The leader role includes several “functions”. If, ideally, someone wins a promotion based on performance and attitude, they get extra tasks that they will fulfil to the best of their knowledge.
"Shield"
Responsibility does not have a positive effect on everyone. Leaders don’t get a higher salary and more benefits for nothing - their shoulders are loaded with a greater range of responsibilities and more expectations as well. It is their responsibility to help the team achieve their goals. Ideally, they should deal with the pressure by themselves. (Or, if necessary, they can ask for the help of their mentor.) If they change into demanding, instructive behaviour due to stress and let the team down, it mostly has a negative effect. A leader takes responsibility and doesn’t point fingers at others.
“Bridge”
Top management may not be aware of all developments and changes that happen to their employees. A middle manager is an ideal bridge to inform senior management and represent the interests of those working on the team.
“Mentor”
Good leaders pay attention to their team. They recognise the weaknesses in their team members and help them improve as soon as possible. They communicate consciously and carefully - in no way destroying their colleague’s self-confidence. They devote time and energy to the development of their team not only professionally but also as a person. They give feedback, compliments and are not afraid to pass on their knowledge.
“Student”
No one is perfect and everyone learns for a lifetime. A leader too. Therefore they are constantly evolving and educating themselves. Leaders are not afraid to admit if they are wrong and not afraid to make mistakes. Leaders know that failure also contributes to development and they learn from their mistakes.
"Explorer"
Leaders dare to take risks and are open to new things. They dare to explore the unknown, perfect the process, and delegate appropriately.
"Example"
A good leader is consistent - lives up to their own standards. Sets an example both as a person and a professional. They earn the respect of others and not expect it. A leader behaves exemplarily not only during working hours, but also during a teambuilding activity or in a restaurant.
“Motivator”
The best results are achieved when we make the team interested. By feeling that the task at hand is their own and important to them, they will work with much greater devotion to it. This is not necessarily only possible by incentives. A vision has much greater power. Leaders recognise the triggers of the team members and motivate them also in a personalised way. They help colleagues set short-, medium-, and long-term goals.
“Team Builder”
A good leader builds the team, supports their strengths and brings people together. Leaders do not avoid conflicts, but resolve them. They don’t gossip about their people - on the contrary - they are working to help the colleges bond with each other and inspire them to act like a team.
“Supporter”
Ideally, employees dare and do ask for help from a manager. They know they are in a good place, both professionally and personally. The leader has the right knowledge and the empathy to provide the right solution when needed.
"Logistic"
A good leader can set priorities, is able to delegate and to examine situations from a helicopter view. They focus on the main goals, they are result-oriented and do not get lost in the details. They trust and involve their employees.
"Inspector"
They don’t slip over important things, they notice in time if they have to intervene and they do! They don’t bury their head in the sand. They are vigilant, attentive and ready to take action!
"Magician"
A good leader creates order out of chaos, calmness out of panic and motivation out of aimlessness.
In short a good leader can: provide goals, a sense of security, a balanced working environment, a vision, knowledge, support, and takes the pressure off the employees’ shoulders and represents the team. A good leader makes sure everyone feels important and productive.
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