The Ten Golden Rules of Effective Leadership

Even if your job title does not include “manager,” there is a strong possibility you will be required to perform some management duties at some point in your career. And, as an entrepreneur, you’re already a manager because practically all of your obligations include management in some way.

In summary, your staff are the ones that make your vision a reality, and it is your responsibility to ensure that they do so efficiently.

However, being a great manager entails more than simply motivating your workers to work harder – or more effectively. Forcing people to work in a certain way can generate resentment, if not outright disloyalty, yet being too soft can lead to bad habits, lethargy, or boredom. There is no “right” management style because each employee and firm has a unique perspective.

However, there are some universally “wrong” approaches to management. Avoid them by adopting these ten “golden” management rules:

1. Maintain consistency.
   This is the first rule because it is applicable to the majority of the others. Your management technique must be consistent before it can be effective. You must praise the same actions every time they occur, discourage the same behaviors every time they occur, and treat every member of your team with an equal, level-headed perspective.
2. Concentrate on communication clarity, accuracy, and thoroughness.
   How you communicate with your team can determine your ultimate success. When communicating instructions, recapping meetings, or simply providing corporate information, strive for clarity, correctness, and completeness. This also applies to any other media, such as in-person contact, email, or a phone call. Clarity, correctness, and thoroughness are the most effective ways to eliminate confusion and keep your team on track.
3. Establish the goal of teamwork.
   If you want your team members to collaborate, have them work on a project together. Setting goals only for the department or for one person fosters a constrained mindset and causes team members to remain isolated. Instead, give employees a unifying focus and goal to encourage them all.
4. Recognize and praise hard work in public.
   When a member of your team achieves something outstanding, recognize him or her with a bonus, a modest trophy, or even simply a verbal commendation. Do this in front of the group to make the intended recipient happy and to demonstrate to the rest of the team that hard work is appreciated. The only restriction is that you must be consistent in your incentives so that you are not perceived as favoritism.
5. Set a good example.
   As a manager and leader, you should set a good example in your actions. Your crew will be less punctual if you arrive late. Others will struggle to keep their emotions in check if you lose your temper readily. Strive to be your own ideal of the ideal worker, particularly in front of the team.
6. Never use the phrase ‘one-size-fits-all.’
   Your team is made up of individuals who each have their own preferences, strengths, limitations, and ideas. Never use the same strategy to motivate, encourage, or mold them all. Concentrate on individuals and tailor your approach to each one.
7. Maintain as much transparency as feasible.
   Transparency demonstrates your integrity as a leader and fosters confidence among team members. If you lie or suppress information, you risk jeopardizing your relationships as well as the respect you command as a leader.
8. Value all viewpoints and ideas.
   The greater the number of people actively engaged in conversations and working to improve the organization, the better. Never berate a team member for expressing a viewpoint respectfully, especially if it contradicts your original vision or is poorly thought out. Criticizing someone for expressing an opinion breeds anger and prevents people from sharing their own novel ideas.
9. Help individuals like their jobs. It doesn’t take a pool table or the removal of dress codes to make work enjoyable. Surprise lunch outings, a dedicated break room, or even casual talks with your employees can make the workday more fun. Help your employees love coming to work, and they will give you their all.
10. Pay attention and ask questions.
    If someone disagrees with your management style or the company’s direction, do not quiet that individual. Listen. And ask your entire team, “What do you think of this?” What are your thoughts about that? This open discussion makes it easier to spot difficulties ahead of time and collaborate to build a mutually beneficial atmosphere. It will also make your employees feel appreciated and acknowledged. As you can see, these criteria give plenty of room for you to apply your own “brand” of leadership and management. They are essential truths, concepts, and principles that govern an effective management function rather than a strict success instruction manual. Keep these ideals in mind, along with your own, and you’ll be able to unite your team in a rewarding and enriching environment.