We prefer to work for leaders who trust us to make good decisions. The opposite creates a frustrating climate. That kind of leader demands details about unimportant topics, doesn’t ask for input, isn’t interested in anyone else’s efforts.
But it’s a two-way street.
Followers have the responsibility to show that they support the leader’s priorities and will subordinate their own when necessary. They must also be humble enough to know they don’t always have the answer and must be willing to seek help.
If you are a leader, ask yourself which climate you are setting.
(Seth Godin’s post can help. So can Bob Sutton, with 12 Things Good Bosses Believe.)
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