Effective Leadership is Not a Popularity Contest

Effective Leadership is Not a Popularity Contest
Being well-liked is a bonus for any good leader. Most of my
most senior coaching clients know effective leadership is
more about being respected and realising you can't please
everyone. This of course, is not an easy lesson to learn.
Effective leadership is not a popularity contest.

Not every decision is going to be popular, but you have to
make the best decisions for yourself and your team. Ask
yourself what decision you would be glad you made five
years from now? To succeed in business, you have to want to
win. Too often, women feel they have to be nice and pander
to the feelings of others. This causes unnecessary stress
and takes the focus off getting the job done. Women need to
realise that leadership, whilst ultimately very rewarding,
can be both isolating and lonely, staff can follow your
guidance but the ultimate responsibility lies with you.
Perhaps that is why so many of my clients are initially
reticent to think of themselves as leaders. It is a loaded
word - with militaristic and aggressive connotations.
However, when clients redefine "leader" as guide, mentor
and advocate, they come to embrace the role.

Giving Support Without Being Walked On

1. When people come to the door unexpectedly, say you are
happy to help but that you can only spare 10 minutes. Be
honest about your time limitations and often what could get
said in 10 minutes is allowed to drag on into 45 if not
well- managed. People will learn to be concise if there is
a time limit.

2. If a colleague has a personal problem you don't feel
qualified to handle, make sure they understand your concern
but point them to HR. Often companies have counsellors on
call through medical programmes or external coaches for
those who need more support than you have the time, or
qualifications, to give.

3. When giving negative feedback or challenges for growth,
always sandwich it between positive feedback about their
value to the organisation and how you want them to grow.
This approach enables you to give constructive criticism
without sounding harsh or demoralising.

4. If someone is being malicious with gossip, work with HR
to give them a properly documented warning. Often these
people are attention-seeking, but do not know how damaging
their comments are to general morale. If they continue with
the negative talk, check that you have followed appropriate
disciplinary procedures and then consider asking them to
leave the company. Retaining negative staff only sends a
message to other staff that you tolerate negativity and
disruptive behaviour.

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