you when you need it. Many people in leadership roles struggle to ask for assistance even during times when help is absolutely necessary.
We have a breaking point, and some of the qualities of a great leader include the ability to recognise when and why you should ask for help. Your responsibilities will inevitably outweigh the time you have to fulfil them. There is no way that you can know and do everything — that’s why you have a team of talented employees. Do not let fear prevent you and your organisation from achieving success. And don’t worry about seeming inept.
A Harvard Business School study showed that respondents see people who seek advice as more competent than those who don’t. Being a great leader means reaching out for support and offering it in return.
“How can I help”
Great leaders are always looking for opportunities to serve the people that they lead. Bring out the best that you lead. Mark Twain once we remarked years ago, “Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great”. Be generous with your knowledge and connections. Share these with others to help them grow. You will build a strong support system. When you ever need one in future, It will catch you.
Join me on Star FM on Wednesdays (09:40am-10:00am) for some moments of inspiration on the Breeze with V Candy.
Arthur Marara is a corporate law attorney, keynote speaker, corporate and personal branding speaker commanding the stage with his delightful humour, raw energy, and wealth of life experiences. He is a financial wellness expert and is passionate about addressing the issues of wellness, strategy and personal and professional development. Arthur is the author of “Toys for Adults” a thought provoking book on entrepreneurship, and “No one is Coming” a book that seeks to equip leaders to take charge. Send your feedback to [email protected] or Visit his website www.arthurmarara.com or contact him on WhatsApp: wa.me//263780055152 or call +263772467255.
