We all experienced it back in school — there was always that professor who was a bit strict but regularly challenged everyone to do their best. Students, in turn, never dared to go to their class without doing their homework, or even without reading about the discussion for that day. The result is a class full of meaningful discussions and everyone actually feeling better about themselves.
At work, the same concept applies. As seen in this study, “leaders have a direct effect on the employee’s performance.” Leaders play a big role in determining an employee’s sense of well-being.
The Leader’s Interactions, Expectations, Language and Behavior Dictate How the Employee Will Work.
High-performing employees partnered with “bad” leaders usually tends to limit the options for that employee. He either won’t reach his full potential (e.g. slacks off and/or unplugs from his work) or looks for a job that will allow him to. That’s because high-performers usually thrive when they are both involved or challenged. That being the case, quality leadership is required if you want to develop high performing employees.
The Leader Needs to be Able to Motivate the Employee to Push His Limits.
This would lead him to produce better quality work while feeling good about his own progress.
How do you develop and promote “quality leadership” in your organization? How do you regularly challenge your employees? The leader matters a lot to the employee. His career and growth literally depends on the leader.
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