Are you a kind of a leader that feels like a designated firefighter in charge of putting out various fires at work daily?

If this is the case and you feel like constantly jumping from solving one burning issue to another, then it may be a good idea to pause step away, and reconsider how this leadership style may affect your employee productivity and performance.

This feeling that you’re always in an urgent mode, and that you’re the only one who can deal with burning issues that appear suddenly and can’t be anticipated may lower your employee morale and self-confidence critical for completing projects successfully. Also, this reactive leadership can make their stress levels skyrocket, making them feel frustrated and disengaged over time.

If you want to avoid your frustrated employees lashing out on social media about poor leadership and affecting your brand image and overall business success by voting with their feet, try embracing a different leadership style known as high-performance leadership.

What Does High-Performance Leadership Involve?

Leadership vs Management

If you want to become a high-performance leader you’ll need to develop a flexible leadership style and adapt to different situations that may come your way. High-performance leadership requires you to manage your thoughts actions and emotions in any situation given, developing your leadership skills consistently to achieve optimal results. This means that you’ll always have to come up with the most suitable leadership style for a specific issue you’re dealing with.

Numerous high-performance leaders don’t shy away from a trial-and-error approach. By making mistakes and succeeding in finding effective solutions, after all, you’ll show your employees that you’re a determined and resilient leader focused on long-term accomplishments rather than short-term wins.

Here are the steps you need to take to become a high-performance leader.

Assess Your Current Leadership Style

Leadership tips

Before you move forward to developing your high-performance leadership, try to assess your past performance and identify areas that need improvement or a completely different approach.

  • What specific issues have frustrated you?
  • What incited you to switch to the urgent problem-solving mode?
  • Did your employees seek help with easy or complex issues?
  • Did they ask for your help after trying to solve the problem themselves?
  • And if they didn’t try to find the solution, why is that?

Asking these questions and gaining specific answers will help you see how your leadership style prevented your team from reaching their goals.

This performance assessment can be a time-consuming process. Luckily, you can rely on technology solutions like an employee tracking app to paint a real-time picture of your employees and your performance on various projects during a specific period.

What Will You Change?

Leadership training program

By analyzing these tracking reports you can make data-driven decisions and reinvent your leadership style. You may use this analysis to recognize specific employee behaviors and patterns. For example, you may see how much time your employees tend to spend on resolving specific issues before they turn to you for help. Or identify the most common issues they tend to pass over to you.

Once you identify these pain points that may hold your employees back from developing professionally and fulfilling their potential.

High-performance leadership revolves around enabling employees to do their best in their roles boosting productivity and overall business success. You can achieve this by setting clear goals, responsibilities, and expectations and offering practical training to help your employees develop skills needed for tackling specific issues independently.

By making these actionable changes, you’ll develop high-performance leadership, encouraging work autonomy and employee development.

Will These Changes Work?

If you want to find out how effective is this switch from reactive to high-performance leadership, be prepared for honest employee feedback. When you pair this feedback with employee monitoring statistics and data, you’ll be able to assess the impact of the changed leadership style on your employee performance and business growth.

Being a leader involves tons of invisible work. This is why you need to determine specific metrics that will help you identify where you spend most of your time at work, and also when you are the most effective.

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