I speak to many business owners in my role as a business mentor, and I always find that any business – large or small – stands or falls by the leadership in that business.
As a leader – how self-aware are you of your own leadership? The impact you have on others? They call it ‘blind spots’ because we are often blind to them. Don’t be blinded BY them.
Once again, I know how hard it is – especially in your own small business without a ‘Human Resources’ department to force you through engagement surveys and appraisal processes – to be mindful of the engagement of your team, whether they are happy in their work, and ultimately performing as they should. You would be wise to remember that the business is in your customers’ hands – and who do your customers speak to and interact with the most? Your team.
It is easy to lose sight of what you SHOULD be doing as a leader, when it comes to communication with your team, be it your leadership team or those at the coal face of the business. Do you ever ask for feedback on your own leadership? Your own communication style and behaviours?
Having a formal process for this will make it easier for you – and your team – to share ‘feedback’ in an appropriate fashion. I know sometimes we cower and shudder at the very thought of the concept of 360o feedback, but the question delivered the right way, can really enable your team and you to improve things which often remain unsaid. It is up to you how you implement that process – is it merely an agenda point on a weekly, bi-weekly or monthly 1:1, or should it be at a different time or place? In small businesses a formal 360o process does not necessarily need to happen – it can be done by simple communications. They need to be planned, however – such things do not merely happen.
My advice is that this is best placed at a quarterly review meeting with your direct report when you discuss their performance against targets, and personal development objectives, and the support you can give them. At that juncture you can advance the OPEN questions –
- How are we getting on?
- Talk to me about how you are feeling in your role.
- What improvements we can make in how I support you in reaching your goals/targets?
- How is the communication working between us? How can we improve things?
Even if you do not feel that you want to openly discuss your style with your direct reports, make a habit of asking people you trust to speak honestly with you about your leadership, your communication and your behaviours, and take stock of the feedback.
Be open to feedback.
Act on that feedback.
The impact on your business may surprise you.
Open your eyes to your blind spots.
