By Mike Bedel, CPA, MBA, CGMA
Partner, Director of Audit & Assurance Services
Whole books and college courses have centered on the subject of what makes a GOOD LEADER. But in a business setting, you can usually identify the best bosses by looking at the people surrounding them.
A “Super Boss” aspires not just to lead the people they manage, but serve them—make them better. They seek out, hire and promote those who have an aspiration to learn more, to contribute more and to add more value to the organization. In this way, the entire triangle – manager, employee and company – obtain mutual benefit that also makes them each stronger. The whole becomes better than the sum of its parts!!!
Some people who are perceived as strong leaders do so by surrounding themselves with “yes people” or those less gifted than themselves. A Super Boss seeks out people who are smarter than they are. Then, they foster employee development so they get even better.
This falls very much in line with the model of the “servant leader” who tries to help everyone they come in contact within the organization to get what they want by helping others obtain what they want! This notion is altruistic, but there is also personal benefit in that people will naturally want to return the favor and help you get what you want.
Obviously, we won’t all get everything we want, all the time!
But the idea is that by propelling people to do better and act smarter, it will go a long way to developing a company culture that values continuous learning, experimentation and research into making the business better. This can take virtually any form, from developing a process or procedure to make or deliver something more efficiently or that helps client succeed in their own endeavors, or exceeding customer’s expectations.in an unbelievable manner.
This starts with hiring the best and brightest, something every good boss tries to do. Then take the next step and give them the maximum amount of autonomy possible within the work environment. Set limits, but encourage them to take risks — and be prepared to accept failures.
The best thing a Super Boss can do when an employee fails is to show them where they went wrong, then tell them to pick themselves up and go at it again. Simply punishing failure only teaches employees not to try new things, which means they’re not trying their best.
A poor leader often resembles a dictator, in which every decision must go through them, large or small. They take credit for everything that’s going right, and offer only blame to subordinates when things go wrong. They may wield power, but no one who works for them will feel inspired.
Creativity and dynamic thinking can only flourish in an environment where people feel nourished and empowered. And that is how they will continue to grow, professionally and personally.
Do you want to be a Super Boss? If so, strive to be humble and embolden your employees to try things — and to sometimes fail at them. Share the accolades when they come.
Most of all, understand that creating a very powerful talent pool within the organization is the most fundamental ingredient to taking your enterprise to unimaginable new levels.
Please contact Mike Bedel at (317) 613-7852 or email [email protected].