Emotions and success are both strongly correlated when it comes to leadership. In order to be a successful leader, it is essential for the person to have a high level of self esteem and for their employees to as well. Letting emotions get in the way of making decisions is something that can greatly hamper the actions of a leader. Consider some tried and tested ways by which a leader can keep his/her emotions in check and hence make the best decisions for success.

In order to be a successful leader, at first a person must get over their emotional fears and then gradually work towards becoming the best that they can be. Otherwise, the consequences of holding on to those fears are grave and will definitely have a huge effect on the leader’s personal and professional life. There are quite a few ways that a leader going through such ordeals can get out of this situation.

The first step to improving one’s self esteem and getting over an emotional fear, is finding the courage to admit that something is wrong. The leader must realize that his decisions are being colored or controlled by his fear of something, or a strong emotion towards a person or event. Since it is difficult to pinpoint these decisions by oneself, leader can find it easier to take guidance and advice from maybe older more experienced personnel who can unashamedly point out his mistakes to him. The words of a superior hold great meaning and a person is much more likely to listen to them.

Next, making the right decisions also stems a lot from practice and experience. It is not logical to expect a person to make the right decisions right away. After making a mistake when taking a decision and letting it be controlled by their feeling, the leader will realize what went wrong and will not make the same mistake again. It also helps if the person has prior experience regarding these things by observing a senior or previous manager in action. Looking at the way they take decisions would definitely serve as a good way to learn.

Though many say that “follow your gut” is the best option when it comes to making a decision, studies have shown that following a gut instinct have not always shown to create the best results. For example, taking a decision when angry causes leaders to decrease the value of the associated risks that come with the decision and make reckless moves. It is a lot wiser to calm down and rethink before taking any sort of step when worked up. A good option would be to give the thought one night’s sleep – if you are still thinking that it is the right decision in the morning, then high chances it is.

Good decision-making skills need to be hones into employees as well and not just the leader. It is up to the leader to establish the appropriate facilities in order to help his employees. One such step could be introducing employee empowerment in the office. By giving away a bit of the responsibility to staff and allowing them to take the simple decisions by themselves, the leader is gently coaxing decision-making skills into his workforce.

It could also be possible that an employee is not being able to make the right decisions due to a recent fear or drama. In that case, the leader can take the necessary steps to make counseling facilities available to the employee. He or she can also send the employee to a training facility or off – the – job skills program. Training does not need to be merely office and work related; it can also come in the form of personal skill and development. Sending troubled employees to workshops or seminars where they can meet others who are going through similar things and can access the right sort of help can greatly improve the employee’s self-esteem and state of mind. Another option could be giving the worker some paid time off to rejuvenate and distress from the troubles of daily life. If the leader truly cares about the state of mind and health of his workers, then he will not flinch or back out from helping them in every way he can. Maybe, a relaxing vacation is just what an overworked and tired employee needs to get back in form?

The treatment that an employee receives from his boss and co-workers when going through such distress is also a major factor in his decision making. Employees should be treated with kindness, respect and consideration. A leader should remember that they are people too; keeping them mentally satisfied at work will greatly increase their productivity as well. Another measure that can be taken to increase the team’s self-esteem is celebrating improvements and achievements at the office. If an employee has just managed to secure a tough deal at work, then he deserves a celebration in his name to lie back a little. Celebrating achievements boosts a person’s confidence and will help beat the emotional fears which used to prevent him from fulfilling his true potential.

In order to obtain success in an organization or venture it is essential that each and every one of its employees is at their best health and working to full capacity. A leader is only as strong as the weakest link in his or her team – which is why the health of the whole team should come first and in no way be compromised. By conditioning mindsets to put aside emotions when making decisions, it is possible to obtain a skilled and powerful workforce.

Just a few things to think about as you help others and yourself make careers that are truly fulfilling. Life is all about he quality of choices we make. I hope this helps a little.

Make good choices and have a great day! Only you get to choose how you feel about it!

Thanks so much for reading! Please share this with someone you care about and like the article if you agree with it!

Dr. Paul Gerhardt is a skilled leadership and diversity trainer who builds customized workshops online or at your workplace. He is a tenured professor of management and a diversity and leadership well-respected and trusted trainer who helps organizations get amazing returns on their training investment. Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity training at your organization. Most organizations find that diversity and leadership training by the right trainer yields a significant instant return on investment.

