You must believe in the collective spirit and understand that it may not have all the answers or make the best decisions. It’s much more effective to rely on the collective intelligence of a team rather than make bad decisions. Recognizing good work is part of this task. This is a management tool that ensures professional satisfaction, leaving them motivated to generate higher results. We must respect the limits of each person as much as they indicate certain exercises, workouts and more. You have to recognize the person’s effort and know-how far they can go. Positive leadership has a scientific basis, but also human nature in all its complexity. For the best leadership training now you can get the finest options now.
Today’s employee is no longer that resigned worker, able to tolerate various unfavorable situations, thinking of his work as a source of income and the foundation of a career. Today, at any level of employment, the vast majority of workers see their lives as the core of work, not the other way around, as it was in the past. There are also leaders who have not yet aligned with this new reality and insist on exercising their leadership and achieving goals and objectives without considering the complexity and new values of their team. At the junction of these two universes, we have demotivation, lack of commitment and a drop in performance.
Positive leadership comes as a response to this dilemma.
It is a relatively new concept, based on applied positive psychology, which aims at performance but considers the multiple biological, personal, relational, institutional, cultural, global dimensions to generate a range of new behaviors towards the human flourishing of a group institution. It is this development of each professional that generates results beyond expectations explains an expert on the subject.
How to be a leader with this profile?
To help anyone interested in this change process as a leader, the expert gives four tips based on the acronym hero, which gives rise to the so-called Psycap, positive psychological state of development found in successful companies and leaders:
Hope: give your employees the opportunity to create plans and ways to achieve their goals. Encourage alternative plans. Help them to have clear goals, to accomplish and to present successful projects to the team. Let them into action.
Efficacy: invest in feedbacks and actions of social encouragement. Employees who report results should be recognized. Not only keep track of your activities, but also demonstrate that you are tracking, and be available to collaborate if they need to.
Resilience: Practice resilience and inspire your employees to do the same. Expose yourself to situations where you don’t have a set roadmap and increase your ability to improvise and come up with new solutions. Doing this on a day-to-day basis without pressure, when the pressure occurs, you will have developed resilience and your team will be used to dealing with it.
Optimism: Be optimistic. Recognize difficulties, problems, but the way you deal with them is what will differentiate you and your team. A challenge does not last a lifetime. A professional problem is a professional problem and not from all walks of life. Guilty does not mean solutions. Perpetrating weaknesses and difficulties does not move anyone forward. Turn the key and believe in your potential and your team yes.