How to build a powerful team: power-sharing

How can a good leader build a powerful team? The answer, Pati Azzalero Patty Azzarello, a professional manager consultant, is to share power, not to assemble one's own power or to imagine that one can gather.

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I've seen a lot of leaders who love to imagine how powerful they are and often contradict the reality. They are unaware of the difference between the power and individual power of a leading role. The behavior of the leader can directly tell you how much power he has, that is, how he treats everyone he encounters, especially those with lower rank. Typically, there are several types of leaders.

Director of the wrong use of power

I've seen a lot of this type of leadership. But I was impressed by a personal approach, he was a C-class executive at a top financial 50 company, and my colleagues and I had a chance to meet. We were just a C-level executive at a Fortune 200 company, so he thought of course we had a low position.

I remember what I thought when I saw him: Wow, you're a real fit, pretending to be a big, domineering boss. I guess the reasons are the following:

1, you lack security, you need to let others think you are more powerful than they.

2. You thought you were a big gesture to gain respect from others.

3. You are too narcissistic to be aware of annoying others.

4, you actually think you are a more advanced life body.

Power-sharing Executive

What inspires me the most is the leadership without a shelf. They are willing to sit at the table and make their employees feel equal: We are all people, just playing different roles in the business circle, we face the business challenge together, let's have a chat.

To confuse the role power and individual power will cause problems. Since personal power is untrue, you need to spend a lot of time and energy defending it, which runs counter to the demands of efficient leadership, not to mention that it undermines the trust and loyalty of subordinates and thus influences your leadership.

Real power

If you choose a smarter way, that is, to share power, and to create a positive energy team for yourself, then you have real power. Because behind you there is a group of people who support your leadership and work together to promote the completion of the project. Isn't that a lot better than putting on airs? I would rather have a positive energy, a vibrant team, and not be willing to increase personal power by suppressing employees.

Here are some practical ways for leaders to put down their shelves and strengthen their leadership.

1. Human vs. boss

If the boss starts with "We are all people" rather than "I am the boss you are subordinate" attitude towards everyone, in such an environment, everyone feels equal and recognition. If you show off your boss's privileges, every employee will be disgusted and will not work hard.

More personal time to communicate with the production line, consulting desk, office staff, so that people will feel your respect and each of them for the company to create value, you are not "high, supercilious" people. This will also create an employee's sense of loyalty. When you need them to do something for you, they know they will get your approval, so they will try to do it.

2. Curiosity vs. right

Leaders who protect their own power need to maintain a correct and upright attitude. So it's not that they don't listen, but they don't really need to listen. The reasons are as follows:

The curious leader of nature can put forward new ideas, and always hold the mentality of learning. They know what is happening inside the company, so they can find a solution by knowing what causes inefficiency and employee slack.

and "right" leaders don't like to listen to anything. They are often able to make the right decisions so that they reach the point of perfection. But they also overlooked some opportunities to spot problems. After all, other people have their own unique insights.

3. Promote others vs show off

The goal of a team-owned boss is to try to hold on to false personal power, and to focus on improving the employee's boss to build a higher-value team. As the book "5 Frogs on the log" says, A-class bosses hire A + class of employees; B-Class bosses hire C-class employees, while C-class bosses hire three idiots. Insecure leaders are only willing to hire weaker people, so no one threatens his status and the entire organization's strength is weakened. A leader should hire the ability to outdo his own people, and give them support to help them grow, the whole company will become more and more powerful.

4. Open vs. secrecy

Those who protect individual power like to keep secrets. They think their position will not be shaken if they know a little more than the rest of the company.

Real leaders like to communicate, they share information with everyone as much as possible. An information-sharing team can make more contributions because the information is more transparent. Their leaders will therefore gain additional power.

High-efficiency leaders win hearts by building an environment full of trust and respect. They create a sense of value for their employees, making them proud of their work.

At the beginning of my career, I had the privilege of meeting a good mentor. He told me that respecting employees and sharing power are essential qualities of successful leaders. There are a lot of corporate executives who run the opposite and use their power to suppress employees. There's nothing wrong with pursuing personal development, but creating a strong team is a much more reliable way, and ultimately, it gives you more power.