Opinions expressed by Entrepreneur contributors are their very own.
When you hear the word “values”, you most likely think of non-public examples corresponding to discipline or perseverance. Take it a step further and consider leaders you admire. What values were behind the essential decisions they made or the memorable actions they took? Were these values in step with their selections?
As a pacesetter, I strongly consider that aligning your management style together with your values is crucial. Otherwise, you will probably be considered dishonest. If a pacesetter says they value trust but still micromanage the team, do they really trust? You’ve probably considered this type of alignment when your profession moves or picking a candidate in polls. And what about yourself? Let’s take a look at how you may understand your values and adjust your leadership style accordingly.
Related: Do Core Values Still Matter?
Understand your values
To align your leadership style together with your values, it’s essential to first understand them. Most of us have a couple of core values that guide us. Of course, some may change over time, but you most likely have a set of values that never change. These values help make decisions, solving problems and constructing relationships. Core values also shape the best way you approach your work.
Examples of core values include honesty, integrity, commitment, respect, trust and communication. While individuals live in accordance with their core values, so many individuals 80% of corporations and organizations have them. Management must live as much as the core values of the organization that influence worker behavior and company culture. Employees will see inconsistency if company values state one thing and leaders behave in a different way.
Then you must understand your leadership style.
What is your leadership style?
The higher you understand the way you engage with others, the better it’s going to be so that you can align together with your personal and company values. There are eight different leadership styles:
Some autocratic leader takes control. The key characteristics of an autocratic leader are concentrate on results, efficiency, and micromanagement. This variety of leader desires to make sure that employees follow company policies and depend on leadership for instructions. An autocratic leader may be helpful in emergencies when less experienced employees need clear instructions to seek out an answer.
Charismatic Leaders have an enthralling and magnetic management style. They are very persuasive, dedicated and interested by constructing relationships. A charismatic leader takes pride in mobilizing the team to attain a goal. This management style often makes employees feel engaged, supported and motivated at work.
Democratic leaders collaborate and experiment. The democratic type of management promotes creativity, commitment and teamwork. A democratic leader likes to be told by the team before making a call. This management style can result in bonding between leaders and team members.
Laissez-faire or a “hands-free” leader promotes trust and development throughout the team. These leaders encourage innovation, trust their employees, and need independent staff. This leadership style works best with highly experienced professionals. When disciplined employees have more autonomy, they often show initiative.
Related: 7 TV Leadership Styles Entrepreneurs Can Learn From
Leaders who use a coaching management style may resemble the coach of a sports team. Coach-like leaders know what motivates each worker and are dedicated to developing their team members. Leaders with a training type of management often encourage their employees to further develop their talents and create recent opportunities.
AND setting the pace the leader sets high standards for the team and is at all times searching for ways to be productive. This variety of leader has high expectations and overwhelms employees with demands. This management style will help construct trust amongst employees who recognize that their manager adheres to the identical standards they’ve set for his or her team.
Leaders from bureaucratic management style use a well-defined hierarchy of tasks. The bureaucratic leader focuses on following the foundations, is less interested by cooperation and assigns responsibilities and tasks to every worker. This leadership style is useful in highly regulated industries but less effective in creative environments.
Transactional leaders improve worker performance through rewards corresponding to incentives and money bonuses. The transactional leader acts as a mentor to employees, provides detailed instructions to make sure expectations are met, and responds to opposed outcomes with disciplinary motion. This type of management could be very effective in helping teams meet sales and revenue goals, but is less helpful in leading teams or departments focused on innovation.
Now that you’ve got identified your core values and leadership style, it is time to bring them into sync.
Align your values together with your leadership style
1. State your intentions
Start by formally stating your values and purpose in a written statement. Your goal is what you wish to achieve, for whom and with what effect. Your values will inform you exactly the way you will achieve the goals stated in your goal.
Then share your purpose and values together with your team. Your goal could also be an evolving document that changes with experience, but you’ll hold one another accountable as a team.
2. Be consistent
Now is the time to act as much as the standards you’ve set. Look at actions, decisions and plans through the prism of your goal and core values. If there are any discrepancies, discuss with other leaders you trust in the corporate. Try to go home every day knowing that you’ve done the whole lot in your power to remain true to your values. If you retroactively catch yourself with an incorrect setting, ensure that you are taking proactive motion the following day to correct the choice or motion.
Related: Here’s why it is so essential to precise your brand values
3. Ask for feedback
Keep your word by encouraging honest feedback. Explain that you are attempting to live as much as your values frequently.
Organize your feedback discussions and ask how you may do it higher. When the conversation is over, sincerely thank them for taking the time to aid you understand their viewpoint.
In addition to searching for feedback, check back commonly to refine your goal and values and share them together with your team.
Understanding your values and adapting them to your leadership style takes time and practice, especially in a changing company environment. Be open to changes and feedback to regulate your actions accordingly.
Related: 4 Ways to Balance Company Principles with Values
[mailpoet_form id="1"]
