Dev Randhawa writes about fears in leadership.
A recent article written about the fall of former Democratic National Committee chairwoman Debbie Wasserman Schultz has indicated the perils of poor management and the damning effects it can have upon organisations. It seems that those around Schultz were fearful of her poor decisions until the end.
Today, I’ve decided to look at a recent piece on fears that hold back good team-building – fears similar to those shown by those in the DNC.
Find the right person
Myself and the team at PLS. A strong team has been key to our success
The article on fears, published online by Forbes, starts by pointing out that matching employees to the right position is important – it rightly points out that leaders have just as much to lose from ill-fitting employees as the employees themselves do, maybe even more!
Another point made is that leaders who are honestly interested in their employee’s growth are set for success. Now, this should seem like an obvious point but in an era where workers are more mobile and likely to set up by themselves and consult (something I’ve written about before), it’s important to see an employee as just that instead of just another contractor.
This may very well lead to forming a successful team of people who feel valued and more importantly, challenged.
Take on headwinds head-on
One refreshing piece of advice in the article points out that teams simply can’t avoid discord. There are always employees that will not be satisfied regardless of the decisions made – in this scenario it’s best to let them move on and help to facilitate the process as best as one can.
It’s better to take this approach that make a ‘mountain out of a molehill’, so to speak, and disrupt the progress of the company at large.
In summary, confronting the issues is important but doing so must be done with tact and decency.
About Dev Randhawa
Dev Randhawa is a CEO and an expert in natural resource exploration. He is also an active blogger, whose thoughts can be read here.
