Three keys to being an irresistible leader
At this point you can ask some open-ended questions to get a better idea of the employee’s thinking, or you can agree to disagree. But it’s that validation that enables you to disagree with grace. Now rather than shutting the conversation down, you’re engaging the employee. This is what creates irresistibility, because when the employee walks away from that meeting, they may not have gotten what they wanted, but they weren’t defeated. And that’s huge to the engagement factor.
3. Offer Acknowledgment and Praise
Too often leaders are so busy, stressed, and overwhelmed that they forget to acknowledge people. But human beings crave acknowledgment and want to feel that they are making a meaningful difference in some way. Therefore, offering acknowledgment and praise goes a long way to building engagement.
Acknowledging someone doesn’t mean gushing over them and touting superlatives that aren’t warranted. It’s also not about empty phrases like “Good job.” Offering acknowledgment and praise works best when you’re factual and pointing out specifics that made an impact. For example, instead of telling someone, “You did a good job on that report,” which lacks any type of facts or specifics, you could say, “I wanted to compliment you on your report. It detailed the topic in a clear way, gave a strong call to action at the end, and was visually very appealing in the layout.” The more specific you can be with your praise, the more meaningful it is for the employee. In addition to making the person feel important, your words are giving them clear feedback on what success looks like so they can duplicate it in the future.
Remember, too, that acknowledgment and praise doesn’t only happen during a formal meeting or year-end review. You can offer a word of acknowledgment in passing at the water cooler. Often, it’s those little interactions that leave a lasting impression.
Attract the Best
If you want to be one of those leaders that people can’t seem to resist—the kind of leader who has loyal employees and a strong environment of trust—then you need to focus on these three employee engagement practices. Not only will your current employees find you irresistible, but you’ll also have a steady stream of eager potential employees (the best of the best) who want to work with you. Ultimately, the more engagement and partnership you have with your team, the more rewarding the work experience will be for everyone. That’s when the organization will experience true and lasting success.
Alesia Latson is a speaker, trainer, coach and founder of Latson Leadership Group, a consulting firm specializing in management and leadership development. With more than 20 years of experience, Latson helps organizations and leaders expand their capacity to produce results while enhancing employee engagement. For more information on Alesia’s speaking and consulting, please contact her at firstname.lastname@example.org or visit www.latsonleadershipgroup.com.
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