Inclusion can have an impact on the bottom line, and a smart leader will not take such an opportunity lightly.
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Having a team whose members trust and support each other is well reflected in the team leader. Building such a culture requires awareness and commitment, as well as a commitment to inclusion. Just as the opposite of love is not hate but apathy, the opposite effect of a supportive work environment that creates trust is not bullying but exclusion.
Inclusion can have an impact on the bottom line, and a smart leader will not take such an opportunity lightly. Individuals are much more likely to adapt well to changes in their workplace if they feel involved. The University of British Columbia summarized the research that examined the outcomes of workplace bullying versus workplace exclusion. It concluded that "feeling marginalized is far more likely to lead to job dissatisfaction [emphasis added], dismissal and health problems."
We have long known that job satisfaction correlates with increased productivity. To influence the culture of support and trust that is required for your team to be happy, you need to show interest in your teammates and everything they bring to the table. Leaders can engage others by implementing various behavioral strategies to empower them.
These four strategies help to create an open and communicative environment in which your employees feel part of the team.
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1. Be receptive to new knowledge
Be open to suggestions from others and be willing to trust their instincts as much as you trust your own. Building trust is a two-person task: if you want your teammate to trust you, you need to be willing to trust you in return. When you are aware of your openness to others, you can master yourself, tolerance, adaptability, emotional resilience, self-reflection and assessment. When they feel trustworthy and involved, they are more receptive to sharing ideas and bringing new insights into the workplace.
2. Adopt a new outlook
Everything starts with a change of perspective. Leaders should be ready and willing to change their attitudes and behavior if that paves a path to success. To manage effectively, team leaders should embrace change when it turns out to be critical to development and progress. A new outlook is often evoked by the open exchange of thoughts and ideas between team members. The development of an organization is only limited by the capacity of the people within an organization. By adopting a different perspective if necessary, a manager pushes himself out of their comfort zone and improves their leadership skills and the effectiveness of their team.
Learn to communicate effectively to develop your interpersonal interactions. Talk to your team members and get to know them as people. Communication is a skill that you can only improve if you practice it actively. Since communication is essential to people's everyday lives, there is always an opportunity to work on your communication skills. By mastering social and interpersonal skills, a leader creates a collaborative workplace community.
4. Know what inspires your team
Understanding what stimulates and motivates your team members will help you communicate better with them. Knowing what drives the others around you can teach you how to talk to them in order to instill that inspiration in them. What motivates everyone may not be the same for everyone, but if you use the right motivation, morale and productivity increase.
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Open up to others and reflect on yourself as a guide to becoming a leader who is an exceptional specialist in mending, change, imagination and collaboration. As you apply these four strategies to your workplace and leadership role, you define the workplace as one that embraces and supports your teammates, their ideas, and their skills. As a result, you'll equip your workplace team appropriately to produce results that improve work ethic and increase sales.