We are aware that the vast majority of bosses will not recognize that he is a bad boss or, perhaps, he is not the good boss that his co-workers, his employees, expect. Or maybe, yes. And these will be those who, for the sake of continuous improvement, will become good bosses.
A study by the consultancy Great Place to Work reveals that more than 50% of the leaders of the companies they work with “never aspired to be leaders of people.” Based on the opinion of 75,000 employees and more than 10,000 managers, the The study argues that “not all bosses are the perfect candidates for the responsibility they support and only the leaders for all are those who manage to have a positive impact on the results of the companies that give them their responsibility”.
The Great Place to Work analysis model allows to identify when a company has chosen a leader to grow the business or if, on the other hand, the end was more operative or even friendly. Thus, the aforementioned study identifies five types of profiles:
1. THE INVOLUNTARY LEADER
“He is the leader who never intended to be, for different reasons he comes to that position, but he lacks the skills to motivate and inspire the people who are under his direction.” Think of your team as a group of employees and not people, He obtains recognition for tasks that are not his own and does not make changes after receiving negative comments about his professional performance, and resolves his frustrations by raising his voice or making personal judgments about others. in the results of their companies. “
Great Place to Work proposes an improvement plan for this type of leaders, which includes, among others, “being more accessible, collaborative, open, accepting more and having greater confidence in oneself.” On the contrary, it requires the leader to be less toxic , allowing people to focus more on the task at hand that they have to develop to reduce their chances of wanting to change jobs. “
2. THE UNSTABLE LEADER
“He is the one who does not actively support his team or who does not do his homework to the extent that the company needs him, that is, he does not step forward when he should, he usually has his favorites and has difficulties working with others. In addition, it does not focus because it has personal and professional problems in relation to other people, it suffers complaints from its employees and usually receives warnings for not reaching its objectives “.
For this profile, Great Place to Work advises “eliminate favoritism, communicate regularly with people and make team members feel involved.”
3. THE TRANSACTIONAL LEADER
“He is the one who limits himself to carrying out the work, he is usually good at what he does and continually verifies that all the tasks are executed, but he does not try to develop professional relationships in his teams, so his employees feel unprotected. He usually gives many orders, but he listens little, although he is competent, he works with coldness and does not worry about the life that employees have outside of work. “
For this profile, the consultant recommends “developing skills and habits of good people, listening to their employees and showing interest in them”.
4. THE GOOD HEAD
“It’s a consistent, inclusive and sincere profile, it’s clear about expectations, understands that mistakes happen and knows that employees have life outside of work, so talk to them about any problem and even help them develop their careers and to promote, even though it approaches, it does not become the leader for everyone. “
To achieve that goal, Great Place to Work recommends “looking at the long term and focusing both on the future and on the way in which the company’s teams come together to achieve the objectives, something that happens by leaving their own objectives in second place. plan to focus on the interests of the group. “
5. THE LEADER FOR ALL
“It is the best, in terms of profitability for companies, which contributes most to the increase in the company’s results by establishing a strong sense of collaboration within teams, always leading from behind, allowing employees to develop their work. in the best way possible and treat everyone in the best way, regardless of the position they occupy, it also promotes that people work autonomously and appreciates the comments and opinions of others about their decisions.
Any of the four previous leaders is capable of becoming a leader for all. “You only have to recognize that they are not yet and know that there is an improvement plan to become one.” It is true that it is not easy to be, but to do so, we must begin by constantly reevaluating what employees and teams need. to succeed and to help the team achieve its objectives. “
According to Nicolás Ramilo, CEO of Great Place to Work Spain, “the leaders of this new world stand out for the projects they develop, for how they make innovation flow around them, for their commitment of their team to vision and strategy of the company and the results that, as a result, all this provides. “