A Guest post by @
If you can keep your head when all about you are losing theirs and blaming it on you,
As a leader it can sometimes be difficult to convey your companies purpose to your staff. What is the over-arching message you are trying to get across? How do we get staff buy in? When things don’t go quite right is there a blame culture? By encouraging staff to become involved in the process of a shared vision, it allows ownership of it. Furthermore encouraging (healthy) risk taking is another key to success. It is ok to fail at something, so long as we have learnt from it. When we didn’t quite hit our targets or progress was lower than expected, what could we do better next time? Self-reflection and development is key.
And yet don’t look too good, nor talk too wise
The people on the shop floor, know most about the job. It is impossible to know everything about everyone, this is why we need to empower our staff to implement change. Respecting and valuing everyone’s opinion, no matter where they lie in the company is vital. Building a culture of trust and respect can be difficult, but as a leader if you are open and transparent this often is reflected back by your staff.
If you can bear to hear the truth you’ve spoken
Twisted by knaves to make a trap for fools,
Speaking and listening to your staff will prove beneficial in so many ways. Staff will feel supported and understood. They will be more open to constructive dialogue and willing to take risks. Often the best ideas for change come from those on the ground floor, who understand what the problems are and how to effectively solve them. How can we give employees a voice though? Having an open door policy to your staff, use of praise, responding to all questions promptly and objectively and asking their opinion can help support this process.
If you can talk with crowds and keep your virtue
Or walk with Kings – nor lose the common touch,
If you see something good, tell people what you saw, and why it was so good. There is so much good practice happening in the workplace, yet how much of it gets missed? Make a pact with yourself for next week, try praising the people you work with (more than you already do). Don’t make it conceited, make it genuine and real, everyone enjoys recognition for their hard work. Get out and about too, walk around your place of work, get into lessons, speak to students and staff alike, enjoy them enjoying learning.
And – which is more – you’ll be a Man, my son!
A shared ownership of your brand can install a successful culture of support and development within it. Ask yourself, what are you giving back to others?
Assistant Principal at Winterbourne International Academy, South Gloucs. Raising Standards, Interventions and PSHCE