New year, new approach

Wouldn't it be great if we could hand select everyone that we work with or do business with? As leaders, that is not always an option. But even when there is a personality clash, your responsibility to those whom you manage stays the same: You have to be a mentor, teacher and positive motivator.

As you reflect on 2010 and your accomplishments and your experiences both good and bad, you also may be thinking about your goals and how you can go from good to great in your leadership style. The ability to work effectively with a variety of personalities is an integral part of getting there.

Learning how to effectively communicate will open doors for you with your staff.

The "do it because I said so" approach will work for a while, but it won't develop them and get them to trust you and feel that you have their best interest in mind. How can you build a great team?

--Capitalize on strengths.

--Communicate often, not only during annual reviews or when there are problems.

--Create value.

It's similar to when you're buying a diamond. You are looking at the three C's, which are cut, color and clarity. If you can build these areas to perfection, then you are on your way to becoming a "sparkling" leader.

Capitalize on strengths: Ask your staff members what they enjoy doing. You also can observe them in their job function and interactions to get an idea of what they are doing and appear to enjoy and do well. Follow up on those observations with questions to be sure they enjoy that responsibility.

Communicate often: Work alongside them and let them know what they are doing well as they are doing it.

Create value: After you have found their strengths, it is time to give them the reins.

Here's an example: You're in hospitality, and there is a valuable employee on your banquet staff and they are comfortable and enjoy taking newer staff members under their wing. Make this person the banquet captain or lead for an event. This shows the person that you recognize the value that they add to the team.

You can build them up to accepting more responsibility and move them into a more senior role over time.

These points require you, their leader, to be involved, and that is the bottom line, to learn about your staff. Put forth the effort to build a mentoring relationship that will also benefit your staff member.

Add the three C's to your new year's leadership goals and you will gain commitment, dedication and, best of all, buy-in.

Pat Eardley is a human resources adviser with more than 16 years' experience in human resources management. She supports small-business owners, allowing them to have more time by focusing on creating a successful business environment for them and their employees. Learn more at www.pateardley.com.

The Job Coaches are experienced volunteers from the Center for Women's Job Counseling Program. Ask them a question by calling 763-7333 or e-mailing info@c4women.org. If you would like further assistance, make a counseling appointment; a donation of $35 is requested.