Warning: In disclosing my opinions on this topic, you’ll detect that I take a tough line. That’s because I think the topic is vital for effective leadership…
What words would others use to describe you? Up or down? Optimistic or anxious? Happy or sad? Relaxed or frazzled?
Beware! Your state of mind as a leader has a massive impact on your team.
If You’re A Leader Who’s Responsible For Others’ Productivity…
A leader’s mood is contagious. Therefore:
- Occassional frustration and annoyance is understandable and acceptable—but when it’s accompanied by judging and blaming it’s out-of-line.
- Stressed, burned out behaviour needs to be dealt with.
- Sadness is OK for a short while. Ongoing depress*ion needs to be managed by a professional.
- Worry and anxiety need mind-management coaching.
- And plain old grouchiness just isn’t going to cut it. You need to loose that.
You’re Shooting Yourself In The Foot If You’re Not Skillfully Managing Your Mood
As a leader people are watching you—watching your moves, watching your expressions, watching your moods. You’re under the spotlight!
When you demonstrate grouchiness, anxiety, depress*ion, stress, blaming or judging:
- Your team members will question whether they want to be in such a prickly environment.
- Your team members’ and others will waste time discussing your behaviour.
- The respect they have for you will begin to head south.
- Team members will begin to model your mood and behaviours.
To sum up, you’re creating un unproductive climate, one that’s unlikely to support your performance goals.
Your Action Plan
If the way you habitually think and behave is judging, blaming, stressed, depressed, anxious or grouchy, it really is critical that you take action to turn your state-of-mind around.
It’s time for you to be hyper-vigilant about how others might see you. Your behaviour has a serious impact on performance!
Will you ask others, maybe a couple of trusted team members, if they consider you to be mostly up or down, optimistic or anxious, happy or sad, relaxed or frazzled?
You might want to validate their responses by checking in with a couple of peers too.
ABOUT THE AUTHOR:
Carolyn Stevens has worked with leaders for more than 25-years—hundreds of them.
She’s supported leader after leader (including those who previously struggled to confront the difficult, let alone persuasively deal with the it) flourish—and become confident, courageous and impressively influential.
Carolyn is authentic and results-oriented. She draws on an eclectic array of approaches, tools and techniques to suit the situation.
