CHEERS to you!
Some of you may recall this scene from Cheers. Norm Peterson is perched on his bar stool as Woody asks, “How are things going Mr. Peterson?” I’ve taken poetic license with the response for the purpose of this blog post, but the original answer from George Wendt was, “Women: Can’t live with em, Pass the Beer Nuts!”
This same attitude can be rampant in our daily lives as we walk and work through our careers. What makes a great leader? Or Boss? Or Supervisor? Or Mentor? I’ve looked at this question from many different angles, and I have put together a list that I think encompasses what a superior leader brings to the table for his staff and subordinates to emulate and follow:
By the Numbers
- Trustworthy: This is a must. The boss must be a trusted entity in the command structure of the corporate structure. If the circle of trust is broken and the staff feel that the boss has his own back over theirs, then there is a downward spiral in the future of this department and group of co-workers.
- An Anti-Micro-Manager: If you work for someone who is looking down over your shoulder all the time, you are not going to be in a position to put your best work out on the table. Also, as has happened to me in the past, supervisors hire people to take the brunt of the workload and run with it. If the boss then turns around and has to oversee every decision or bit of information that goes through the department, then the staff is being professionally undercut by this lack of faith in the pipeline of subordinates and delegation. Companies do not have the cash resources to focus so intensely on avenues of work interactions. Stop it and delegate effectively.
- The Bully Boss: The boss who holds you out of meetings looks for new ideas but then shoots you down when you make a suggestion because it’s not theirs. “Yes, we want new suggested paths to sell and get things accomplished, but it better look like it was our idea when all is said and done and you were merely the cog that brought this great idea in a very raw and uncut form to our attention! We had to do all the real heavy lifting to get this suggested path into a workable pipeline.” Nope, this is not on the list for a good leader… Ah, Yeah…NOT!
- Ability to Delegate Effectively: People are hired at different skill-set levels to get work accomplished. If you are the hiring manager, then back up and let the people you hired do their thing and make you look good. I’ve seen too many insecure supervisors who flip-out because their staffs are actually working closely together and getting priority work accomplished with little or no input. GOOD! You hired good people! Bask in the glow that you were able to ascertain good talent from the pool.
- Be the Supervisor who trains the next staffer to fill your own shoes! It’s the supervisor who asks, “But what happens to me if I do that?” that you want to stay away from. If you train someone to fill your shoes, then obviously you are moving up in the organization into someone’s shoes further up the road. The difference between the manager who gets this straight out, and the one who asks the question, are light-years apart in temperament and style.
Remember: Don’t be THAT #3 guy!
Follow me on Twitter at: Donald Schmidt@thebookkahuna