How can you manage your team's perception of you as a leader?

1.Self-awareness is important, but 2.Aligning actions with words is critical. 3.A trusting environment-where "mistakes of the head" v."mistakes of the heart" are tolerated and corrected but not punished-are essential to creating trust in an org. unit. The smaller the workgroup, the more important.. 4.Assuming a diverse (race, age, gender, etc.) workforce, imperative to recognize that "one size does NOT fit all". Some will need more nurturing than others; some will need to be "left alone". In a people-centric organization, recognition of the differences & personal circumstances are essential to creating cohesiveness. 5.I'm queasy about touting one's own successes. We all stand on the shoulders of our teams. Showcase them first & foremost.

Be honest, respectful and transparent upfront with all team members and don't publicly denigrate or put team members down if you don't agree with or like what they have to say. If a disagreement arises, talk it out and agree to disagree if need be. And most importantly, remember that it is possible that not everyone will like you. That is fine, but you do want them to respect you.

When I started my career a lot of focus was put on weaknesses. Identify it and improve. In my first leadership role I have been using the strength finder to focus mainly on the strength of the team. This has boosted our team engagement and performance. I always say: lead yourself before leading others. A strength based leadership approach was my personal key to success.

Effectively oversee your team's perception by emphasizing transparent communication, consistency, and visibility. Clearly express goals, uphold a uniform leadership approach, and actively participate in team interactions. Establish trust through honesty, acknowledging mistakes, and empowering your team through responsible delegation. Prioritize adaptability, team development, and emotional intelligence. Inspire with a compelling vision, set an example through leadership, and nurture a positive workplace atmosphere. Actively solicit feedback to underscore your dedication to ongoing improvement, thereby cultivating a positive perception of your leadership.

It's ok to show vulnerability, that actually shows strength and courage and it inspires people. It is a catalyst for growth to embrace your weaknesses as well and your strenghts and learn. We can only fail when we stop learning.

When no one in Napoleon's army took him seriously as a leader, he did what no one expected. It was a daring move. He rode to the front ready to face the enemy bullets. In the modern world a leader should be willing to do the right thing without worrying whether his team will approve or not. He knows that in short term not everybody will understand his actions and many may even criticize him. A leader has to rise above criticism as long as he is committed to doing what is right and believes it will benefit in the long run. He should not make the life of his teammates easy but he should challenge them, make them stretch, go that extra mile and make them discover for themselves the potential they never thought they had.

Consistency between what you say and what you do is vital. When your actions align with your words, it builds credibility. Being transparent about your decisions and the reasoning behind them reinforces trust. Inconsistencies can lead to confusion and erode trust, so strive for coherence.

Make sure your walk matches your talk. Your team isn't just listening to your words, they're watching your moves. For example, if you preach teamwork then be the first to roll up your sleeves and dive into collaboration. If you talk about transparency, make sure your team's in the loop, not left in the dark. Consistency is key. You can't flip-flop between what you say and what you do. It confuses. Your actions and words should be two sides of the same coin.

We need our current leaders to be highly-effective role models in order to retain and grow the next generation of leaders. To do that, our current leaders need to lead by example. The fastest way to cause distrust is to say one thing and do something else, or not follow through. When your employees and peers don't trust you, they aren't engaged or productive and they won't work hard for you. This breaks down innovation and creativity as well. Remember: they're watching what you do and how you handle yourself.

Aligning words to actions, as opposed to aligning actions to words, seems like a true mark of authentic leadership, doesn't it? Trust is a key element in high-performing teams, paired with clear goals and effective communication. A few ways to build trust include: 1️⃣ Timely and thoughtful acknowledgment of each team member's contribution. 2️⃣ Don't aim for perfection; instead, aim for improvement and empower others to be their best, removing roadblocks when needed. 3️⃣ Give space for team members to innovate, and if fail, allow for failing fast; identify the issue, provide coaching, learn from it, and do better next time.

One of the most important things you can do as a leader is to be your authentic self and be willing to place yourself in your team's shoes. Show all of your team members the respect they deserve and listen to their concerns, complaints and ideas. Be open to their voice and even if you can't implement their ideas, you can positively respond, ask for team brainstorming and then make an informed decision an proceed with honest feedback. You can learn something from each of them as well as sharing what you have learned. Share your own stories, mistakes, and the issues you have conquered along the way. Try to include you team in decision making when appropriate. Always communicate clearly as to what your expectations are too.

Building trust is one of the most important things out there. Never portray yourself as someone who is just there for themselves, always respect the perspective of your team or your people. Be like their guide not like a boss. Solve their problems, connect genuinely and with authenticity. Be honest, use your personal experience, and stories to give them lessons if needed. Grow together not individually

You can manage your team’s perception of you by consistently showing up daily, leading by example, being transparent, team and individual recognition, keeping an open door Policy, and soliciting feedback!

Where there’s visibility there’s vulnerability. Where there’s transparency there’s trust. Authentic leaders make their mistakes, flaws, and errors just as visible as their wins and accomplishments. The key to building positive rapport and trust with your team is making a genuine effort to share your vulnerabilities as opportunities to learn and grow with your team.

Establish transparent and open communication channels. Clearly articulate your expectations, provide regular updates on team goals and company objectives, and encourage team members to share their thoughts and concerns. Clarity fosters trust and understanding. Maintain consistency in your leadership approach. Consistency builds trust and predictability, helping team members understand your decision-making processes and leadership philosophy. This steadiness contributes to a stable and positive perception. Demonstrate empathy by understanding and acknowledging the challenges and successes of your team members. Be approachable, listen actively, and show genuine concern for their well-being.

