When you first start in a new leadership role, you have an uncommon opportunity to build leader credibility. Your new employees and team will be tuned in, listening to every word you say in regards to what your plans and expectations are. From that point on, your team will be watching to see if your leadership actions align with your initial impression.
As the Harvard Business Review reports, “Just as entrepreneurs need people and institutions with money to invest in their start-up ideas, leaders and managers need people with social and human capital to back them. How much support they get directly influences their effectiveness.”
You cannot expect your employees to follow your lead just because of your title. You must first get their buy-in by giving a “new leader pitch” and then earn their trust by backing your words with actions. Without the support of your employees, you cannot be an effective leader.
In this article, we will explore the relationship between everyday actions and high quality, effective leadership. Whether you’ve been in leadership for years or are just getting started, this is a powerful leadership tool.
What are leadership actions & why do they matter?
As a leader, your word is what you live by. It’s a way for you to outwardly express your values and attributes. Your words have power – they can grab the attention of your team, motivate and excite them. However, failing to follow your words with action will create a huge schism between yourself and your team. It is your actions that shows people the quality of yourself and your strength as a leader.
There are two possible outcomes of the actions of a leader. First, a leader creates a strong impression with their words – they let their employees and team know what they stand for and what their goals are.
Next, they either follow it by acting in accordance with what they said… or they don’t. In the first scenario, they will see increased buy-in and trust from employees. In the latter, the leader will see a lack of trust and disinterest in initiatives and goals set by the leader.
When employees decide that their leader doesn’t stand by their word, they no longer believe anything else their leader says. As the leader loses credibility, their employees will no longer follow them.
What happens if you lose leader credibility?
A leader without followers is no longer a leader. For this reason, leaders must follow up their words with actions. They must be aware of whether they can accomplish what they are speaking about – and if they cannot, then they must not say it.
Leaders who have lost credibility will find that it is a remarkably difficult situation to be in. Their employees will have lost trust and faith in them, and will no longer be interested in following their lead. To regain their trust, it will require a plan that involves messaging behaviour consistency.
It will be a months long process to build a new pattern of actions that display accountability. Though it can take only a month to lose credibility, it can take six to twelve months to regain it. It’s best to retain credibility and trust from the start, by backing your words with actions.
Leadership is action, not position
-Donald McGannon
How to support your employees with action
The most important thing a leader can do is act in accordance with what they are expecting of their employees. For example, if a retail store manager tells employees that their number one priority is customer service, they must exhibit that behavior themselves. If the employees see their store manager walking past customers and ignoring them, they will wonder why they should care about customer service. Alternatively, if they see their manager stopping to greet customers and offer assistance, the employees’ belief that the store manager truly cares about customer service will be further cemented. Though the manager’s primary job is not to provide customer service, they are showing their employees that they back their words with actions.
Let’s dig into a real world example. Josh Wooden was a head basketball coach at the University of California in LA (UCLA) with 27 seasons of experience in his role. He was notorious for his belief in the importance of having good character. It was something he preached to his team often.
Wooden was also known for picking up trash and towels off of the locker room floor. Anytime he came through the locker room, his players watched him pick up litter. Eventually, his players began following suit and picking up trash and towels from the locker room floor as well. Wooden would even brag about the letters he received from janitors at rival schools. After Wooden and his team left, the janitor would be so shocked by how clean Wooden’s team left the locker room that they were compelled to send a thank you note.
Coach Wooden knew what he was doing – he was practicing what he preached. He was displaying to his team that he was a man of good character. Whatever your core values and top initiatives are, you must act upon them. Let your employees see that you live and breathe by the things you teach. In doing so, you will be rewarded.
Leader credibility – be consistent
For leaders, from the moment you meet your employees you begin to create an impression. Every conversation afterwards builds on that, to give them an overall idea of your leader credibility. This is how they form their opinion of your expectations, values, principles, and business goals. It is imperative that you follow this with the actions of a leader.
By showcasing in yourself the values you wish your employees to have, you build leader credibility. This must be an ongoing effort – it is the small, everyday actions that your employees will be watching. These actions must reflect your values. When your actions and words align, your employees will follow suit and respect you as their leader.
Looking for guidance on creating your own plan to reignite your leadership? Talk to us today to learn more and get started.
Author Bio
Deborah Knight is the founder of Xsead Lead with a background in organisational and individual leadership and executive coaching.
As a coach, Deborah aims to create an inclusive and respectful space where individuals and organisations can do the work necessary for growth and change. She is also passionate about helping women be valued for themselves while also contributing and being successful.
Apart from her company which she is deeply passionate about, Deborah also loves bushwalking, reading, travelling, and learning new things.
For any coaching or organisational support enquiries Deborah can be contacted via email: info@xseedlead.com.au or via her company website which is www.xseedlead.com.au.
