The minute you get in touch with a company, you can tell if they have high-quality leadership or not. How so? Leadership hits every little aspect of a business, from workplace efficiency to employees' attitudes.
Saying that a leader influences work effectiveness may seem a bit subjective or random. So, let's get into the fine points of the matter by looking at both sides of the coin: Short and long-term impact.
Qualities of a Good Leader in Regards to Short-Term Impact
Instead of diving straight into the effects, why not take a look at the leadership qualities that cause them in the first place? Here's a list of five qualities a leader needs to have.
They all influence internal communication, staff engagement, and the health of the company culture.
Unlike bosses, leaders are follow a vision. They don't just strive to reach objectives. They have a clear understanding of how the company can change the future. So, they follow that dream through all the other business processes:
- They set up tasks and objectives in alignment with the company vision
- They make assessments and changes according to that final goal
- They have something greater than "I said so" to inspire staff in doing their job.
Vision is the most powerful weapon a business can own. It triggers change and development.
A person's character makes the real difference between a boss and a leader. People follow leaders who speak and act according to their values and beliefs. It is their consistency that makes employees feel safe.
Therefore, integrity sets out the premise for stability and cohesion in a team. That's an advantage nothing can compete with.
No matter how unbelievable it may seem, some employees quit because of their relationship with their supervisor. Good leaders work hard on improving communication with their staff:
- They provide inspiration and encouragement
- They show respect and appreciation
- They take time to clarify misunderstandings or unclear tasks
That is quite dazzling! A leader's communication can influence the staff's workplace efficiency. That's why leaders should put all the effort in managing this aspect well - including using tools to keep people connected and engaged.
It's easy to feel confident when things go well. However, authentic leaders keep a positive air when things go wrong as well. It's this type of attitude that helps teams struggle through difficult times.
Now, let's set the terms straight. When I say confidence, I don't mean "arrogance" or "obstinance." Some managers avoid changing course just to show they are confident about previous decisions.
In such situations, a real leader is rather predisposed to show vulnerability and admit they made mistakes.
Good leaders are not afraid to empower their staff and set themselves free of the micromanagement burden. A delegating supervisor:
- Sets off the creativity pool of the team. He or she understands that there's a lot more to gain from a handful of people than just from one.
- Establishes high levels of accountability. When people are always told what to do, they stop taking responsibility. There's also the reverse of this principle: The more they are empowered, the more responsible the staff becomes.
- Sets out the premise for employee engagement. One of the things that trigger employee's engagement is their work making a difference in the overall development of the business. Delegating encourages just that.
How Leaders Influence the Long-Term Workplace Efficiency
The impact of leaders in a company is sometimes hard to perceive right away. In the long run, however, the interlinked effects start to show like a domino.
Often, bad leadership has so many adverse effects that it may be impossible to turn things around. All the more reason to get the right leaders in the first place. Or start changing things as soon as the short-term consequences hit in.
Let's take a look at how leaders set the stage for long-term development. I've put the areas of impact exactly in that domino order to show how one triggers the other.
1. Product and Service Quality
Some managers think that particular standards are the key to providing high-quality goods or services. To some extent, this is true.
However, the business culture has more to do with keeping those products and service standards high and running through the years.
People are more willing to follow the standards when they feel confident, appreciated and safe. All these things are triggered by their relationships with supervisors with each other.
See? It all has to do with internal communication and staff engagement. And it's also related to vision-based responsibilities. That's when people know their work matters for a bigger cause. So, it all comes down to the role of the leaders.
2. Brand Perception
Here's how the domino effect continues. The quality of a company's products and services generates the perception about the brand.
Customers are quite picky these days. In many business fields, only quality makes the difference between an outstanding and obscure brand. Savvy buyers are now continuously looking for:
- Great products
- Excellent customer services
- Cutting-edge, innovative products
Leaders' influence extends down to this level. They are the ones who can motivate staff to meet these exact needs on the market.
3. Profit and Revenue
High-quality products and brand link directly to the money a company makes. When leaders do their job right, there's a good chance a business is productive and profitable.
They influence this aspect both through the company culture they build and the decisions they make. So, it may be wise to look back to the leadership issue whenever your profits start sinking.
4. Long-Term Development
Here's the final domino piece: The company's development in the long run. A brand's good reputation needs to be nurtured continuously.
A bad reputation, though, may be hard to deal with. Plus, if profits are low, it may be hard to continue development.
Can you now see the overall picture of how leaders influence the workplace efficiency? Good managers can help your business grow. Bad ones will probably make it cave in.
Apart from making wise hiring choices, you can also use this tool to keep a more diligent eye on your managers' skills and natural talents.
Often, the only thing that needs to be done is put people in a more suitable place rather than laying them off.
Need to know more about people management and how it can affect your company? Check out our blog and take the wisdom you need.