Great Leadership Resolutions For 2020

The dawn of a New Year brings a new beginning to improve leadership skills and develop better interpersonal relationships among team members. Leaders should aim to incorporate their humanistic qualities whilst also having a good balance of objectivity. Leaders can still do their job of directing whilst also expressing their appreciation to their colleagues. Effective leadership resolutions for 2020 are as follows.

“Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.” – Sheryl Sandberg

Don’t Use Others as an Emotional Container

Although a leader is responsible for giving guidance to their team, leaders still feel emotions. Almost everyone has a bad day at least once in a while. It’s important that one’s emotions aren’t being projected outwardly to other workmates. It’s vital that leaders remain conscientious of their emotions and how they express those emotions as to avoid using others as an emotional container.

Be More Assertive

Some leaders are guilty of sugarcoating their requests or being more lenient than they should as to not appear rude. There must be a balance of assertion and accommodation. However, tolerating stubbornness is never permissible. Through being more specific and assertive, teammates take their leaders a lot more seriously. So, leaders shouldn’t evade hard truths when it comes to addressing something they don’t agree with.

Don’t Micromanage

Micromanaging is when a boss or management hovers over their employee while they are doing their jobs. Leaders might find themselves micromanaging because they don’t fully trust their team’s abilities as it pertains to their job duties. This eventually ruins the relationship between a leader and their team. Workers or colleagues may feel insecure or under-qualified.

Neuro-diversity

Millions of people experience neurological differences. For example, millions of people around the world can relate to mental illnesses such as depression, anxiety, post-traumatic stress disorder, etc. Instead of ostracizing these individuals, leaders should aim to be more inclusive and understanding of those who suffer from such ailments. Contrary to what some may believe, many workers deal with either one or more of these mental conditions. By having an open and honest dialogue, team members will be able to express their concerns. Through sharing one’s concerns, workers can do their jobs at their fullest capacity.

This article was originally published on HenryComteVelasquez.org