You can get your FREE COPY of the Leadership Handbook by clicking this link: http://bit.ly/LeadershipHandbook

GET THIS NOW: Diversity, Cultural Competence, and Emotional Intelligence Training online here: http://www.leadership.do

Setting high standards for employees is a good thing. This is conventional management wisdom that many leaders in just about every organization follow. High standards of achievement and professional conduct can be the most effective motivation a leader can create. The general idea is to encourage employees to always aim higher goals, and the only way they can do that is to push harder in order to perform better. In ideal circumstances, employees understand that leader has the confidence if they can accomplish much more than they themselves realize. It is an excellent form of provocation with great power to stimulate growth. Unfortunately, ideal circumstance is few and far between, rendering a good intention into bad managerial style.

 To make matter worse, some leaders fail to recognize (or simply are unwilling to admit) the difference between high standards for and unrealistic expectation from employees. The former is undeniably effective especially when leader is in the forefront of setting examples; the latter is dangerous. By always asking more performance from employees, less successful leader continuously forces everyone to work harder and prepare only to accept great results. The “already high standards” keep on going up to reach “unrealistic” level. At this point the leader will have to deal with an inevitable distress. Unrealistic expectations from employees have some obvious dangerous consequences:

 ·         Employees lose self-confidence: one of the most worrying outcomes of leader’s unrealistic goals and expectations actually happens to the employees. When people find themselves working with or for a leader who is impossible to please, it is only common to feel frustrated and angry. Failure to meet expectation really is not their fault, but merely because the goals are just unrealistic. In such situation, even constructive criticism from leader does not help. When employees feed into the constant negative feedback, they begin to feel inferior as if they cannot do anything right. After a short while, they begin asking why even bother trying if results are not satisfactory regardless of what they try and do. At one point, employees figure out that the best thing to do is to stop trying, and this is bad for the organization.

 ·         Weak organization: if employees are constantly criticized and pushed to perform better, they find it difficult to rise following a setback. Perpetual dissatisfaction on leader’s part will eventually drain employees’ creativity, motivation, mental endurance, and resourcefulness. One instance of failure to deliver as expected can be a learning moment, but leader’s relentless deprecation of their efforts is paralyzing. If the leader is constantly pushing employees to reach ever rising standards, the organization in its entirety is in serious doubt of achieving success in the wake of major problems.

 ·         Self-disappointment: without the ability to feel content, the disappointment can turn inward. It is often necessary to be satisfied with the way things are now, even when there are rooms for improvement indeed. The problem with unrealistic expectation is not that the organization will never achieve anything or that the employees are incompetent; the problem lies within leader’s struggle to take pride in any kind of accomplishment. Such leaders do not have the sense professional satisfaction and will continue to play down their own self-perception.

 Goal-oriented is an excellent trait of an effective leader, but it can turn into obsessive tendency toward perfection without proper managerial practices. While the idea of “pushing employees to their best” is great in theory, inadequate ability to honor and praise their roles or current improvement may actually lead the organization to failure.

 Make good choices and have a great day! Only you get to choose how you feel about it!

Thanks so much for reading! Please share this with someone you care about and like the article if you agree with it!

Dr. Paul Gerhardt is a skilled leadership and diversity trainer who builds customized workshops online or at your workplace. He is a tenured professor of management and a diversity and leadership well-respected and trusted trainer who helps organizations get amazing returns on their training investment. Visit www.SupervisionEssentials.com for more great free articles and to learn more about leadership effectiveness. Dr. Gerhardt is the author of several publications available on Amazon.com, including Diversity at Work, The Diversity King; Leadership Lucy and the Leadership Handbook. Consider inviting Dr. Paul Gerhardt to do customized leadership or diversity training at your organization. Most organizations find that diversity and leadership training by the right trainer yields a significant instant return on investment.

You can get your FREE COPY of the Leadership Handbook by clicking this link: http://bit.ly/LeadershipHandbook

GET THIS NOW: Diversity, Cultural Competence, and Emotional Intelligence Training online here: http://www.leadership.do