It is possible that how you say something to someone matters more than what you say, especially subordinate. Standing with your arms crossed and saying, “We need to talk,” sends a clear message to the other person. a message stating, “Visit my office this week at some time. No haste “provides a situation that is more unclear. Both will send someone to your office to inquire about the situation.
Successful leader is known for their ability to communicate effectively and personally. It takes time and effort to understand the finest ways to communicate a thought or objective; this is not a gift that comes naturally.
Fortunately, you can make some easy improvements, especially when speaking with staff.
Say “We” rather than “I.”
Your days of being a lone contributor are over. Results are no longer something you get on your own. Now you work with and through others to produce outcomes. Your language needs to convey that.
Say “Help me comprehend your thoughts” rather than “I wouldn’t do that, I have done the same task.”
True leaders are aware that their approach is not the only one that may be taken. They are aware of the several routes leading to the same destination. You may learn a lot about your teammate’s way of thinking and let them know it is okay to have different ideas by asking them to explain it to you.
Suggest “Let’s work out how to repair this” rather than “You need to fix this.”
Your team should follow your lead in terms of conduct. You must be a good team player yourself if you genuinely want others to be. That implies that you share a problem’s load with them rather than placing it entirely on them.
Let Go of Arrogance
It does not matter what a leader should or shouldn’t say. It all comes down to how he sees himself and the other employees at his firm. He will definitely treat his workers like trash if he believes that he is the end-all and be-all. His mouth will occasionally erupt with hurtful comments. Words come afterthoughts. What needs to be fixed is the thought process; speech is just an offshoot.
Say “Why don’t we try?” instead of “I don’t believe you should…”
The difference between the two statements is an open field. Consider inviting someone to work with you rather than just shutting him or her down. You will boost participation, which will eventually boost output.
Ways leaders insult their staff: Bad leadership examples
A bad leader thinks he is a good leader
A poor leader is always focused on “ME.” He will insult you by boasting that he is the best in the entire organization.
Expect Employees to Be Like Them
WHY CAN’T YOU DO WHAT I HAVE DONE LIKE A GOD?
A poor leader lacks faith in you.
He will micro-manage your job and try to manipulate you.
A poor leader will not provide you with feedback.
But will yell at you if you make even a small error, disregarding your previous stellar work.
A bad leader ignores your human side
He will sit in the office and watch sitcoms rather than work, yet he expects you to work like a robot and will gaslight you by saying, “I USED TO DO THIS WORK IN ONLY 3 SECONDS.” (Which, as you know, isn’t really his cup of tea)
Too much or not enough delegation
When managers give their staff members too much authority, they can think they are empowering them; when they give them too little, they start to undervalue their skills and potential. It’s a fine line that can result in managers putting up walls and creating negative tension with their staff members without even realizing it.
To read our blog on “How To become an ethical team leader: How does it benefit the team,” click here.