Editorial
Ever wondered about the common denominator among all bad bosses?
No need to think too hard because the answer is simple: they are the driving force behind the departure of valuable employees. Bad bosses create even more harm for employees in the margins who are less represented in the workplaces. Even those who might genuinely love the company will leave because they don’t see how they can get away from a bad boss and their influence on their career trajectory.
If you’ve experienced a bad boss, this revelation may not come as a surprise. If you are wondering if one of your direct reports is having negative experiences with you, here are a few strategies to do some self introspection and to reconsider your leadership style so that you are a more inclusive leader in 2024 and beyond.
1. Become More Self-Aware
Research consistently demonstrates that leaders possessing a heightened emotional intelligence, particularly in self-awareness and social awareness, tend to achieve greater success and contribute to increased organizational profits. To enhance your EQ (Emotional Quotient), concentrate on clarifying your identity, identifying your values, comprehending your biases and acknowledging their impact on your decision-making process, especially on those who have very different identities and lived experiences. Cultivating an understanding of both your own and others’ lived experiences, perspectives and worldviews empowers you to adeptly lead diverse teams, fostering an environment that brings out the best in every team member.
2. Embrace Diverse Perspectives
Supporting women in the workplace is crucial for fostering growth, equality and empowerment. One effective way for leaders to do this is by embracing diverse perspectives. When managers relinquish their belief that their approach is the only valid one and entrust responsibilities to capable team members, they not only enhance decision-making but also witness increased productivity, improved morale and a stronger organizational culture. Moreover, when leaders hold on too tightly, they risk burnout. Managers often shoulder an overwhelming workload, so poor delegation skills inadvertently disempowers teams and erodes trust.
3. Understand Generational Cohorts
Gen Z employees, the most diverse and culturally fluent generational cohort, are leading growing movements for greater transparency in corporate life. Millennials consider a company’s stance on social and environmental issues when deciding their workplace. While they are willing to work hard, they want recognition and equity in the business, especially when they are contributing to the success of a new venture. Gen Xers, the sandwich generation, love efficiency and they are stretched thin. Boomers believe that increased time spent in the office equates to heightened productivity.
All of these differences are contributing to a progressively fragmented workforce grappling with conflicting priorities. For leaders overseeing teams, it becomes crucial to grasp not only the fundamental motivations of the four general cohorts present in the workplace but also the shifting needs of women and non-binary team members across these cohorts, as they progress through their careers and seasons of their lives.
Aligning with the expectations of a multi-generational workforce involves adopting practices that demonstrate greater emotional intelligence, integrity, accountability and a commitment to social responsibility. As a boss, embodying these values will help to create a work environment that resonates with employees across their generational cohort and gender identity.
Related Article: It’s Time to Bust These 3 Myths About Age and Gender in the Workplace
4. Intentionally Co-Create Team Culture
Did you know that inclusive decision-making has been shown to result in better business decisions 87% of the time? Yes, it’s true! To achieve this, managers should organize working sessions where a diverse cross-section of employees collectively envision how they will work collaboratively. While this may seem like a radical idea, the increased sense of inclusion among team members correlates with a heightened investment in the success of the project you are leading.
This process empowers all participants to voice their ideas and concerns, fostering the co-creation of a vision that authentically represents a wide range of perspectives. By doing so, you cultivate a workplace culture that values diversity and inclusion, leading to enhanced performance and innovation.
5. Intersectionality Matters in Your Team Development Strategies
When developing a strategy to develop your team culture, intersectionality matters and should be integrated in all leadership/team development programs. Oftentimes learning and development programs take a one-size-fits-all approach and do not acknowledge the unique experiences of non dominant groups like Black women, Latinx women, Indigenous women, individuals with greater accessibility needs and others in white collar workplaces.
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Women of color and Black women, in particular, face very unique challenges that intersect race and gender. Black women often find themselves caught in a double bind. While assertiveness is celebrated in leadership, it can backfire. They are often unfairly labeled as aggressive when exhibiting the same qualities that are praised in their white counterparts. Because of long-standing stereotypes, when Black women are assertive it is rarely seen as a strength. More often it is perceived as a threat.
Additionally, while support is crucial for professional growth, Black women often receive the least amount of support. Often mentorship programs and even sponsors do not understand Black women’s unique workplace challenges, especially within the context of anti-blackness behaviors that may show up in the behaviors of their peers and even their managers.
Related Article: Consider Intersectional Identities Before You Claim DEI Victory
Conclusion
Being an effective leader is paramount for retaining valuable team members. To position yourself as the most sought-after leader in your workplace, consider implementing these strategies: deepening self-awareness, embracing diverse perspectives, navigating generational differences, co-creating team culture and adding an intersectional lens to your learning and development programs will be a game changer for you. It’s crucial to recognize that being a good boss goes beyond mere popularity; it entails being a leader who inspires, motivates, and actively engages with their team to accomplish both collective and individual goals. By doing so, everyone can work towards realizing their full potential.
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