Jason Hietbrink

How to Become a Leader Your Team Will BLEED For Part 2

How to Become a Leader Your Team Will BLEED For Part 2

What if I told you that I had a secret business strategy that would allow you to increase profits by 20%, reduce turnover by 60%, double the level of performance and innovation from your team, and increase your customer satisfaction by 50%?

What if I told you that this strategy was incredibly simple and low cost?

Would you be interested … keep reading!

Last month I introduced this three-part series on leadership. The purpose is to provide you with three foundational principles on leadership that you must embody if you are going to create a team who would figuratively, follow you into alligator-infested waters. 😊

Part 1 of this series focused on BUILDING TRUST and how trust has three components to it:

On to Part 2

What’s the secret to creating the results I described at the start of this article?

Increase your employee engagement.

What’s the best way to increase engagement?

PRINCIPLE #2 – Show Your People They’re Valued & Believed In

Don’t believe me? See the footnote in this article referencing studies that support this principle.

Think back on a leader you really admired from your past; might be a coach, a teacher, a family member, a military officer, or an old boss. Whether they were gentle or hard on you, at their core, you KNEW they valued you as a person and had a deep, unwavering belief in you, even when you didn’t believe in yourself.

If your team respects you (because you’ve built trust), then your belief in and value of them will mean even more to them. But it’s not enough to just believe in and value your people. You must SHOW them.

So, what are some practical ways you might consider doing this?

Here are seven ways you can show your team members they’re valued & believed in.

1. Reach out and connect with them just to connect.

Don’t call or chat with them to get something from them every time you interact. Be curious what’s going on in their world beyond their work performance.

Be genuinely interested in their life, their family; and when they try to turn the conversation back to work, let them know “I’m not calling (if you’re not face to face) to check in on work, I was calling to check in on YOU.”

2. Write them a hand-written note.

When was the last time someone wrote you a meaningful handwritten note? I have people I worked with from 10 yrs. ago who have told me they still have handwritten notes I gave them. I don’t even remember what I said, but they do. THAT is powerful. Talk about ROI.

Take some time, think about what you admire, appreciate, and respect about this team member and tell them in a note. It could be just a half page. The key is that it’s specific to them and heartfelt from you.

3. Give them an unexpected gift or bonus.

This is certainly the least personal of all the ways to show someone you value them but for some individuals, money talks.

If you give a gift, make sure it’s meaningful and specific to them, not a gift that will be consumed and forgotten. If you want help with this, read John Ruhlin’s book Giftology.

4. Recognize them in front of the team or others.

Frequently seek ways to show them in front of others what you admire and appreciate about them as people and for what they contribute to your team.

If you’re interacting with a customer or another professional and your team member is in the room, introduce them with something you appreciate about them. If you’re in a team meeting, recognize your team members for a job well done.

5. Ask them for input.

Bring them into a challenge you’re facing in the business or a decision process and ask them for their input on the situation. How would they handle it? This not only helps them grow into leaders themselves (because they start thinking at a higher level), but it also causes them to feel valued and believed in because you care about what they think.

Ask them how they suggest we solve a problem. Ask them how they think you can improve something in their department or make a process better. Tell them ahead of time you may not always do what they suggest, but you must genuinely seek to implement their ideas wherever possible.

6. Give them responsibility.

Trust is earned but you only earn trust by giving it away. Stop micromanaging everything they do and how they do it! Give OUTCOMES not TASKS. Tell them the outcome you want and give them the freedom to approach it how they think is best. If they need some input, they can come to you. Nothing screams “I don’t value or believe in you” more than giving someone a job and then not trusting them to do it.

7. Pull them up when they fail.

This isn’t just about encouraging them and letting them know you believe in them. It’s also about reminding them that failure is okay as long as we learn and grow from it. More than that, it’s about calling them up to a higher standard.

It’s telling them what you see inside of them and who you know they are and telling them you’re not willing to allow them to live below that line.

Make this a part of your regular weekly rhythm.

This is non-negotiable. Don’t tell me you’re too busy to do this.

We all have time for what we value and if you say you don’t have time for this, you either simply don’t value it OR you are valuing TASKS over PEOPLE.

Here’s how to make this simple and take action:

Each week, ask yourself, “who is ONE team member I can show appreciation and/or that I believe in them?” Then make time in your calendar the following week to take action.

You’re never going to make it a part of your leadership style if you don’t have a rhythm for implementing it. Want to become a highly influential leader? It starts with people. Let them know they’re appreciated. Let them know you believe in them; show it with your words and your actions and the culture in your business will reach a new stratosphere.

What is ONE take-a-way from this article and how will you apply it THIS WEEK with your team? 

Message me back and let me know how you plan to use this 2nd principle this week in your leadership style!


FOOTNOTE:

Deloitte insights suggest that a strong culture of recognition leads to a 7x increase in employee engagement and 6x higher likelihood of employees feeling like they belong.

According to Gallup, when employees are engaged, they create 21% higher profits for companies than companies with less engaged employees. Their companies also enjoy 59% lower levels of turnover.

Temkin Group found that employees who are engaged have 150% higher rate of customer satisfaction.

A study by Forbes indicated that companies encouraging recognition and valuing their employees are 2.5x more likely to be leaders in innovation.

A study by Dale Carnegie Training showed that companies with engaged employees outperform those without by 202%.

Step 3

Level Up

If we decide to move forward into a coaching relationship, Together, we’ll create a custom coaching plan to help you reach your goals in your business and your life. 

Step 2

Schedule a Breakthrough Session

We’ll do a free, 90-minute coaching call to define your goals, set a vision for the future, and deepen your commitment to that vision.