Our behaviour is governed by our beliefs. In other words, if you want to change someone’s behaviour, you need to change their beliefs about the situation. Insight creates new perspectives – and different behaviour. Once you know better – you do better.

The following are crucial elements of behaviour needed to be a great leader. If you make an effort to understand the need for each of them it will change your experience as a leader:

Integrity

Integrity is the most important value of any leader. Without integrity everything else is for naught.

Emotional maturity

Always remain in control of your emotions. Never shout or even raise your voice - even if you feel very upset or angry. An emotionally mature person will make every effort to remain in control of their thoughts, words and actions.

Lead by example

One of the most effective techniques in the art of influencing others is to act in the way that you would like them to act. If you would like people to work harder, then you need to work harder. If you want people to be more professional, then you need to constantly display professional behaviour.

Lend a helping hand

Work with your staff when they need help. This behaviour will gain you the respect you need as their leader.

Fairness

Treat everyone equally well and on merit. Do not single people out unless they have truly earned it.

Bad behaviour

A great leader disapproves of unethical or unprofessional conduct and will not hesitate to take remedial action against someone should the circumstances require it.

Listen

Great leaders listen to their staff before expressing their feelings or point of view. Listening requires that you make an effort to truly understand what the other person is saying before jumping to conclusions or taking action.

Responsibility and accountability

Always accept responsibility and blame for your team's mistakes. Never blame a team member or single anyone out when things go wrong. Take corrective action immediately and discuss it with the person who made the mistake afterwards without anger or blaming or shaming them.

Praise and credit

Praise your staff when something was done well and always give credit to the team for your successes.

Self-promotion

When your team does well, you will automatically get the credit higher up in the organisation - it won’t be necessary to steal the thunder.

Support

Support your team constantly. Accept responsibility when things go wrong but never put anyone down. Make sure that the team member who caused a problem rectifies their mistake without taking steps against them. Obviously if mistakes are repeated or very serious mistakes happen, it should be addressed – clearly and firmly but with respect.

Be decisive

Great leaders are known for their fair and balanced decisions. Fear sometimes stops us from making decisions. If there is any hesitation you probably need more information in order to make the decision. An informed decision is always the best decision.

Opinions

Ask for people's views, but remain neutral and objective.

Feedback

Giving constructive feedback is essential but be sensitive and compassionate when giving bad news or criticism.

Keep your promises

Always do what you say you will do.

Become competent

Work hard to become competent at what you do technically, and at understanding your staff’s technical abilities and challenges.

Motivate

Encourage your staff every step of the way to grow and learn at a pace that they can cope with.

Be positive

Always accentuate the positive. Use positive language. Say: “Do it like this” instead of “Don't do it like that”.

Be friendly and encourage others to be happy and enjoy themselves.

Relax - and give your staff and yourself time to get to know and respect each other.

Keep records

Take notes and keep good records.

Plan and prioritise

Manage your time well and help your staff to do the same.

Collaborate

Involve your staff in your thinking and decision-making processes - especially when managing change.

Self-development

Develop your self constantly. Read good books and take advice from good people to help develop an understanding of your own and other people’s weaknesses.

Strive to achieve the organisation’s goals and objectives

Make every effort to achieve your organisation’s goals and objectives but never at the cost of your integrity or the trust of your staff.

By Elsabé Manning

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