How to Develop Positive Leadership?

How to Develop Positive Leadership?

Professional skills are important for managers. Leadership qualities play an equally important role in improving the atmosphere in the team and therefore increasing performance.

“In a meeting with employees, the mood of managers can be tense or somewhat depressed.” Metin Licis says that it is often difficult to understand what the reason is, but what is certain, according to Metin Licis, is that a bad mood has a negative impact on employee performance.

The famous businessman said, “Sometimes it is the managers themselves who contribute to the bad atmosphere. Even if that is not the case, the key to restoring the positive sense of togetherness in the team is with the managers.” he says, recording:

“The concept of positive leadership can help here. The important thing is that all employees have the feeling that they can use their strengths in their work, have good relations with their superiors and colleagues, and can achieve their goals. Applying these factors has several positive effects: Employees get sick less, leave less, and work more efficiently.”

In this article, we will listen to some tips from Metin Liçis on how managers can apply the concept of positive leadership and increase employee well-being.

Metin Liçis states that it would be more useful to explain what the concept of positive leadership is before moving on to these tips.

What is positive leadership?

“Positive leadership” is a concept introduced by the American psychologist Martin Seligman and includes 5 determining factors. Seligman developed a model that incorporates these five factors to achieve greater satisfaction.

• Positive Emotions

Some degree of positive attitude can be applied. Of course, this does not mean suppressing or simply reinterpreting the negative. Instead, it is necessary to regularly concentrate on the things that you can impress or that work well.

• Positive Participation

Most people find the feeling that everything “works by itself” positive. For example, when you get too immersed in a task, you forget time completely. Then you are in the “flow”. In order to achieve this state, it is important to engage in something that brings out your own strengths. The easiest way to achieve this sense of flow is to create when the balance between over-demand and under-demand on a task is just right.

• Positive relationships

The relationship between you and your colleagues is extremely important to well-being in the workplace. Take a close look at which colleagues you particularly enjoy working with and which ones regularly put you in a bad mood.

• Meaning

Feeling that what we do has a logical and positive purpose is a powerful motivator. This is especially true for everyday working life. Those who find meaning in their work are often much more satisfied with it.

• Goal setting

Setting goals is important to your own satisfaction. Because every success strengthens your self-confidence. It is important that the goals you set for yourself are achievable. If they’re too high, you can quickly become frustrated and give up. So evaluate yourself realistically and don’t overwhelm yourself.

“Often we treat others differently than we think. Of course, this also applies to managers. This is a big mistake, especially at work. Because their behavior often directly affects the atmosphere of the whole team and therefore its performance.” Saying that, Metin Liçis offers the following suggestions for leaders:

Check your Public Image Everyone Sees

“How do I appear to others? Patient and understanding, or frustrated and stressed? For example, a feature that you see as a defining feature of yourself may be dominant and frightening to others. One thing is clear: Often times, self-perception and perception of others don’t match 1%.

That’s why it’s important to get feedback from an outsider about your role and appearance. Feedback from our friends or family usually doesn’t do much here. Because they usually don’t want to hurt us and so they can somehow hide some facts from us. This also applies to our own employees. Therefore, it is better to consult a professional coach or counselor.”

Meet privately with your employees

Constructive feedback can be invaluable not only to your employees but also to you as a manager. Therefore, you should get regular feedback from your employees through a personal interview. Because direct change is the easiest way to determine whether you’re really impacting your employees the way you want them to.

You can also develop a sense of whether your management style (stricter or more relaxed) corresponds to what your employees currently need. Apart from this, professional feedback studies can also be useful. For example, you can get very positive results by taking an anonymous survey twice a year.

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