Being a leader of any kind is an extremely demanding task. It requires the wisdom of Solomon, the patience of a saint, and the determination of today’s most successful CEOs. Leaders have to make tough calls daily, often with little to no information to go off of.

In addition to being a challenging task, being a leader can also be a thankless one. That doesn’t mean, however, that it is entirely without reward. Watching a team come together to accomplish important feats can be one of the greatest joys of many people’s lives. Here are 3 tips to navigating the dynamics of a leadership position.

  1. Develop strong relationships

People don’t follow titles, they follow people. Many times, leaders feel they have to maintain a distance from their team lest their team sees them as too genuine for a professional setting. All this generally does is keep them from getting to know their team. To truly lead a team effectively, you have to understand how they think, tick, and operate. You will also get far more from your team if they know the same things about you.

  1. Seek diverse perspectives

Leaders have to make tough decisions, and the responsibility for those outcomes ultimately falls back on them. As a result, many leaders seem to feel the less conflicting information they have, the more equipped they will be to make a decision. In reality, the opposite is true. The more lenses you are able to view a problem through, the more likely you are to get a sense of the bigger picture, which can, in turn, help you find a better solution.

  1. Know when to disagree and proceed

Very few decisions are ever going to have unanimous group consent. While leaders theoretically have the authority to make a decision that goes against the wisdom of their team, leaders who do so too often quickly learn that their employees also have a great deal of power to hinder their plans or make them work.

In order for a leader to lead effectively, they have to obtain a certain level of buy-in from their team. Employees don’t always need to agree to an entire plan, however, to get buy-in. There is something to be said for acknowledging people’s doubts or hesitations, but asking if they can at least tentatively get on board up to a point to see how things may go fosters inclusion and openness.

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