Engagement leadership improves employee morale, productivity and productivity while disengagement leadership occurs by neglecting to recognize employee needs. After almost 30 years spent working in large corporations, I have observed that great leaders influence their subordinates to try new things and take advantage of opportunities when they arise. To engage the workforce, a leader ensures that each employee does her best work every single day.
Like anyone, I struggle with emotional responses. According to management expert Antonio Damasio, our brains respond emotionally to every situation we face. Instead of trying to eliminate emotions from the workplace, good leaders recognize that they need to acknowledge our senses do not diminish our ability to function effectively. Emotionally intelligent individuals use their self-awareness to replace negative responses with actions that make a positive impact.
By accurately perceiving the emotions of other people, a good leader can create engagements that matter to employees. I have personally seen how leaders cause employee disengagement by overloading subordinates with too much information, too many tasks and unclear responsibilities. These leaders fail to set business goals and set realistic priorities. They also lack good communication skills and tend to be poor listeners. They may also withhold information or prevent others from sharing critical details. Employees who do not have the right skills and knowledge to perform their assigned tasks typically feel disengaged and alienated. To make good connections, managers require a high level of personal awareness, self-control, empathy and optimism. Leaders who connect with their subordinates convey a strong sense of confidence and inspire the workforce with their energy and enthusiasm.
Managing a global team requires a manager to reach out to his subordinates using the telephone, web-based conferencing and other forms of technology. I find that effective managers embrace diversity and create a strong community. Such a manager communicates clearly and respect ethnic traditions. Compassionate, broad-minded and participative traits contribute to making a positive impact. Extraordinary leaders solicit feedback from their peers, superiors and co-workers and adapt their approach if their current patterns, habits and actions do not result in an empowered workforce.
In my experience, employees dislike insensitive, competitive, dictatorial, arrogant or aloof leaders. They prefer controlled, affirming, generous and transparent leadership. Successful leaders recognize that they need to acknowledge the needs of the team. By taking action to ensure the very best behavior from his employees, a good leader leads by serving. Empowering employees involves providing opportunities for them to develop their skills and knowledge and advance in their careers. It also includes setting a strategic direction, communicating a compelling vision and then getting out of the way so the team can use their own skills and knowledge to get the work done without unnecessary oversight and interference.