The first factor is knowing your teammates and learning their personalities and qualifications; this allows the leader to be able to adjust not only to the situation, but also to the individuals that are involved. Ask questions and understand the situations and team's concerns and challenges; using situational leadership will allow you to respond appropriately when you have this knowledge. One must be able to adjust their leadership approach/style, their communication methods, and their overall responses based on situational and personnel needs. Be approachable, be objective, be versatile, be fair, and get engaged.

One thing I find helpful to manage your team's perception of you as a leader is to emphasize agility and flexibility. Be quick to adapt to changes, showing your team that you can handle unexpected challenges with ease. Encourage open communication for new ideas, fostering a dynamic environment. Demonstrate flexibility in decision-making, considering diverse perspectives and being willing to alter plans as needed. This approach not only builds resilience in your team but also cements your image as an innovative and adaptive leader. Change your management style to suit the situation at hand.

-Be adaptable and open to change. -Demonstrate a willingness to listen to different ideas and perspectives. -Adjust your leadership style to match the needs of the situation and the individuals involved.

Change is good and inevitable. You have to be willing to openly accept change in the workplace as it shows your resilience and commitment to growth. Helps produces new ideas and pushes innovation forward. Which is why I always say, this is no my team, it’s our team. Let me hear your ideas. What is working, what is not working. But do not just come with a problem, have a solution. We will always be asked to think outside the box and do things differently, getting on board and being a team player creates positive results and moral. Do not be afraid to adapt and even push back with solid business case. I rather you tell it’s not going to work and let me outline why through stress testing than saying if it’s not broke, why fix it.

Leadership is not one-size-fits-all. Adapt your leadership style based on the needs of the team and the situation. Some situations may require a more hands-on approach, while others benefit from a more hands-off strategy. Flexibility demonstrates your ability to navigate diverse challenges effectively.

While humility is important, it's also essential to highlight your contributions and the team's accomplishments. This helps your team understand the impact of their work and fosters a sense of pride. Balancing self-promotion with acknowledging the collective efforts of the team is key.

LinkedIn es una genial plataforma para conectar con tu equipo. Tienes la posibilidad de destacar el trabajo de algún integrante del equipo, publicar sobre logros y desafíos colectivos. Dar la bienvenida a un nuevo integrante y agradecer a quien decide cambiar de rumbo. Aprovecha para conectar con tu equipo en LinkedIn, sin dudas se trata de un salario emocional que será muy bien recibido.

Sharing success stories, best practices, and lessons learned internally not only highlights individual achievements but also cultivates a culture of learning and continuous improvement within the team. It demonstrates leadership effectiveness and encourages others to strive for excellence.

As a leader, it is crucial to effectively manage your team's perception of you to foster a positive and productive work environment. One way to achieve this is by showcasing your achievements and value. By being transparent about your accomplishments, sharing success stories, and highlighting the impact of your decisions on the team and organization, you showcase your leadership capabilities and credibility. This not only encourages trust and respect from your team but also motivates them to follow your lead and strive for their own professional growth. Remember, effective communication, humility, and continuous learning are key aspects when projecting the right impression as a leader.

What's a strong leader without room for growth? Encourage the team to provide continued feedback, especially when new teammates join. Be intention about checking in with them at their 30, 60, and 90 day experience. That way, you can address issues before they become gigantic.

Absolutely! I cannot be a powerful impactful leader without the help of those I work with day in and day out. I strive for feedback and improvement. Open door policy is best as it builds trust and comfort. You know what also builds trust, being yourself. Being authentic. Of course take what you have learned from other great leaders but showing as yourself creates trust. Sometimes I get so candid I will start off a conversation either one on one or group setting “May I get transparent for a moment?” I am creating that safe space. I want to say what I need to say out of trust and respect opening the space for you to do the same. Tell me what you feel I am doing incorrectly, what did I miss in that crucial moment. Let’s work on this together.

One thing I like to do is to ask employees regularly is "what do you want me to..." 1) Start doing 2) Continue doing 3) Stop doing This helps me to evaluate periodically if I am doing the right thing/s for the team (for example: some members might want me to stop their weekly check ins as it's too time consuming as that time can be better spent on something else). As a leader, we have to learn, iterate and make it better for both sides.

You will inevitably ask your team to change something, based on your feedback or the feedback of others. They are more likely to listen to you if you are willing to take feedback and adjust yourself. Don't just change every time you get feedback, but be willing to adjust when patterns emerge or when issues present themselves that are more serious.

1. Be honest! With yourself and your team. You don't have to have all the answers! 2. Be vulnerable, show them who you really are - remove the mask as much as you can 3. Share with them, take them on a journey 4. Get to know them as individuals and as a team 5. Have fun! Instil play into the team, take risks and push some boundaries to accelerate innovation and learning!

One of the best ways to manage your team’s perception of you as a leader is to be open about your failures and how you’ve learned from them. As a leader you don’t have to be perfect, great leaders lead from experience and that includes failures. Share your failures and your learnings and the perception in your team will grow.

1. Think what kind of leader you would like to be known for. 2. Tell people your vision of the future. 3. Break it down 4. Help your team align and evolve it. 4.5. Get to know them. 5. Agree what is important and what is not ok. 6. Start. 7. Coach 8. Protect. 9. Spend your time with them.

LinkedIn is a great platform to connect with your team. You have the possibility to highlight the work of a member of the team, publish about collective achievements and challenges. Welcome a new member and thank those who decide to change direction. Take the opportunity to connect with your team on LinkedIn, without a doubt it is an emotional salary that will be very well received.

Share your values. Be vulnerable. Share how an individuals’ values align with those of the organisation. Care Engage with Open Questions. Provide role clarity and individual objectives and show how they align to those of the organisation. Positively reinforce those who perform at or above “the standard”. Lead and engage with those who don’t operate to “the standard”.