I must say that I was not surprised when i saw the results of leadership survey from Centre for creative leadership. Of all, Indian managers are least proficient with leading employees. How come? We are aptly ensuring that all the billing sheets are filled by the end of the week and month right, said a team leader once to me! Moreover, when we see so many reposts by everyone on social media on all possible quotes about Leadership.

Leadership can be exercised in 3 ways: Disciplinary, Methodical (functional knowledge) and Natural personal. Traditionally, its a known fact that Indians (like most Asians) tend to authoritarian style of leadership i.e. disciplinary. More and more due to the fact positions and promotions are mostly based on years of experience (will come back in a different post if that should really be the criteria for promoting people -years of experience!?) lets say also functional knowledge is the lever for current generation of leaders. Now, what about this natural personal? Ability to influence people without using neither of the above.

Do we agree that every employee is individual and has specific needs? How do we address them? How you as managers are systematically addressing this topic? One other thing you hear is - I have given ratings as part of yearly appraisal. Is that constructive feedback on which your employees can build on? What should he/she do with a 1 and 5, as a rating?

Two simple guidelines I would recommend you to practice -

• (Bi-) Weekly 1-on-1 meeting with your direct subordinates: To keep up with pace of work and update each other. More importantly, to see if something is hindering their work and how you can be of help! Great opportunity for personal mentoring topics -for example - How to improve his/her assertiveness with customer and colleagues, instead of always saying yes?
• Personal Reflection Meetings (Quarterly): Personal reflection (not called feedback on purpose) should be both ways. More importantly constructive and actionable feedback is the only thing that is useful. Don't miss the chance to get the feedback and it comes only if you set the right tone to the meeting demonstrating mutual trust.

Alas, its individual may be you have a better way then do let me know.