Be strong enough to handle the pressure and wise enough to be accountable and resolve the issue. Remember that people running on empty are prone to grow impatient and lose their cool. As a leader, you must be objective enough to step back and remove yourself from personal opinions and begin to see the situation at hand through the other person’s lens. It’s always easy to quickly judge and share your opinion about how others manage certain circumstances. He wanted his team to be self-sufficient and to get out of his way. He was a decent person, with great intentions but his demeanor didn’t allow anyone to feel comfortable about reaching out to him during difficult times. He didn’t have much tolerance for failure and expected everyone to deliver their A-Game at all times. He had a bad tendency of yelling at his team when times were tough, instead of stepping back and listening to find ways to solve problems. He lacked the emotional intelligence that is required to be an effective leader that others could trust and believe in. He was so results-oriented that he didn’t show much empathy towards others. He was an older gentleman who never had enough time or didn’t want to hear about his employees’ concerns. I once had a supervisor who lacked patience. Our collective effort to exercise patience is being tested today more than ever before – and as leaders we must do more to make up for those that have already lost their patience along the way. Especially these days, when it’s fair to say that we are all growing more and more frustrated, whether it is at work, with government or with societal issues – in particular those that force us to change the ways we must defend ourselves (to assure we are not being taken advantage of) or those we love (to protect our kids from bullying, keep them out of harm’s way, etc.). We have all heard that “patience is a virtue” – that if you are to be a good person, you must work hard to exercise patience. Equally, leaders must become more mindful of each employee’s mindset and how the demands of today’s new workplace impact their attitude, desires and loyalty. While organizations are busy reinventing themselves, they still have a lot of work to do in providing their leaders the proper resources, training and tools to effectively manage the added pressures they face, to assure the right decisions are being made, and to retain their top talent. The workplace is intense these days as the pressure to perform builds. This added pressure on employees to perform without knowing their succession plan or imminent future is not only testing their patience, but that of their leaders. At the same time, employees are tired of the uncertainty and necessity to do more with less – often causing tempers to flare and growing workplace dissatisfaction. Every leader feels the pressure of generating results, building the most effective teams and creating a high-performance workplace environment to secure sustainable outcomes. Today’s business climate is more complicated than ever and fueled with many unknowns.
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