5 habits of directors, which are better to give up

1. Do not allow subordinates to express themselves

Both Hamdi Ulukaya and Elizabeth Lyle profess the importance of trusting people and believe that putting yourself ahead of your employees and not giving them a chance to show their abilities is the most bad habit of CEOs.

A new generation of workers may have creative ideas that will make the overall work more productive. “Companies are evolving at a breakneck pace, and things are moving towards a more responsive, flexible, honest and unifying leadership style for future leaders,” says Elizabeth Lyle. And it is important now to let subordinates speak up, so that they have formed their own method of management, so that they are not afraid to make decisions and make adjustments, and are ready to take responsibility.

Lyle gives an example of a situation in his client's company. To make a decision at the main meeting of directors, you need to discuss the proposal with each of them separately. And it will be accepted only when everyone agrees with it. This model is counterproductive and time-consuming. The client's deputy understands this, but is afraid that he will not be allowed to refuse unnecessary steps. In this situation, the CEO must listen to the employee, as this will simplify the work process and help the deputy become more confident, professional and better manage the company in the future.

2. Throw subordinates in a difficult situation

Hamdi Ulukaya gives an example in his lecture: Kraft stopped production and sold a yoghurt factory built back in 1920. Hamdi found out about the sale and became interested. When he arrived at the enterprise, he did not find anyone from the bosses, only workers - people who worked conscientiously and now parted with what they had devoted themselves to. Ulukaya bought the plant, found people who worked there, and invited them to his production. In the future, everything related to the company, Hamdi did together with his employees. Thus, he managed to instill respect and trust in himself as a boss.

This is a very important point that many people forget. A good leader should be with his people at all times, especially in times of difficulty. Do not leave subordinates, and they will respond to you with productive work.

3. Putting shareholders ahead of employees and customers

The most important thing for a CEO should be the welfare of employees, not shareholders. This is logical, because it is not the shareholders who carry out your instructions and work in production. Be attentive to the needs of staff, react to changes in the team.

In gratitude for his dedicated work, Hamdi Ulukaya donated At Chobani, Now It’s Not Just the Yogurt That’s Rich, 10% of the company's 2,000 employees. Needless to say that in this way he fell in love with not only his subordinates, but also the public with journalists?

It's the same with clients. Of course, the client is not always right, but it is worth listening to him. He is consuming your products, and he has the power to completely destroy your business, especially in the Internet age. Follow the feedback on your work on social networks and communicate with buyers. It is always helpful to take harsh but objective criticism into account and respond appropriately.

4. To abstract from social problems

Of course, no one is forcing you to politicize the enterprise. But it is still worth following the changes in society. You will be able to give jobs to those in need, expand production, find new sponsors and colleagues.

Ulukaya gives his example: he responded to the wave of refugees who came to America from Africa and offered them a job at the Chobani factory in New York. A similar situation happened with the second plant: Ulukaya came to Idaho, not a particularly promising state, and built a plant there. So he gave employment to many people, improved the infrastructure and economic condition of Idaho, and at the same time was able to quickly find labor for the new plant and expand production. Ulukaya says the company should ask people the important question, "How can we help you?" And then they will be happy to work for you.

5. Avoid change

Elizabeth Lyle urges all bosses: if you see that the workflow is unproductive and the business is suffering losses, do not be afraid to make changes. This concerns the introduction of modern technologies, the adoption of new management models, and so on. Don't put off the change until later. Otherwise, you will lag far behind less fearful competitors who make quick decisions and adjust to a volatile economy while you stumble and miss opportunities.

These tips are not the most difficult, but many directors forget to follow them. Of course, you should not relax and become too soft, hold your business with a steady hand, but do not forget about attentiveness and responsiveness. Learn to see the line between kindness and permissiveness, and success awaits you.