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How to Create a Culture of Effective Leadership in the Workplace
“You want to have a group of people that agree on a set of principles and a way of operating, and this is one of the funniest things; if you don’t have missions and values and these things set up, your company will break, 100%.”
- Aydin Mirzaee, Co-Founder and CEO of Fellow.APP and Creator of the SuperManagers Podcast
In the third episode of our podcast, Unicorn Leaders, our guest, Aydin Mirzaee (Co-Founder and CEO of Fellow.APP and Creator of the SuperManagers Podcast), explains how managers can influence overall team performance. He also tells us why you need to put time and energy into the leadership culture in your workplace.
Your goal as a leader and an organization is to develop more leaders, not followers. You want high-performing teams where all members show their leadership qualities. The current problem is that most leaders are stuck on the paradigm that leadership requires authority or a manager or director title.
Many members of your team and organization probably think they need one of these positions to lead. Here's the thing, positional leadership is the lowest form of leadership, and leadership is ultimately about the development of your team.
Psychological safety is the foundation for creating a high-performing team, but leadership is a journey. Just because you have the word manager in your title doesn't mean you're automatically a good leader. Leadership is about dealing with people and the dynamics and interactions between those people.
The better you can influence people, the better you can evoke an emotion that drives them toward a specific direction. The higher your leadership ability is, the more influence you have.
Leadership expert John Maxwell created the five levels of leadership, a model to help us understand where we are in our leadership journey. It's all about where you are as a leader:
- Positional leadership: people follow you because they have to, and you're the manager and have authority over them because of this title.
- Permission leadership: people follow you because they want to, and you have a relationship with them. They want to get to know you.
- Production leadership: people follow you because of what you've done for the organization and your results. People see an opportunity to learn from you.
- People development: people follow you because of what you've done for them. Maybe you coached them. They follow you because you've helped them and learned from them.
- Pinnacle leadership: people follow you because of what you represent, the values you hold, who you are as an individual, and your vision for the organization. You get to this level when you've developed new leaders, and they themselves have been able to build leaders.
The key thing here is that these levels build on each other. Here's a closer look into each level:
Table of Contents:
Now that you have mastered how to manage conflict - what is your plan of action for making an impact with your team?
Now that you have mastered how to create an environment of empowerment via the 3-P's - what is your plan of action for making an impact with your team?
Developing Your Communication, Empathy and Emotional Intelligence skills is start. What is your plan of action for implementing your learnings within your your team?
Now that you understand the differences in these titles - what is your plan of action for what you learned?
Assessing your team's behaviors is a start - but do you have a plan of action for the results?
Now that you have mastered the art of decision making - what is your plan of action for making an impact with your team?
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A DISC Behavior Assessment is the best way to understand your team's personalities.
Each DISC Assessment includes a Self Assessment and DISC Style evaluation worksheet
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