Rise in the Job: 5 Tips to Demonstrate Leadership and Reliability

In the job you would like to progress. From the point of view of your superiors, certain qualities are necessary for this. Above all budding executives have to prove themselves in their professional life. Often, this only works if you can motivate your colleagues to follow suit. For certain tasks and projects, it is not enough for only you to show yourself powerful. But how do you motivate your colleagues? And what qualities should you show in order to be perceived by your boss as an employee with potential? We'll tell you - with these five tips.

Make a career: what is important?

How do you become an executive? If you think you're simply doing your job, then applying for a higher position, or even being suggested by the boss and following the commitment, that is in many cases wishful thinking - or at least a risky plan. In the best case, your boss really appreciates you without you trying to attract attention. In practice, however, employees often only go on to show that they have the necessary qualities of a manager.

What qualities are particularly important if you want to become a leader? Being an executive is not just about doing a good job on your own. It has to be able to inspire others to do more themselves - and motivate them to even do so. Also communication skills and instinct are important characteristics of an executive. You have to be able to combine different views into a compromise that is sustainable for all. At the same time you should be able to prevail without ignoring the opinion of others.

Important characteristics of a (future) manager: Reliability, team spirit and decision-making

When speculating on a higher position, it is also important that your supervisors perceive you as a dependable employee whose statements you can rely on. Delight in decision-making is an important characteristic of a good manager, but also the team spirit must not be neglected.

A good boss is characterized by the fact that he can motivate his team and drive it to more power. He makes compromises and ensures that tasks are completed on time and satisfactorily. You can not prove that you can do that by being promoted. The trick is to drive your colleagues to more power right now. If the team gets more done and you are perceived as a driving force by your superiors, that can be the deciding factor in your career.

But how does that work? We have five tips for you to show as a person who has the critical leadership.

1. Better agreements, better results

Many tasks in the job are done in a team. Or you are at least dependent on the input of colleagues. If they do not work reliably or show no commitment , your own performance may still be so good - they probably will not be perceived as such, because without the strong support of your colleagues, you can not achieve specific goals as desired.

Reliability is the keyword here. How often does it happen that agreements are not kept? This is not always because the colleague is simply unreliable. Often the agreement itself is the problem. What one regards as a binding agreement, the next one perceived as not so urgent. Then the answer to your question is whether a task is done, perhaps: "Oh, should that be finished? I did not have that on the screen anymore. "

Clear agreements are therefore crucial. Only if it is noted in detail what needs to be done by when and when, will all stakeholders have the chance to fulfill their tasks. As a team or in collusion with colleagues, you should ensure that liabilities are fixed and noted and that responsibilities are clearly stated. If everyone knows what to do by when, and why it matters, the likelihood that everyone is actually doing their share increases.

Remember, you can do such a good job by yourself - in the end, you're only as good as your team. If your team does not deliver, your own performance is barely noticed on the upper floors. Therefore, not only reliability is important. It is also crucial that you manage to motivate your colleagues.

2. Motivate colleagues: find individual incentives

The better the performance of all participants, the greater the likelihood that the result will be impressive. You alone can not waltz when several colleagues work together. For each cooperation, therefore, ask yourself the question of how best to motivate the respective participants. This question can only be answered individually. Find individual incentives that ensure that a particular colleague is involved and does his job reliably.

For that, empathy is important. What drives a certain colleague? Is he looking at the big career - or does he see work as a necessary evil? If you want to be good yourself, it's easier to motivate yourself. If the job is not so important, you have to find other incentives. Even colleagues who do not want to make a career, it is easier in everyday working life, if the boss is satisfied.

A well-executed project contributes to this. It can also have consequences in other ways - in the pay. Your colleagues may have no ambitions to get on the job - but higher salaries are still desirable for most.

Keep an eye on the preferred way your colleagues work. What can a particular colleague do particularly well? How does he typically do it? And what is important for him to do his job as well as possible? If you want others to get the most out of each other - and ideally beyond the intended target - you can think about whether you can do other work for these colleagues. That creates balance and capacity. But be careful not to overcharge yourself so that you can put the necessary time into the project yourself.

3. The right way to deal with colleagues who do not fulfill their tasks

But what if your colleagues just do not want to go along? When a colleague keeps putting you off, when you ask him about specific results? Or if one does not feel like investing time and ideas in a particular project? Then you have a problem, if you depend on the cooperation of these people.

It was already like this in school, when a team work was required: there are those who really get hooked. Doing more than the others. And then there are those who prefer to let the others do it. They do not bring in ideas and only do the bare necessities - and reluctantly. In your studies, you may have encountered this phenomenon as well, and even in the job commitment and performance are rarely evenly distributed in cooperation with others.

Einerseits musst du akzeptieren, dass Menschen unterschiedlich leistungsfähig sind. Andererseits solltest du nicht zulassen, dass einzelne Personen durch ihr Verhalten das ganze Team daran hindern, das gesteckte Ziel rechtzeitig und gut zu erreichen. In solchen Fällen gilt es, klare Worte zu finden. Du bist nicht der Chef und solltest diesen auch nicht mimen, wenn du nicht den Unmut deiner Kollegen auf dich ziehen möchtest. Dennoch heißt das im Umkehrschluss nicht, dass du nicht jene ansprechen darfst, die die ganze Gruppe hemmen.

How you do that is up to you - open in the group or in conversation. Make no reproaches, but bring your thoughts factually expressed. Ask in a four-eye conversation, even quiet, why it is that the colleague does not contribute his part. Maybe he is overloaded or has problems privately. If you know these reasons, you can better think about how to solve the problem.

4. Be an example to others

How do you motivate others? Usually not by accusations or constant instructions. Do not underestimate the effect of your own approach. If you act as a role model and behave the way you expect others to do, the likelihood of your peers orienting themselves and showing more commitment increases.

It goes without saying that you should not demand anything from others that you do not fulfill yourself. Be reliable, get involved with good ideas and join in with joy. Such behavior easily rubs off on others.

5. Contribute good ideas - and implement them in a team

As a service provider those employees are perceived, who do not only service by regulation. Only if you are always motivated and committed, you have good chances for a career jump. Anyone who has good ideas and can motivate others to join in is in good shape.

Therefore, get used to always thinking about how to improve processes and procedures. What new project could increase your employer's success and further increase the value of your brand? What's not going well and how could that be changed? Be attentive and bring your own ideas, even if no one has just asked you to. Initiative is always well received.

If your ideas can not only be implemented by yourself, but require the cooperation of colleagues, make sure that they are able and motivated to do so.

But external ideas are not premature. An idea should be mature, really meaningful and, above all, feasible. The best idea is of little value if it requires resources - financial or material - that are simply not there. Stay realistic to show you as a valuable employee.

Source: http://resumetemplate.ca/