Employer-centered leadership promotes employee growth. This mindset encourages independence and creativity, and promotes communication and collaboration. Additionally, the company invests heavily in employees’ development. Employer-centered leadership has been proven to be effective in increasing company profits.
Adopt a growth mindset
How does traditional and human-centered leadership differ? Human-centered leaders, on the one hand, are genuine and authentic. Leaders who are human-centered focus on their principles and values, and encourage feedback from their staff. This type of leadership that former DaVita’s executive CEO, Kent Thiry uses encourages individuals to reveal their authentic selves, promoting collaboration and innovation. This type of leadership emphasizes the importance of growth and development. The emphasis on results is another difference between traditional and growth leadership. People with a growth mindset are optimistic, forward-thinking and believe in success. They see failures as learning experiences and encourage effort instead of remorse. This mindset makes it easier for them to be bold and find new ways to accomplish their goals. Leaders who are not well-known can be found by adopting a growth mindset within your company.
Encourage Independent Thinking in Employees
Employers should be encouraged to take initiative and think for themselves. Not only does this foster new ideas, but it also gives everyone in the company a stake in the business’s success. The best ideas usually don’t come from a single visionary at the company’s top. The more people that are involved in a project, the greater chance of someone coming up with an innovative idea. You should not praise employees for thinking independently, but rather reward them with innovative ideas and challenges to authority. Employees who disagree with the company’s direction should try to prove their superiors wrong. More people will work harder to reach their goals if they feel appreciated. Recognizing employees who do a good job will help to increase their autonomy. Giving them credit for their work will not only support their sense of self-reliance but will also help them understand that they are doing a good job.
Encourage communication between employees
Empathy and understanding are the key to employee-centered leadership. For example, servant leaders foster an environment where employees don’t feel threatened to share their concerns or ask questions. Instead of making employees feel threatened or unable to voice their concerns, servant leaders work to find solutions that are fair for all. In this way, they create an environment where employees feel valued and can contribute to the company’s success.
Invest in Employee Growth
In addition to providing growth opportunities, investing in the growth of employees can boost a company’s bottom line. An employee who is happy will not only perform well at their job, but will also share good experiences with family and friends. The company may be recommended to other job-seekers. Positive reviews may also encourage others to apply for a job at the company. Investing in employee development will result in increased revenues and profits for a company.
A wider pool of talent can be achieved by investing in their growth. If employees are genuinely motivated, they can rise to the top of a company’s hierarchy and become valuable board members or senior managers. A company can fund a part of the cost of an online MBA qualification or even provide financial support for an employee to earn the certification. It’s much more cost-effective to hire from the inside than from the outside. And in addition to increasing productivity, investing in employee growth can improve a company’s brand and attract the best new talent.
Entrepreneurship Life published the article The Positive Effects Of Employee-Centered Leadership.
