Management

5 Things Most CEOs Could Do Better

CEOs who ask for their feedback on their management style and their effectiveness are more likely to have confident team members and an improved bottom line.

CEO Coach explains the 5 most common mistakes CEOs make

5 Things Most CEOs Could Do Better - Lioness MagazineA recent study published in the Journal of Organizational Behavior found that CEOs who ask for their feedback on their management style and their effectiveness are more likely to have confident team members and an improved bottom line.

Krister Ungerboeck, CEO coach at CEO Growth, said, “The findings of this study line up with what I have been telling my clients for years. When CEOs are willing to be vulnerable and open themselves up to possible negative feedback, amazing growth can happen.”

Here, the workplace expert lists 5 other things that CEOs could do to improve their bottom line:

  1. Don’t fudge on culture. “Workplace culture is not something that leaders used to discuss,” said Ungerboeck. “But now, if you want to secure and retain top talent, your workplace has to be appealing. It’s about more than just a paycheck these days. Employees want a workplace that is civic-minded, supportive, and inclusive to all genders, religions and ethnicities. To that end, employers have to work to create a culture that feels safe, welcoming and progressive.”
  2. Stop managing for the next quarter. “Be here now,” Ungerboeck said. “That is the best advice that I can give to CEOs who are trying to create powerful and lasting change in their environments. For example, ask yourself, ‘What is one thing I can do right now, today, to motivate my employees or improve our company’s morale?’ Think in the now.”
  3. Let others lead, too. “If you’re always talking in meetings, you’re only ever going to hear your own ideas. And you’re going to walk out of the room thinking ‘I am the guy who has all the ideas around here.’ It’s a self-fulfilling prophecy. You do all the talking, so you wind up only hearing your own voice and assuming other people don’t have ideas. But, I assure you they do. They just need a platform and permission to speak those ideas into existence.”
  4. Limit your number of initiatives. “Mindfulness is key when it comes to manifesting your goals,” Ungerboeck said. “But it is hard to be mindful when you have too many irons in the fire. Focus on just 2-3 priorities every quarter, and make those initiatives visible and frequently discussed among your team members.”
  5. Ask questions, and listen. “Instead of giving people the answer you want, ask open-ended questions and let them find their own way. This is the only way you can help your employees develop and grow. Talk less, observe more, and hear everything,” he added.

 

photo courtesy of wocintech [FLICKR]